The former Governor of Anambra State and the Presidential aspirant under the Peoples Democratic Party (PDP), Peter Gregory Obi on Tuesday announced he has resigned his membership due to recent developments that made it impossible to continue to participate and contribute to nation-building.
In a letter obtained by Investors King, the former governor cum entrepreneur submitted his resignation letter on Friday, May 20, 2022 to the Chairman of Agulu Ward 2. Anaocha LGA Anambra.
He said “I am by this letter informing you of my withdrawal from the PDP Presidential Primaries.
“It has been a great honour to contribute to nation-building efforts through our party. Unfortunately, recent developments within our party make it practically impossible to continue participating and making such constructive contributions.
“Our national challenges are deep-seated and require that we each make profound sacrifices towards rescuing our country. My commitment to rescuing Nigeria remains firm, even if the route differs.”
By ‘even if the route differs’, the vibrant politician may be suggesting pitching his tent with another party that shares his political ideologies for national building.
Npower Batch C, Stream 2 Lament Non-Payment of Monthly Stipend
Npower batch C, Stream 2 beneficiaries have taken to social media to lament about the non-payment of their monthly stipends after three months they were deployed to their various PPA.
Investors King understands that Npower is one of the social intervention programmes established by the present administration to address the issues of poverty and youth unemployment.
Most of the beneficiaries are paid N30,000 as a monthly stipend while others especially those in the health segment pocket N40,000 every month.
However, the scheme has been engrossed with several issues in recent times and foremost among the challenges is non-payment or delay of monthly stipends.
One of the beneficiaries with the name Cynthia said ” We have been going to our PPA for up to three months, yet Npower has failed to pay us a single month from our stipends. Npower should help us because the economy presently is not friendly”.
Another beneficiary with the name Adeola said, “Npower, we are starving while going to our PPA. Please pay us so that we can have the energy to do more”.
Meanwhile, the management of Npower NASIMS has clarified that it is not done yet with the deployment of batch C, Stream 2 beneficiaries.
NASIMS added that all beneficiaries will be deployed to their place of primary assignment as long as they have been selected for the program.
In addition, NASIMS has also admonished batch C, Stream 1 beneficiaries who are yet to receive their August stipend to exercise some patience as the management is aware of their issues.
“Be rest assured that all pending payment issues will be reinitiated and you will get your payment,” a statement sent by NASIM partly read.
Established in 2016, Npower is designed to help tackle the issues of youth unemployment and help increase social development.
The scheme was created as a component of the National Social Investment Program, to provide a structure for large-scale and relevant work skills acquisition and development and to ensure that each participant will learn and practice most of what is necessary to find or create work.
University Lecturers Received Full Payment For November as FG Withhold 8 Months’ Salary Arrears
The Federal Government has paid full salary to university lecturers for the work done in November unlike in October when the lecturers were paid half salary. Some of the lecturers have confirmed that they have started receiving their November salary in full.
In October, the lecturers were paid half salaries, which the Minister of Labour and Employment, Dr Chris Ngige, explained was pro-rata payment for the days the lecturers worked after the strike was called off on October 14, 2022.
Investors King gathered that the Federal Government has not released the eight months’ salaries of the lecturers incurred during the protracted strike embarked upon by the academic union.
A senior lecturer who spoke with Tribune News said “I received my November salary today (Wednesday) and I know some of our colleagues did the same. We expected that it would come together with arrears, but that wasn’t the case”.
Meanwhile, University lecturers across branches have been protesting against the withholding of their eight months’ salary and the part payment paid to them for October.
Reacting to the development, ASSU National President, Professor Victor Emmanuel Osodeke noted that the government reneged on the agreement the union had with the ministry of labour.
Osodeke disclosed that the agreement which was supervised by the Speaker of the House of Representatives was that lecturers will be paid their eight-month arrears.
He, therefore, stated that the national body of the union will meet soon to determine their next line of action claiming that the government is trying to turn university lecturers into casual workers.
While speaking to the media at the State House, the Minister for Education, Malam Adamu Adamu rejected any insinuation that the government is trying to treat the university lecturers as casual staff.
“The strike has been called off and the government has paid what is due to them”
“How can anybody make a university lecturer a casual worker? Do you know the meaning of casual worker? If you know the meaning of casual worker, it is impossible to make a university lecturer a casual worker,” he said.
