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Minister Of Finance Debunks Rumour of Sacking Federal Government Workers



Zainab Ahmed Finance Minister

The Minister of Finance, Budget, and National Planning, Mrs. Zainab Ahmed, has debunked rumors of the Federal Government sacking its workers.

Zainab Ahmed affirmed this on ‘Good morning Nigeria’ a program held on NTA this morning.

According to the minister, the administration of President Buhari has no plans to sack federal workers, however, the government is willing to give incentives to federal workers who are ready to resign from their work.

She said, “Mr. President doesn’t want to disengage staff. That is what he has directed from the beginning of his administration. He also directed that we pay salaries. The Federal Government has never failed in paying salaries and he said we must always pay pensions.

“So, he has been consistent in those directives and we have followed those directives to the letter.”

In respect to the government’s plan to cut operational costs, the finance minister said the government planned to merge government agencies.

Ahmed said, “Well, we do hope that at the end of the exercise, some agencies will be merged and it will cut down operational costs.

“And also we will be able to come up with incentive packages to retrain people and redeploy them in some areas where they are useful. For example, we still have a very high need for teachers so we can retrain people and send them to teach but also incentive packages to exit. Again, that is also money. If you want people to exit you have to pay them.

“That is an incentive package so that they can go. That is why it is taking a lot of time because it is not easy to decide on this. Everything centers on resources. We need resources and if we had a lot of money, we would just give very beautiful incentive packages and people would exit and go and start their businesses and we would reduce the size of the personnel cost.”

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Flutterwave Expands Employee Base by 38%

Flutterwave, Africa’s leading payments technology company, hired 200 trainees, thereby expanding its employee base by 38%.



Flutterwave - Investors King

In its recently completed recruitment process for its inaugural graduate trainee program, Flutterwave, Africa’s leading payments technology company, hired 200 trainees, thereby expanding its employee base by 38%.

In July, the fintech company announced vacancies for its graduate trainee program. Interested young graduates across Nigeria had the opportunity to apply for different positions in the company. The registration process lasted for 15 days with the company receiving 11,000 applications.

However, only 200 successful applicants were selected. In a note published on the company’s website, the program was introduced to support young Nigerian graduates by sharpening and honing their technical skills, soft skills, working them through the company’s problems and encouraging them to proffer solutions to them.

The program is the first project launched under the reappointed Chief of People and Culture Officer (CPO), Mansi Babyloni.

Mansi Babyloni worked as the Global Head of People Strategy and Special Projects, Flutterwave in 2020 before she left for an opportunity at Price Waterhouse Coopers in London, UK.

She rejoined Flutterwave as the CPO and will be focusing on investing in people, culture and devising ways to drive growth for the organization.

Speaking about the new training program, CPO  said,I’m thrilled to be back at Flutterwave as the Chief People Officer. This role offers me the opportunity to invest in the talent, develop our people and make us the best employer out there – things I am deeply passionate about. My work starts with the Flutterwave Graduate Trainee Program which has been a passion project of the People and Culture Team for a long time and we are delighted that it is now a reality. 

“The program aims to teach our graduate trainees highly transferable skills via an on the job training methodology, skills that will set them up for success for the entirety of their careers. Flutterwave is what it is because of the talent, passion and innovation of a driven squad. We believe supporting the next generation of young talent to realize their potential is the most important way that we can give back to the community.

“This program is critically important to supporting our strategic growth needs, as we continue to expand across markets and geographies. As a global company, we’re looking forward to how this program can grow across other countries.”

Also, commenting on the program was Olugbenga GB Agboola, Founder and CEO of Flutterwave. He said, “The graduate trainee program is a key part of our continued efforts to support young talent and help them kick start their career. Over the years, we’ve been thinking about developing a program that serves as a pipeline for talent from the University to the workforce.

“We’re happy that Mansi and the entire People and Culture team at Flutterwave have made this a reality. Because of this project, 200 people will have an opportunity to break into their careers and get started on the path towards achieving their dreams. We’re elated that Mansi is back and pushing impactful projects in her first month with us.”

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Why Invest in Employment Verification?

