The Nation Newspaper

Category: Jobs

  • Power sector’s guardian angels

    Power sector’s guardian angels

    The government is equipping youths to protect power infrastructure. The initiative, stakeholders say, will create jobs and foster the industry’s growth. They urge the unemployed to take advantage of the opportunity, reports AKINOLA AJIBADE.

    At a time many are paying to acquire skills to make them employable, others are getting them free.

    Next month, the Federal Government will start implementing what it calls “Power Infrastructure Protection Initiative.” Through this, the government will train on how to man electricity facilities to further enhance the sector’s growth.

    The scheme will ensure that youths acquire skills that will enable them to work as technicians in the sector. Unlike in the past when opportunities were restricted to graduates from technical colleges, it is now open to all who are ready to work in that capacity.

    According to the Director-General, National Power Training Institute of Nigeria (NAPTIN), Reuben Okeke, no fewer than 7,400 youths will be trained from October 17.

    Okeke said the institute was organising the training to make youths fit into the power sector.

    He said the exercise was in line with the  goal of building a robust manpower for the industry.

    He said the programme, which falls under the National Power Sector Apprenticeship Scheme (NPSAS), was designed to improve the skills of workers and make them employable.

    Skilled and semi-skilled workers are expected to benefit. Those to be trained are holders of Higher National Diploma (HND), Ordinary National Diploma (OND), and National Certificate of Education(NCE),  West African School Certificate (WAEC) and Technical Colleges certificate. They will be trained as lines men, cable joiners and electrical fitters, among others.

    According to experts, the multiplier effects of this initiative will have a spiral effect on the economy because many will benefit.

    Okeke said the scheme had opened a vista of opportunities in the sector.

    Okeke said: “The Federal Government has concluded plans to sponsor 7,400 youths for training programmes in the sector. They will be trained by officials of NAPTIN, in order to enable them acquire necesary skills. The training is under what is called the National Power Sector Apprenticeship Scheme.

    “The aim is to bridge the gap in the industry. It is expected that if the programme runs well, we should be having about 8,000 more hands. But this will be more of craftsmen because that is where the critical mass is expected. The idea will create jobs, and help the economy. “

    He added: “The engineers are needed quite alright. But the low-end workers, the lines men, cable joiners, electrical fitters, are the ones you see most often. Up to 12,000 of them will be needed to support this huge increase in physical infrastructure that the Federal Government is providing in the sector.”

    He said the sector was broad, complex, technical, and required trained personnel to drive its growth, adding that engineers employed recently by the Transmission Company of Nigeria (TCN) were receiving training at the institute.

    He said 241 engineers had graduated, while 336 would graduate by October next year.

    Okeke said some retired engineers were put on contract basis, to help the younger ones acquire on-the-job experience.

    “By the time the core old engineers are leaving the sector, the younger ones will take over from them and this is going to bridge the gap of about 1,500. That is why I said those that are being trained by the institute will get jobs. It is wrong for people to conclude that the trainees in the sector would not get jobs. It is not easy for people without adequate training to fit into the power sector because it is highly technical and demanding. It is people that have the pre-requisite skills  that would get jobs,” Okeke added.

    Also, the former President, Senior Staff Association of Electricity Workers Union, Godwin Iheanacho, said the sector was in dire need of good hands.

    He said the sector is driven by competent hands globally, adding that Nigeria needs not be left out if it want to achieve the desired results.

    The sector, he said, has lost    many of its capable workers to the reforms, and need to look for ways of replacing them to achieve growth.

    He said: “The government is expected to retain some of the competent workers when handing over the assets of the defucnt Power Holding Company of Nigeria (PHCN)  to the new investors. But, it did not. Instead, in one fell swoop, it sacked virtually all the people that have the technical know-how. This is affecting the sector’s performance. There is the need to employ competent personnel to fill the vacuum created by the exit of the experienced ones.  The sector must be rejuvenated, through provision of human and material resources.”

    He said the sector should not be left in the hands of people with average performance since it is highly technical.

    The Minister of Power, Prof Chinedu Nebo, said the Federal Government has introduced measures to develop the sector.

    At a youth summit in Abuja, Nebo said Power Sector Entre-prenuership Programme (SURE-P) and the capacity development programmes offered through the National Power Training Institute were some of the measures to develop capacity.

    He said there was no new engineers in the sector until recently when the government employed about 1,000 engineers to fast-track growth.

    “For over 16 years, the sector did not employ any new engineer.  The government just employed about 1,000 engineers as part of efforts to improve productivity, and make the industry operate optimally.  The government has put in place structures to enhance performance. One of them is employment of workers that would help in improving electricity transmission,” he said.

    Nebo said job creation wa s part of the government’s economic agenda, stressing that the sector will create many jobs when it stabilises.

    “Power holds the key to economic development. It drives the economy. When there is regular power supply, all things fall into place. The formal and informal sector will produce at a cheaper  cost.  Not only that, they would make profit and expand their operations. When this happens, they would create job opportunties,” he added.

  • Parks of jobs

    Parks of jobs

    In line with the local content policy, the Nigerian Content Development Monitoring Board (NCDMB) plans to establish industrial oil and gas parks in Niger Delta, raising hopes of jobs for skilled and unskilled workers, writes AKINOLA AJIBADE.