Generation Z Turn to Online Learning to Sharpen Their Skills
The transition from traditional to virtual and hybrid workplace environments has proven to be irreversible. Reports by Google data on Generation Z behavior indicate that a significant majority of this population has become accustomed to online-based learning through visually rich, technology-based, and socially interactive platforms.
Many Generation Z learners have expressed a high preference for virtual and blended learning over traditional programmes that usually require them to enroll and attend physical classrooms to attain certain qualifications.
Learning is ubiquitous and second nature to Generation Z employees. Markedly, the period spanning the last three years has seen an accelerated rate of employees enrolling for various L&D programs, most notably online courses, which offered the convenience and accessibility needed amidst health safety threats and inconveniences caused by the pandemic.
Anca Gosling, Aeroclass’s Director for Content Development, notes that Generation Z, colloquially known as “Gen Zers” or Zoomers, grow up immersed in technology, hence they value technology solutions, inclusivity, and construct their identities around self-reliant and pragmatic solutions. It is not surprising that Gen Z prefers ‘learning at the point of need’ using modern technologies, smartphones, or personal computers. At Aeroclass we use technology to anticipate and cater to the needs of the next generation to create a unique and personal learning experience.
In 2020, Gen Z learners interacted with digital learning content 50% more than in 2019. Most generation Z learners consider learning indispensable to build a flourishing career. Unlike traditional programs, virtual learning options provide a set of learning and development pros, from increasing internal mobility for individuals pursuing up-skilling and re-skilling courses to providing opportunities for leadership development, management development, and virtual onboarding.
A survey conducted by LinkedIn in 2021 reported that over 86% of Generation Z have enrolled in online courses to build hard and soft skills. Further, the report showed that this population spends 12% more of their private time on online-based learning platforms building skills than the average learner.
The past 2-3 years have offered significant lessons for many organizations – lots of unexpected challenges and considerable opportunities to capitalize on. In fact, the learning and development industry has moved to the forefront. It is now a matter of interest for many individuals, including those in employment and those looking to secure jobs in different sectors, including the aviation industry. Many employees and those seeking employment have recognized that learning is a “must-have” requirement to succeed. Therefore, they are exploring learning options that can provide the opportunity to further develop their careers and access C-suite level. This has led to a tectonic shift toward digital learning options where this generation of learners can access quality content and interact with a wide range of information pertinent to the challenges and complexities that characterize contemporary workplace environments.
Besides offering convenience and access to quality content, online learning increased robustness as a learning solution, providing superior coverage regarding instructional materials and reach. “Compared to classroom training, online learning offers a more inclusive option. Leave no one behind (LNOB) is the transformative promise of the United Nations (UN) 2023 Agenda for Sustainable Development and can be achieved only by empowering people through education. Technology is a powerful tool that allows people to access information that otherwise they would not be able to access.” explained Anca Gosling.
From an economic perspective, virtual training has presented a cost-effective alternative, enabling students to access L&D programmes at a lower budget than they would incur if they were to enroll in classroom-based courses. Two years ago, over 38% of individuals taking learning and development courses projected less spending on classroom-based learning, and 57% anticipated bigger budgets for online learning. In 2022, these figures have changed significantly, with current statistics indicating a high predisposition toward online learning. Today, 73% of learning and development professionals predict less spending on classroom training, while 79% have estimated higher budgets for online learning.
Furthermore, online learning offers a smart and innovative way for learners to evaluate themselves and quantify the learning outcomes from various programmes. Employees can use online-based engagement surveys to measure program effectiveness and assess their value in producing the desired learning outcomes and satisfaction.
Anca Gosling emphasizes that organizations must develop robust L&D programmes and infuse a continuous learning culture to build a future-proof workforce. Considering the complex business environment that we are currently facing, investing in employees will surely pay off. At the same time, organizations should consider aligning their learning strategy with the core business objectives. This will increase retention, and motivation and ultimately the business will perform better. As Gen Z represents the dominant cohort of employees in the workplace, online-based training comes as a natural choice and a feasible solution for organizations to imbue a strong learning culture.
Research shows that the pandemic had a strong effect on Gen Zers. For those that are looking for a career change, perusing other opportunities or simply learning a new skill, online learning provides an effective way to develop skills that can connect them to their new career paths and offer the desired job. Besides, online training shifts learning from the static, one-off classroom courses to an impactful, flexible, and sustainable environment. Simply put, the sky is the limit!.
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