Human Resource as A Driver for Organizational Impact

Every business on earth thrives on human resources to make its vision a reality. Read more on human resource as a driver for impact on companies.

HR as a driver

All over the world, every business thrive on human resources to make it’s vision a reality. Without the right human resource(s), businesses suffer. So then we ask, is human resource just about talents acquisition for organizations?

We reached out to a seasoned human resource expert, Freda Nana Embil, Head of Human Resource for Jobberman Ghana, to share insights on how human resource serves as a driver for organizational impact.

GA: Hello Freda, it’s a pleasure to discuss such an intriguing topic with you.

FNE: Thank you Genevieve, for the opportunity as well.

GA: Is human resource just about finding talents for the organizations/ companies?

FNE: No, the purpose of HR is to provide the structure for your organization and serve as the engine that keeps it running smoothly on a daily basis. It governs important aspects of your business, such as the people on your team and workplace culture.

GA: We understand sourcing for the right talent is a key contributor to business success, what is your take on that?

FNE: Effective recruitment can support your company to achieve faster levels of growth. Also, streamlined, efficient recruitment processes deliver higher-quality, more engaged hires, providing a competitive advantage that directly impacts on your business performance. And employers should note that not getting the right talent for your organization can limit your company’s growth. There is no two-ways about that. So never compromise on skilled professionals.

GA: What happens when the wrong people are hired? How does it affect the overall business objective?

FNE: Hiring the wrong candidate doesn’t only impact on productivity but also creates negative consequences financially. Additionally, the individual may not be as productive or experienced as first expected and may therefore require additional training while in the workplace, also costing the business additional money.

GA: When sourcing for talents, employers always want to hire the best talent. How can employers/ companies attract the best talents? 

FNE: Exactly, getting the right fit for each role is what HR professionals like myself pride our selfves with. So when finding the right fit, we consider several things which includes;

  • Look for a career-oriented person.
    • Assess for practical experience.
    • Test your candidates proficiency.
    • Determine strengths needed for the position.
  • Consider culture fit.
  • Keep improving your hiring process. (where you source for talents also plays a vital role in finding the best fit).
  • Employer branding is also very essential. When you project your company attarctive, job seekers would love to be a part of your team.
  • Consider bringing on an intern (who is teacheable and ready to learn).
  • Run social checks.

GA: Personal growth and career development of every employee depends on him/herself. Some companies take training and employee development as one of the key ways of boosting retention rate in their companies. Do you think employers should inculcate this strategy of employee retention?


GA: In order to improve employee retention, as a human resource expert what strategies do you think can help enhance employee experience at the workplace?

FNE: As I mentioned earlier, having the right people in the right roles is very necessary for business growth. And being able to reatain them for quiet a long time is a plus for every business. To employers finding it difficult to retain top employees consider the following.

  • Make visibility a priority.
  •  Establish Formal Career Pathing.
  •  Reward managers for developing employees.
  •  Create opportunities for career mobility.
  • Invest in learning and development.

GA: Every employer dreams of having star employees in their teams. Yet these employers often have their star employee leave the company. What impact does a high attrition rate affect the growth of the business?

FNE: Losing trusted personnel is always a concern, especially when you’re trying to grow your business. A high staff turnover rate can disrupt processes, affect staff morale, and drain time, money and resources away from a company’s overarching goals.

GA: Monetary compensation plays a vital role in employee productivity and performance. In Ghana, a higher percentage of employees complain of lower salary. What do you think professionals should consider when accepting a job offer?

FNE: Candidates should know their value in terms of employment and also their experience they possess, this helps them to know what offer to go for and not to go for.

GA: Young graduates after school have higher expectations with regards to work compensations and benefits. Could you highlight compensations and what young graduates should expect in the world of work?

FNE: When we talk about compensations, there are a lot of them but the one in the Labour Act is what every employee should at least know, for example, the workman compensation, overtime etc.

GA: Before we go, what would be your advice to young graduates out there? 

FNE: My advice to young graduates is that hard work pays and so they should never give up in their search for jobs. We know how daunting job hunting can be, yet if you set your mind up for it, you will surely get a job.

GA: Thank you for your time Freda.

FNE: Thank you for the opportunity, Genevieve.

This article is in partnership with Invest for Jobs, an initiative of the German Federal Ministry for Economic Cooperation and Development, and has partnered with Ghana’s number one online recruitment platform, Jobberman Ghana. This partnership is aimed at contributing to the special initiative’s objective of improving economic conditions in selected locations and industry sectors in Ghana, as well as promoting investment for jobs.

Genevieve Amponsah
Notification Bell