    Next year, Nigeria will join the league of countries that own oil and gas parks to manufacture components of equipment used in the sector.

    The United States (US), China and United Arab Emirates (UAE),  among others, have built such parks to fast-track the growth of the industrial sector of their economies.

    According to the Head, Strategy and Policy Development, Nigerian Content Development Monitoring Board (NCDMB), Abdulmalik Halilu,  no fewer than 50,000 jobs would be created from the initiative.

    Skilled,  unskilled and  semi-skilled  workers in constructing the factories are expected to benefit. Skilled and unskilled professionals in the build environmment such as tilers, bricklayers, carpenters, plumbers, masons and others would be employed.

    Also to be hired are supervisors, factory hands, electricians, messengers. In the administration department, human resourse professionals, accountants, clerks, desk top officers, clients’ executives, marketers and others would also be employed.

    According to experts, the multiplier effects of this initiative will spiral on the economy as domesticating the production of oil and gas equipment would save further capital flight and boost the gross domestic product (GDP).

    Halilu said the initiative would open new vistas for skilled workers such as  mechnical engineers, electrical/electronics engineers, geologists and others.

    According to him, the  unskilled workers are welders, drivers, and office assitants. While the engineers and geologists would would supervise the operations of the parks, drivers would handle logistics activities at the parks. They would be saddled with the responsibilites of transporting the manufactured equipment to the oil companies that  place order for them.

    The Federal Government plans to build the parks in  Ondo, Edo, Imo, Delta, Abia, Rivers, Cross River, Akwa Ibom and Bayelsa states.

    He said  oil and gas industrial parks is an initiative spearheaded by the board to boost local content policy, enhance cost and efficiency of local supply chain without compromisng the standards.

    It is also designed to attract social and infrastructural facilities to oil producing communities, deepen research, innovation and reduce capital flight by making operators patronise locally- made industrial equipment.

    Others are technology acquisition, domicilisation of capacity training and creation of employment opportunities.

    He said oil and gas parks would provide employment opportunities for people in the nine states that are designated for the project.

    He said: ‘’The parks would be spread across the nine oil-producing states. Each state will provide 3,000 direct and indirect jobs. Based on this, we are expecting 27,000 jobs from the nine states. More jobs are coming. Skilled, semi-skilled and unskilled workers would be employed in the parks. There would be youth employment, and engagement of community entrepreneurs in oil and gas value chain. Also, wealth distribution arising from park activities will restore peace in the oil producing communities.”

    He said the parks would help oil and gas operators access equipment, increase the sector’s contribution to the GDP and boost the government’s industrialisation policy.

    The first phase of the project entails building of primary infrastructure such as shop floors, warehouse and road network before the first quarter of next year.

    “The infrastructure would support manufacturing of components of equipment the operators needed to stimulate growth. The moment infrastructure is on ground, it would easier for the parks to take-off, and create jobs for people. “There would be youth employment, engagement of community entrepreneurs in oil and gas value chain and wealth distribution. When this happens, there would be peace in the oil producing areas,’’ he added.

    Last month, the Ministry of Petroleum Resources unveiled plans to establish oil and gas industrial parks in Niger Delta.

    Petroleum Minister Mrs. Diezani Alison-Madueke said $100million would be invested in the project. Construction work would begin before December this year.  The minister said the parks would provide 50,000 jobs, increase productivity, and reduce dependence on importation of equipment used by oil producing and services companies in the region.

    Also, the Executive Director, NCDMB, Ernest Nwapa said job creations is one of the major objectives of the parks. Nwapa said the parks will create jobs for Nigerians, apart from providing inputs to harness hydrocarbon resources in the country. He said more jobs would be created through the local content policy, adding that the Board has initiated projects to build local capacity by ensuring that people get chance to demonstrate their skills for growth.

    He said the agency has flagged off projects such as construction of shop floors, pipemills and others to boost local participation in the industry, adding that they would generate employment opportunities.

    Nwakpa said: “Localisation of equipment used in the oil and gas industry will create employment opportunities and reduce capital flight in the country. Given the initiatives in the industry, the prospects of bringing more Nigerians into employment is high. One of the mandates given to the Board is to promote local initiatives and make the industry competitive.’’

    He said the parks would attract foreign Direct Investment (FDI) to oil producing states and facilitate new business opportunities. This, he said, would create job’ opportunities for the people living in those states.

    The Chief Executive Officer, Frontier Nigeria Limited, Mr Femi Dada said the more indigenous operators participate in the industry, the greater the employment opportunities that would open to Nigerians. Dada said creation of an enabling environment would help in developing the capacity of local operators.

    He noted that there are a lot of opportunities to be tapped in the industry, adding that the country has vast oil and gas wealth that could create jobs and grow the economy if properly harnessed. He said the government’s decision to encourage local participation in the sector is good and capable of opening up employment avenues for the growing army of the jobless.

    He urged companies to invest in gas plant to improve power supply, and economic activities.

     

  • Exciting careers in free trade zones

    Exciting careers in free trade zones

    Free Trade Zones (FTZs) brim with jobs. Already, 12 of the 25 licensed FTZs in the country, have begun operations, raising hope of exciting career opportunities. With pending applications for additional Export Procesing Zones (EPZs), thousands of jobs are on the way, reports Chikodi Okereocha.

