By Dipo Olowookere
A letter has been forwarded to the Senate by President Muhammadu Buhari for the confirmation of Mr Abdulrasheed Bawa as the substantive Chairman of the Economic and Financial Crimes Commission (EFCC).
A statement issued on Tuesday by the Special Adviser to the President on Media and Publicity, Mr Femi Adesina, said Mr Bawa is armed with a B.Sc degree in Economics and Masters in International Affairs and Diplomacy.
The presidency also said the 40-year-old Mr Bawa was one of the pioneer EFCC Cadet Officers in 2005 and has undergone several specialised trainings in different parts of the world.
It was further disclosed that the nominee is a trained EFCC investigator with vast experience in the investigation and prosecution of Advance Fee Fraud cases, official corruption, bank fraud, money laundering, and other economic crimes.
“President Muhammadu Buhari has asked the Senate to confirm Mr Abdulrasheed Bawa as substantive Chairman of the Economic and Financial Crimes Commission (EFCC),” Mr Adesina said.
He disclosed that this development was “in accordance with Paragraph 2(3) of Part1, CAP E1 of EFCC Act 2004.”
The position became vacant after Mr Buhari suspended Mr Ibrahim Magu on July 7, 2020. He assumed the office on November 9, 2015, just about five months after the President was sworn-in to lead the country.
Mr Buhari later nominated Mr Magu as the substantive Chairman of the commission, but it was rejected more than once because of a report from the State Security Service (SSS) indicting him.
He was later removed after a panel was instituted by the federal government to look into some allegations against him and was then replaced by Mr Muhammed Umar in an acting capacity.
How to Improve the Efficacy of Your Remote Workforce
With the increasing prevalence of remote work, companies are looking for ways to make the most of their remote workforce and maximize its efficacy. As such, businesses must understand how to improve the performance of their remote teams and find effective strategies to ensure successful outcomes.
1. Effective Communication
Clear and consistent employee voice needs to be included in improving the efficacy of a remote workforce. Employers should incorporate feedback from their employees, such as through hosting employee surveys or questionnaires, to get an idea of what is working, what could use some improvement, and how they can make the remote working experience better for everyone.
It is standard employee input that will help to eliminate any potential issues before they arise. Additionally, employers should aim to foster a sense of community amongst their team members by organizing virtual meetings or check-ins where issues can be openly discussed and reliably addressed. This fosters meaningful communication between teammates and encourages creative ideas that benefit the team.
2. Appropriate Training
Another way to enhance the performance of your remote workforce is by providing appropriate training and development opportunities. Companies should ensure that all remote workers have access to the same educational materials they would receive if they worked in an office environment.
By giving employees access to online classes or webinars, businesses can ensure that their employees are up-to-date with the latest advancements in their field. Companies should also consider offering incentives or rewards when goals are met to give staff an extra incentive for performing better than expected.
3. Creating a Sense of Community
Something else employers should focus on when trying to improve the efficacy of their remote workforce is creating a sense of community amongst team members. Although this may be harder due to the physical distance between members, there are still plenty of ways for organizations to foster workplace friendships and build trust within teams – holding virtual happy hours or game nights are just some examples of what can be done remotely. Regular catch-ups allow team members to get comfortable with one another, encouraging collaboration and creativity when working together on projects.
4. Track Employee Progress
In addition, employers should consider taking measures that keep track of employee progress so they can more accurately measure performance levels among individuals regularly. Utilizing time-tracking apps or automated attendance reports are just some solutions businesses can implement which help them identify any potential issues early on with greater accuracy. Setting clear objectives and measurable outcomes also provides teams with something tangible they can aim toward while helping managers identify areas where additional support is required.
5. Keep Morale High
Employers must keep morale high amongst their remote staff by recognizing successes often while acknowledging challenges they face along the way – big and small wins! Showing appreciation through compliments or praise goes a long way towards making staff feel appreciated even though they might not physically be present every day like those who work out of an office environment would be.
Employers can also create awards programs that recognize outstanding performances throughout different departments or particular milestones achieved by individuals. These initiatives not only help boost morale but can also act as motivation for others striving towards achieving similar feats within the company too!