A vital part of the hiring process is pre-employment screening, where companies determine the truth of what is on a person’s resume and other details about their background.



A vital part of the hiring process is pre-employment screening, where companies determine the truth of what is on a person’s resume and other details about their background. This process is known as “Employment Verification.” It is critical for companies who want to ensure they are hiring the most qualified and experienced professionals possible.

While most businesses have screening measures in place, these practices can vary from in-house, extensive background checks to outsourced third-party verification. For a business, it’s worth asking: What is better to invest in, an entire in-house team or a third-party provider?

In-House vs. Third-Party Verification

Pre-employment screenings investigate a person’s employment history, job titles, education, and other topics of interest. The wisdom of investing in an in-house or third-party verification depends on multiple factors.

An in-house screening conducted by the HR department can have many advantages over outsourcing. For one, there’s no queue or delay in starting the screening process. In-house verification can also lower the costs, at least for large corporations. But for small and medium businesses, the cost of staffing a full-time verification team can be unreasonable.

A third-party employment verification provider completes advanced fact-checking for employers. This service assures would-be employers that their prospective hire is top-notch. Businesses that perform this service charge reasonably little for their work, often only charging a low, flat rate per employee researched. Cost differences may also arise for someone who wants to do more thorough background checks or bulk background screening. Companies that perform these verification procedures can also conduct more in-depth research for high-profile or high-risk jobs that may require a security clearance.

How Screening Impacts the Bottom Line

Whether to screen employees for criminal history or to confirm their professional history, background checks are prevalent in the US and abroad. But is it worth investing in more rigorous procedures for your company?

Background checks are one aspect of employment verification that gives an employer peace of mind. With issues like criminal history and drug screenings taken care of, employers and HR managers can focus on other aspects of the hiring process.

Another reason for a hiring manager to hire a third-party provider is to remain competitive. Businesses worldwide are vetting their would-be hires with critical lenses by studying their resumes and performing tasks like transcript translation and verification. These measures are part of efforts to improve the quality of their hires and meet the demands of a global workforce.

Beyond being part of safeguards to protect their workforce, rigorous screening practices also assuage concerns for clients and other investors. They provide an assurance that only the best and brightest are in their offices and that they are all working towards the same goal.

Final Thoughts

Investigating the history of would-be hires is an important task. This work improves the safety and morale of a workplace. Whether you hire in-house staff or third-party professionals, high-quality screenings are crucial. Either way, it’s a part of the hiring process worth investing in—your clients and employees will certainly appreciate your efforts!

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Elon Musk Takes Final Stance on Work From Office, Remote Policy



Tesla earnings

Elon Musk has decided to head the other way from the Work-From-Home (WFH) controversy being generated across social media as Tesla’s work from office policy takes effect. 

On Wednesday, Elon Musk, through an email sent to his staff but leaked to the media, insisted on work from office policy for all Tesla staff.

Recall that Mr. Musk acquired Twitter at $44 billion and has since received backlashes from the social media platform following his comments about Twitter. The latest one is from Twitter investors who dragged the American businessman to court

The new policy of the company is directly opposite Twitter’s March policy that allows staff to work from anywhere they feel comfortable. 

In a published statement, Twitter Chief Executive Officer, Parag Agrawal said, “Wherever you feel most productive and creative is where you will work, and that includes Working From Home full-time, forever.” 

Agrawal, however, added that “distributed working would be challenging. We’ll need to be proactive, intentional, learn, and adapt.”

Elon Musk, on the other hand, insisted that working from home is not acceptable and all staff of Tesla must work from the office, “not a remote branch office unrelated to the job duties.”

He said “Everyone at Tesla is required to spend a minimum of 40 hours in the office per week. If you don’t show up, we will assume you have resigned,” he wrote in the leaked email. 

Musk said Tesla’s factory workers are expected to work full-time in the office and that team collaboration is essential to the company’s growth.

He added that Tesla has and will create and manufacture the most exciting and meaningful products of any company on Earth, and this will not happen by phoning it in.

According to a US-based system security company, Kastle, office occupancy in the US stands at about 43 per cent. 

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