    The opportunities are limitless. From supply of raw materials to provision of cleaning services, freight forwarding , provision of warehouse and cold storage facility and security services, among others, job opportunities abound in the Free Trade Zones (FTZs) or Export Processing Zones (EPZs). Although they are specially designated industrial and commercial areas, where trade barriers such as tariffs and quotas are eliminated to drive industrial presence, attract Foreign Direct Investments (FDIs) and create jobs, FTZs may have gone a notch higher, providing answer to Nigeria’s long and tortuous search for solution to rising unemployment.

    For a start, more than 20,000 jobs will spring up at the Lekki Free Trade Zone (LFTZ) when the project is completed in 2016. The project, with investment size of about N2 billion, is a joint venture between the Lagos State Government and a consortium of Chinese businessmen. Covering an area of about 16,500 hectares of land on the tip of the Lekki Peninsula to the southeast of the state, it is said to be the flagship of the state government’s industrial development initiative and it will attract local and foreign direct investment into the state. For the state and its millions of job seekers, the icing on the cake, perhaps, is the $9 billion Dangote Refinery and Petrochemical Plant, which plans to employ and train about 8,000 engineers in the course of the operations of the refinery and fertilizser plants.

    Those who would immediately exit the unemployment market when the project comes on stream include petrochemical, mechanical, electrical, and metrological engineers.

    Other jobs that would spring up from the project include geologists, welders, accountants, caterers, drivers, cleaners and other levels of administrative staff. Already, President of Dangote Industries Limited (DIL) and Africa’s richest man Alhaji Aliko Dangote, owner of the project, had disclosed that LFTZ would be the biggest of such zones in the African continent. He assured that the communities stand to benefit enormously as over 8,000 engineers would be trained while jobs would be created for youths of the communities.

    Given that economic activities within the FTZs are mainly geared towards export, such activities are expected to help create jobs for Nigerians in manufacturing. With Lagos State Commissioner for Commerce and Industry, Mrs Sola Oworu disclosing that only about 35 per cent of the goods to be produced in the zone would be consumed in Lagos while the rest would be exported, this is boom time for Nigerians in the manufacturingand export business, particularly freight forwarders. Nigerians who provide warehouse services and cold storage facilities will also have cause to smile. Same for professionals in aviation, maritime, and real estate sectors, as the free zone was designed to have a refinery, an international airport, seaport and high grade residential quarters, among other features.

    Already, construction has begun at the Lekki Seaport within the free trade zone, creating hundreds of jobs for experts and artisans in the building and construction industry.

    According to the Lagos State Governor, Babatunde Fashola (SAN), “LFTZ is beginning to take shape. The Master Plan is being realised; investors are trouping in. Tank farms and major refineries are springing up to service the demands of the country and make room for export. The refineries create a major selling point and release of the opportunities that lie ahead in this zone, create opportunities for the local people and the potentials for Lagos and the Nigerian economy.”

    Similarly, thousands of jobs are expected from the General Electric (GE’s) recent ground-breaking of their first stage of $1 billion investment in the Calabar Free Trade Zone (CFTZ). The US-based electricity conglomerate is to establish a power plant and an energy-training institute in that zone to drive capacity development in Nigeria. Lots of direct and indirect jobs would be created. While the planned power plant project would create an initial 300 jobs, the training institute to be built, it was learnt, will see locals trained in electrical engineering and general managing to complement GE’s resources and develop the country’s capacity.

    “After the ground-breaking of the facility in the Calabar Free Trade Zone, the first building that they are putting up is the training centre where they will train a lot of Nigerians. The construction work and the training are going on simultaneously. What this means is that as soon as the construction is over, Nigerians are the ones that will be employed to do the job. This is the approach that we are proposing for every single investor that is coming in to invest in the free trade zones,” Managing Director (MD), Nigeria Export Processing Zones Authority (NEPZA), Mr. Olugbenga Kuye, explained.

    He added that looking at the approach the agency adopted in terms of the value chain, the contractors and the suppliers of the companies that are coming to invest in the free trade zones means that a lot of jobs will be created. Same for the Oil and Gas Free Zone at Onne, Rivers State, which, at the last count, has provided 30,000 jobs to Nigerians since its inception in August 2000. The 30,000 direct and indirect jobs that have been created were said to be as a result of the inflow of Foreign Direct Investment (FDI) into the zone. Over 132 companies have been licensed to operate in the zone and their operations are expected to churn out more jobs in the coming years.

    Other free zones located in strategic areas across the country are also churning out jobs for trained professionals and artisans. Already, thousands of new jobs have been generated from the activities of various enterprises located in 12 of the FTZs that have commenced operations, according to Kuye. He said NEPZA, the agency with the mandate to promote and facilitate local and international investments into licensed free zones in Nigeria, has licensed a total of 25 free zones across the country. While 12 are operational, the rest are at various stages of development. Kuye, who spoke at the recent 6th National Council on Industry, Trade and Investment, said the agency had received 11 fresh applications for free zone status and that the applications are at various stages for consideration.