6. Access to All the Appropriate Tools
Finally, ensure your remote workers have access to all the tools to do their job effectively and efficiently. This means having a reliable internet connection and up-to-date hardware such as computers or laptops. Investing in cloud storage solutions such as Dropbox or Google Drive can enable collaboration among team members worldwide.
Furthermore, if certain applications or software programs are required for certain tasks, make sure those are readily available for your employees so that there won’t be any unnecessary delays or roadblocks along the way.
Improving efficiencies amongst your remote workforce requires careful consideration from both employer and employee alike – it’s crucial for companies who wish for success out of this venture! With technology growing ever more advanced every day now more than ever before, there exists plenty of solutions available that facilitate better communication and collaboration amongst teams no matter where each member may reside geographically. Taking advantage of such advances will go far towards helping organizations reach greater heights quicker than they thought possible beforehand.
JTI Nigeria Remains Top Employer for 4th Consecutive Year
By Aduragbemi Omiyale
For the fourth consecutive year, the Nigerian subsidiary of Japan Tobacco International (JTI), Habanera Limited, has been recognised as a Top Employer, while the parent firm retained its position for the 9th consecutive year.
This latest certification recognises the excellent working condition provided at the organisation as excelling in each of the assessment categories, which included outstanding HR policies and practices, employee well-being, diversity and inclusion and exceptional learning and development opportunities.
Speaking on this year’s recognition as a Top Employer in Nigeria, the General Manager of JTI’s entity in Nigeria, Mr Thomas Adams, said, “We are extremely delighted to be recertified by Top Employer Institute as a Top Employer both in Nigeria and globally. This award is a confirmation of the efficiency of our people policies, which continue to create an optimal environment for our talents to grow, thrive and fulfil their potential.”
Mr Adams further stated that, “At JTI, investment in our people is at the heart of everything we do. From the provision of equal opportunities, an open environment, and development programmes to general employee well-being initiatives, we continue to offer the right resources for our people to attain their personal and career aspirations.
“This latest award will push us to continue prioritising our people by keeping them safe, engaged and inspired towards ensuring JTI remains a great place to work for our valued talents and an attractive destination for future talents.”
The Top Employer certification is awarded by the Top Employers Institute, which conducts an annual international audit of leading employers around the world.
The research firm assesses participating companies in nine key areas: talent strategy, workforce planning, on-boarding, learning and development, performance management, and leadership development.
Puchercos Retires as Dangote Cement CEO, Pathak Takes Over
By Dipo Olowookere
Mr Michel Puchercos will, on February 28, 2023, retire as the Group Managing Director/Chief Executive Officer of Dangote Cement Plc, a statement from the company has disclosed.
From March 1, 2023, Mr Arvind Pathak will take control of the position following his approval by the board of the cement manufacturing firm.
Mr Puchercos stunned the cement industry three years ago when he resigned from a rival organisation, Lafarge Africa Plc, to take charge of Dangote Cement.
But after three years of piloting the affairs of Dangote Cement and repositioning it for greatness, he is bowing out in style and handing over the baton to Mr Pathak.
In a statement issued to the Nigerian Exchange (NGX) Limited on Thursday, the company thanked Mr Puchercos “for his commitment and contributions to the board and [wished] him well in his future endeavours.”
In the statement signed by the acting company secretary, Mr Edward Imoedemhe, Dangote Cement described Mr Pathak as “an experienced business leader who worked as MD and CEO of Birla Corporation Ltd before this appointment.”
Also, he was the Chief Operating Officer and Deputy Group Managing Director of Dangote Cement Plc until 2021.
With over 30 years of experience in the cement industry, he has worked most of his tenure in turning around businesses, operations and maintenance of plants, as well as leading important greenfield projects.
The leading cement firm noted that the appointment of Mr Pathak would be included in the agenda at the next Annual General Meeting for ratification by the shareholders in accordance with the Companies and
Allied Matters Act.
While welcoming Mr Pathak back to the Dangote family, the board of the organisation wished him “success in his new role.”
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