    What this means is that as fresh applicants get the nod of the agency to commence operations, more job openings would be created. According to experts, the capacity of FTZs to create jobs is based on its concept, which was to develop export-oriented manufacturing in the non-oil sector of the economy. This is why no import duty is payable for goods imported into the Free Zone either for consumption, production or capital goods and there is no export charges on goods exported. In the Free Zone, goods are transferred under customs escort from any ports of entry in Nigeria to Free Zones and there is fast track of airfreight cargo movement under customs escort from any airport in Nigeria to the free zones. The thinking is that these incentives would encourage operators and investors to come and create more jobs for Nigerians.

    Already, the Minister of Industry, Trade and Investment, Dr. Olusegun Aganga has disclosed that the Federal Government would soon carry out a comprehensive review and restructuring of the operations of the FTZs across the country in line with the new mandate of the ministry. This has further raised hopes for more jobs.

     

  • How to apply for a job

    A job application (referred to as cover letter by Americans) is the first impression a potential employer gets of you, and it can make or break your chances. As you only get one chance to make a positive first impression, then you need to be careful and do your levl best to do everything right.

    Something to honest confession:  Following these guidelines perfectly won’t guarantee that all your application will get you somewhere as some manager look for some pretty strange things.

     

    Application form

    Some jobs require an application form and some don’t. When there is an application form (sometimes called  application blank), it asks for the information the employer most wants to know, like work experience. Most information required is already on the Resume.

    Nevertheless, it is important thing is to include all the relevant information. The reason employers take this route is to provide a standard format for assessing applicants. Don’t leave a field blank unless it’s optional or you don’t have any relevant information to include.

    Another important thing to do right is how you format the information in each field. If you format things like your phone number or your name (I have seen it) incorrectly, an employer is likely to assume you have poor communication skills. This means proper capitalisation in text, proper grouping in phone numbers and proper layout of things like addresses.

     

    Cover letter

    Sometimes entry level positions wouldn’t require a cover letter but all higher level and professional jobs do. Your cover letter should be tailored to the specifically to the job you’re applying for and, when possible, addressed directly to the hiring manager or the person-with-the-power-to-hire.

    A cover letter should be brief, generally one page and never more than two, and professionally written. You should clearly state why you think you would be most suited to the position and the organisation.

    It’s crucial that your spelling and grammar are correct. One spelling error could remove you from consideration instantly. Read over your cover letter at least once, probably twice, before it goes off to an employer.Better still, get somebody to look it over for you.

     

    Résumé

    Your résumé is the core of your application and thus the most important. It’s always a good idea to tailor your résumé to the job somewhat and you absolutely must format it correctly. (You’ve probably noticed a theme.) It should be separated into sections that deal with the things employers look for, like work experience and education.

    Be sure to keep all your points brief. Say the most important things firstHiring managers have a large volume of applications to review and only have a few minutes to look at each one. Typos, grammatical errors are a no, no, no.

    If you feel needs to be expanded on you can do so in your cover letter but only if it’s particularly relevant.

     

    Email application

    Even though email is usually regarded as quite casual, an email application is not. You generally don’t need a separate cover/application letter, the email body can serve that purpose. All the same rules apply to the email that apply to a conventional cover letter. The subject line should always contain the position you’re applying for.

     

    Addressing the Hiring Manager

    In cases where you know the name of the hiring manager, you need to address them properly. The rule of thumb is to start as formal as possible and get more casual when they indicate it’s appropriate. Obviously, if all you know is a first name then it’s appropriate to use it but if you know a surname then that’s what you should use to start with.

    The only exception is when you have no indication of what the appropriate salutation would be, like if they have a unisex first name such as Alex.

    If you’re applying to me, you should start by addressing me as Mr. Oyeniran and later, once I’ve demonstrated that I’m a fairly casual employer you could start addressing me as Steve or Steven if you’d like. Truth is the last part hardly apply in this part of the world.

     

    Application method

    Most job postings include how you should apply and all list at least one piece of contact information. When there’s an application method listed, that’s how you need to apply.

    Otherwise you could be eliminated without your application even being read. If there’s only contact information, then the method is at your discretion, just be sure to do it properly.

    Hopefully you found this helpful and will make your job search easier.

  • How to apply for a job

    A job application (referred to as cover letter by Americans) is the first impression a potential employer gets of you, and it can make or break your chances. As you only get one chance to make a positive first impression, then you need to be careful and do your levl best to do everything right.

    Something to honest confession:  Following these guidelines perfectly won’t guarantee that all your application will get you somewhere as some manager look for some pretty strange things.

     

    Application form

    Some jobs require an application form and some don’t. When there is an application form (sometimes called  application blank), it asks for the information the employer most wants to know, like work experience. Most information required is already on the Resume.

    Nevertheless, it is important thing is to include all the relevant information. The reason employers take this route is to provide a standard format for assessing applicants. Don’t leave a field blank unless it’s optional or you don’t have any relevant information to include.

    Another important thing to do right is how you format the information in each field. If you format things like your phone number or your name (I have seen it) incorrectly, an employer is likely to assume you have poor communication skills. This means proper capitalisation in text, proper grouping in phone numbers and proper layout of things like addresses.

     

    Cover letter

    Sometimes entry level positions wouldn’t require a cover letter but all higher level and professional jobs do. Your cover letter should be tailored to the specifically to the job you’re applying for and, when possible, addressed directly to the hiring manager or the person-with-the-power-to-hire.

    A cover letter should be brief, generally one page and never more than two, and professionally written. You should clearly state why you think you would be most suited to the position and the organisation.

    It’s crucial that your spelling and grammar are correct. One spelling error could remove you from consideration instantly. Read over your cover letter at least once, probably twice, before it goes off to an employer.Better still, get somebody to look it over for you.

     

    Résumé

    Your résumé is the core of your application and thus the most important. It’s always a good idea to tailor your résumé to the job somewhat and you absolutely must format it correctly. (You’ve probably noticed a theme.) It should be separated into sections that deal with the things employers look for, like work experience and education.

    Be sure to keep all your points brief. Say the most important things firstHiring managers have a large volume of applications to review and only have a few minutes to look at each one. Typos, grammatical errors are a no, no, no.

    If you feel needs to be expanded on you can do so in your cover letter but only if it’s particularly relevant.

     

    Email application

    Even though email is usually regarded as quite casual, an email application is not. You generally don’t need a separate cover/application letter, the email body can serve that purpose. All the same rules apply to the email that apply to a conventional cover letter. The subject line should always contain the position you’re applying for.

     

    Addressing the Hiring Manager

    In cases where you know the name of the hiring manager, you need to address them properly. The rule of thumb is to start as formal as possible and get more casual when they indicate it’s appropriate. Obviously, if all you know is a first name then it’s appropriate to use it but if you know a surname then that’s what you should use to start with.

    The only exception is when you have no indication of what the appropriate salutation would be, like if they have a unisex first name such as Alex.

    If you’re applying to me, you should start by addressing me as Mr. Oyeniran and later, once I’ve demonstrated that I’m a fairly casual employer you could start addressing me as Steve or Steven if you’d like. Truth is the last part hardly apply in this part of the world.

     

    Application method

    Most job postings include how you should apply and all list at least one piece of contact information. When there’s an application method listed, that’s how you need to apply.

    Otherwise you could be eliminated without your application even being read. If there’s only contact information, then the method is at your discretion, just be sure to do it properly.

    Hopefully you found this helpful and will make your job search easier.

  • How to find out if your boss is a coward

    At trainings, I have always had to point out that been appointed a manager does not automatically make you manager, in terms of required skills, knowledge, aptitudes and attitude. Neither does it make you a smart or effective or intelligent or compassionate nor influential manager.

    You are basically what you are before you were appointed, unless you make conscious effort to learn and improve. So guys, you will always have poor, smart, foolish, competent, incompetent, inconsiderate, selfish, incompetent, mean, compassionate, friendly, unfriendly, approachable, careful, careless, thorough, sloppy, unapproachable, etc managers. Subordinates will just learn to ‘live’ with them.

    In the same vein, there are coward bosses. How do you identify such bosses?  Here are the vital signs to identify coward bosses

     

    He has others fire his direct reports

     

    This probably is the most cowardly act of the cowardly boss. I’ve seen this first hand, and probably so have you. If your boss does this, he likes having the authority of his position, but not the responsibility. And, he does not deserve you.

     

    She will make a decision in private, and then fail to protect her people in public if it does not work

    Or sacrifices subordinate to safe his face or job or to avoid reprimand for wrong decisions he had made. This is the classic behavior of someone who lacks confidence and is afraid of making mistakes. And, she is someone you cannot trust.

     

    She really never says anything personal about herself

    She does not make personal connections with people, putting herself above all else – even the company. She build a firewall around her past and present personal and professional life. She is someone who doesn’t really want you to get to know her. She is afraid you will see are for what she is- a coward. And, if you think about it, why would you want to?

     

    He slips in a negative comment about one of your colleagues in every conversation

    You may think he’s complimenting you by confiding in you. But you can bet he does the same when speaking about you. Sharp the receptivity of your antennae once your boss talks negative about a pair-he has a negative tale about everybody around. Thrives on /creates mistrust and uncertainty. Sure, he is a jerk.

     

    He tells each person in private what the person “wants to hear,” which means he’s delivering different messages to each.

    This is referred to as “divide and conquer.” Rather than having a consistent message and leading by example, he tries to control everyone around him. Manipulate is a better word, really. And everybody includes, bosses, peers, suppliers, etc. And, he is a truly terrible leader.

     

    She will not have face-to-face meetings to resolve conflicts

    This behavior goes hand in hand with delivering different messages to each person. If she gets everyone in the same room to resolve differences, or expose and deal with problems, she can’t divide and and conquer. And, she has blown her cover. Hides behind meetings, mails, unclear official policies, politics, ‘business’, silence, ambiguities, etc

    As a consultant, I have worked directly with, and observed, people who are bosses. The best are genuine, expose their own weaknesses, deal with controversy directly, and do not sweep issues under the rug so they become larger problems.

    The worst are cowards – and the way they go about trying to hide their insecurities have just the opposite effect. You can see their fear a mile away.

  • Automedics: Intervention by Oando, others creating jobs

    Automedics: Intervention by Oando, others creating jobs

    Switching over to computerised auto repairs has been a challenge to many mechanics who find it difficult to repair modern vehicles. But Oando Plc has stepped in to bridge the gap. It plans to spend N100 million to train mechanics nationwide. This has opened a new vista of opportunities for vehicle repairers who are ready to embrace new techniques, writes ADEDEJI ADEMIGBUJI.

    For three weeks, Uche Callistus has been battling with a Toyota High-lander 2013 model which gear has a challenge. At his workshop at the Ladipo Mechanic Village, Matori, Lagos, sweat cascaded from his forehead, through his cheeks to his hairy chest, yet he has no clue as to what is wrong with the gear of the Sport Utility Vehicle (SUV).

    Using trial and error method, he felt he had eventually found the source of the gear problem, which has continually failed to transit from one level to the other, leaving the throttle to hoot while in motion.

    He called the car owner, Mr. Yemi Silver and told him that the gear had spoilt and that he would need to buy a new complete gear costing close to a million naira for the 2013 model of the car brand. Without pressing him further on his findings, Silver called some friends who use the same type of car. Within a twinkle of an eye, Silver asked Uche to fix the car back and headed straight to an automedics in Lagos recommended by his friend.

    According to reports, about 90 per cent of over 5,000,000 mechanics in Nigeria use “trial by error” method to diagnose the problems of automobiles. Their inability to understand the workings of new cars, which are automated and powered by new technology, the jobs of mechanics have become more complicated than ever before when compared to what obtained in the past. While failure to admit lack of knowledge of this automated cars, many of them rather than reject such jobs, out of pride accept knowledge and capability to the diagnose and fix such modern but end up wrecking more havoc.

    Automedics’ mobile repair is fast changing the face of business of automobile repair. The service which is a departure from old automobile repair, now brings to car owners comprehensive auto repair services that include car care services, general services, undercar services, brakes, heating and cooling services, electrical services, transmission services, electronic services, engine services, towing, quick lube services, and wheel balancing, among others.

    “The problem is that rather than go for training on new auto repair techniques, auto mechanics prefer to bury themselves in the cocoon of their workshops and consequently endanger lives of vehicle users with their guess diagnosis,” said the Chief Executive Officer of New Technology Auto, Mr. Kunle Badamosi.

    To stem the development, there are efforts by various organisations and groups to train mechanics on automedics. Oando Plc has announced plans to invest N100 miilion to train auto mechanics.

    With the investment, Oando said it is preparing mechanics  to repair and fix modern vehicles. It plans to train 1,000 mechanics selected from Nigerian Automobile Technicians Association (NATA) and Motor Mechanics and Technician Association of Nigeria (MOMTAN), in Lagos.

    The Head Marketing, Oando Plc, Mr. Babafemi Olabiyi, said  Oando Marketing is embarking on the project in collaboration with Automedics to train the 1,000 mechanics.

    Starting with 100 trainees from both associations that will  go through a three-week intense training on specialised fields, Olabiyi said the mechanics will not only be given technical knowledge but training on financing and customer relations.

    He said the auto mechanics became imperative following a survey carried out by the company, which exposed lack of modern day knowledge of mechatronics systems in general and skill deficiencies of the mechanics.

    He said: “The training of the 1,000 mechanics is therefore, part of our ongoing efforts aimed at providing solutions to the service and maintenance problems of high technology motor vehicles through the production of competent craftsmen who will be enterprising and self-reliant.

    “The emerging crop of vehicles imported into the country is made of highly sophisticated combination of mechanical and electronics parts, which the average roadside mechanics do not understand.”

    The Chief Operating Officer of Oando Marketing, Mrs. Olaposi Williams, said: “we have seen a gap in the system. In the past there used to be a lot of technical schools for training of mechanics and other professionals but that has dwindled. So we are partnering with Automedics who has the competence to train mechanics to empower them so that they can stand on their own to run mechanics industry properly using the right tools and the acquired efficiency and right products.”

    She assured that Oando is ready to partner with other organisations that bring similar ideas on the table in other to reach more mechanics and deepen job opportunities.

    The Chief Executive Officer of the school, Automedics, Kunle Shonaike, said the training will give Nigerian mechanics opportunity to make more money and serve automobile users better. Shonaike returned from United States in 2005 to establish the school.

    On his return, he observed the huge gap between Nigerian mechanics and US and decided to start the school to train more mechanics whom he said were repairing vehicles with ‘trial by error’ method especially when most technology of modern vehicles has gone digital and fully automated. As a result, he said the partnership with Oando to train the mechanics will go a long way in equipping the mechanics for their jobs.

    “Ever since I returned to Nigeria from the USA, where I was trained professionally and practiced for more than two decades, to start practicing in the backstreet of one of Lagos’ slums, Mushin, I knew one of my life’s main purposes would be to help transform the predominantly obsolescent culture of the industry by training the artisans who dominate the workforce,” he said.

    With the opportunities given to them, the Lagos State chairman of Automechanics and Technicians Association of Nigeria, Mr. Maruf Arowolo, advised the public to patronise mechanics that belong to the associations. He also urged members to embrace the opportunity offered by Oando to change the perception vehicle users have about them. Arowolo said this will restore confidence if his members embrace the new automobile repair approach.

    According to him, the training will increase quality of service, increase profit and make the job more professional.

    Also in Kaduna, Alhaji Abdullahi Salihu, the Chairman, Nigeria Automobile Technicians Association, Kaduna State Chapter, said 30,000 members of the association had been trained to use improved automobile technologies in their work.

    Salihu told NAN in Kaduna that 1,500 almajiri (pupils of local Islamic schools) had also been trained as auto mechanics this year. He said the use of improved technologies, such as computers in detecting faults in vehicles and replacing or repairing parts in cars, was a good development.

    “We are updating ourselves at every opportunity. Our members have been carefully selected and trained by some automobile companies, such as Peugeot, Toyota, Kia and Honda, in mechatronics.

    “The training is not limited to specific vehicles but comprise all sophisticated vehicles,” Salihu said.

    Meanwhile, Olabiyi said the training is part of effort to create alternative wealth for the mechanics. “We also have another strand which is alternative wealth creation. We have other business within the Oando business portfolio like our O-Gas portfolio that they can also leverage. So it is a well thought out programme that involves making them world class so that they can leverage emerging technologies to do their work better,” he said.

    The company, according to Olabiyi, is also extending the training to managerial skills. “It is not only technical aspect which includes advancement in technology, computer and auto diagnosis, it also involves managerial too in terms of relationship with their customers and in terms of small scale financing and how they relate with their banks,” he said.

    Meanwhile, an industry observer, Farouk Martins Aresa, believes there are greater opportunities for mechanics who embrace the new automotive repair technique. He said any mechanic that upgrades his skill will have a new window of opportunity.

    He said: “The fear is that very soon, the skills of our mechanics may be limited to old cars and older men and women that work on them. The new trainees may eventually lose out on the new automobiles to work on since most of them are not made in Africa. The skills needed to work on new cars may have to be imported as we import some constructions materials and technicians for roads, bridges and sophisticated high rise buildings.

    “Anambra and Lagos States have reformed the old dirty mechanics we used to know and many of them are taking courses to upgrade their skills in high tech auto plants. The same applies to Kaduna and Ondo States’ mechanics who are encouraged with new facilities, locations and training to also prepare them for the new technology. So, ultra-modern mechanic village was launched in Akure recently towards this goal.”

    An expert in automobile, Mr. Kudus Oyekunle who runs an automedic in Alagbado Lagos, said it cost about N400,000 to start up an automedic for small scale mechanics. He said a mechanic will only need to acquire a location to operate from, adding that going computerised in automobile repair is the real deal.

    On academic qualification that would be possessed by a beneficiary, the Lagos State Chairman of Automechanics and Technicians Association of Nigeria, Mr. Maruf Arowolo, said that beneficiaries must be members of any auto mechanics association but he explained that the associations have members that are university graduates. We have members that are well read, he added.

  • Making a success of job interview

    The interview is one of the most important elements in the job search process. When an employer invites you to an interview, he/she is indicating an interest in bringing you on board. The interview gives both of you the opportunity to exchange enough information to determine if you are a good “fit” for each other.

    Think of an interview as a highly focused professional conversation. You should use the limited amount of time you have to learn about an employer’s needs and discuss the ways you can meet these needs. In many cases, you will interview at least twice before being hired for a position. Once in a brief screening interview and at least once again in a more serious meeting when you may also speak with many of your potential coworkers.

    The job interview is a strategic conversation with a purpose. Your goal is to show the employer that you have the skills, background, and ability to do the job and that you can successfully fit into the organisation and its culture. The interview is also your opportunity to gather information about the job, the organisation, and future career opportunities to figure out if the position and work environment are right for you.

    Most employers do not hire people based on merit alone. Personality, confidence, enthusiasm, a positive outlook, and excellent interpersonal and communication skills count heavily in the selection process.

    After your cover letter and résumé, the interview is your best opportunity to wow the employer-regardless of your background and experience. To do this, use every possible strategy to develop effective interviewing skills. The best way is to prepare a selective presentation of your background, thoughtful answers to potential interview questions, well-researched questions about the organisation, and an effective strategy to market yourself. Also consider your career goals and what the available job offers so that you can discuss both of these topics with employers. Interviewing is a skill that improves and becomes easier with practice. Check with your school career center or your local Employment Service office to see if it offers workshops and individual videotaped mock interviews for practice.

    Research

    It is to your advantage to carefully research the job and the organisation. There are many ways to do this. You can request printed materials from the employer, such as annual reports and job descriptions. This is an entirely appropriate request, so don’t hesitate to make it. Use your library and career center resources. Ask colleagues, friends, and faculty about the organisation, and about any personal contacts at the organisation they might have. Look at the organisation’s home page. Knowing about the job will help you prepare a list of your qualifications so that you can show, point by point, why you are the best candidate.

    Practice, practice, practice

    Prepare a succinct, clear answer to each of the questions in the interview questions section. Practice answering questions with a friend, or in front of a mirror. Ask your friend to give you constructive criticism on your speaking style, mannerisms, and poise. As you practice, avoid colloquialisms, such as “like” and “you know.” Make sure you don’t script all your answers-you’ll sound as though you’re reading cue cards! It’s important to prepare yourself for talking with complete strangers.

    Find out the logistics of the interview

    The more you know, the more focused your answers will be. Find out when the interview is scheduled, what to expect during it, and how long you will be there. Also find out if you will be talking to just one person, or to several.

    Be prompt and professional

    Always arrive early. If you don’t know where the organisation is located, call for exact directions in advance. Leave some extra time for any traffic, parking, or unpredictable events. If you are running late, call right away and let someone know. The best time to arrive is approximately five to 10 minutes early. Give yourself the time to read your résumé one more time, to catch your breath, and to be ready for the interview. Once you’re at the office, treat everyone you encounter with respect. Be pleasant to everyone as soon as you walk in the door.

    Dress for success

    Wear a professional business suit. This point cannot be emphasissed enough. First impressions are extremely important in the interview process. Women should avoid wearing too much jewelry or make up. Men should avoid flashy suits or wearing too much cologne. It is also important that you feel comfortable. While a suit is the standard interview attire in a business environment, if you think it is an informal environment, call before and ask. Regardless, you can never be overdressed if you are wearing a tailored suit.

    Be organised

    Carry a portfolio notepad or at the very least a manila file folder labelled with the employer’s name. Bring extra résumés and have the names, addresses and phone numbers of references, in case the employer asks. Also, bring a list of questions for the employer. You may refer to your list of questions to be sure you’ve gathered the information you need to make a decision. Do not be preoccupied with taking notes during the interview.

    Know yourself

    You will make the interview process easier for the employer if you volunteer relevant information about yourself. Think about how you want to present your strengths, experiences, education, work style, skills, and goals. Be prepared to supplement all your answers with examples that support the statements you make. It is also a good idea to review your résumé with a critical eye and identify areas that an employer might see as limitations or want further information. Think about how you can answer difficult questions accurately and positively, while keeping each answer brief.

  • No longer ‘job for the boys’

    No longer ‘job for the boys’

    The Central Bank of Nigeria (CBN) policy that only bank workers of general manager status can be appointed compliance officers will take effect in November.  Banks are rushing to meet the requirement, which will see more hands being hired, reports COLLINS NWEZE.

    To many banks, compliance officer is just another job, which anybody can do. No, says the Central Bank of Nigeria (CBN), which is determined to make it a top grade job.

    According to the CBN, compliance officers must be of the general manager level. The CBN framework seeks to ensure that workers possess the qualifications, skill and experience relevant to the jobs that they are engaged to do. It prescribes minimum requirements officers engaged in control function should possess. The primary goal of the framework is to provide reasonable assurance that a job holder is fit and proper and carries out, satisfactorily, the responsibilities of the office he occupies.

    What this memo is that banks can no longer treat complaince officers’ job be levity. It is no longer job for the boys’ but one to be manned by those with requisite skill.

    In drawing the framework, considerations were given to the kinds of jobs performed in the industry and the bodies of knowledge, skills and experiences needed to perform those jobs. The identification of gaps (where they exist) and how such gaps may be closed – possibly through education, training or acquisition of experience – were also covered.

    Chief Executive Officer, Primex Background Check Limited, Frank Oyorhigho, said the policy will significantly push jobs in the banking sector up by the time all lenders comply with the directive.

    He said such controlled positions are not expected to be handled by inexperienced workers, adding that it should push banks into promoting workers in lesser positions, recruiting experienced hands outside the banks or even going for retired bankers with needed experience.

    “For banks that do not have people that are qualified to fill such positions, the right thing to do is go for qualified hands in other banks or recruit even retired bankers with similar experience. The implementation of this policy will create more jobs and help bridge the job loss that followed banking reforms,” he said.

    Continuing, he said lenders would also explore poaching – recruiting the best officers in competing banks to fill vacant positions.

    Analysts have advised qualified bank staff to take advantage of the policy and move to new roles in the sector.

    The CBN and the Bankers’ Committee appointed the Chartered Institute of Bankers of Nigeria (CIBN) to serve as the Accreditation Agency under the Competency Framework.

    The CBN said the skill gap that prompted the policy had manifested in, among others, the lack of indepth knowledge of core banking functions and poor understanding of basic banking operations; poor understanding of banking regulations; unethical conduct and unprofessional practices; and knowledge gaps in financial markets and treasury management.

    Managing Director, Rockview Services, Kingsley Ogbuaku, said the recurring financial crisis in the country exposed the inadequacy of skills and dearth of executive capacity in the banking industry prompting ongoing staff audit in the sector.

    He said reasons advanced for these inadequacies include the lack of a coordinated industry-recognised training accreditation and certification system as well as competency standards for practitioners in the industry.

    “The development of staff competencies became imperative in addressing the inadequacies, thus, underscoring the need to review the training of new generation of banking professionals to develop and deliver satisfactory banking products and services to the consumers,” he said.

    Ogbuaku advised banks to pay more attention to efficiency and security of banking operations by engaging the right employees to fill the sensitive positions.

    The policy framework

    Following a CBN mandate on banks to ensure that only staff on General Manager position are appointed as Compliance Officers is generating ripples in the financial services sector.

    Disclosure by CBN Deputy Governor, Operations, Adebayo Adelabu that banks are lobbying the regulator to amend its position on the matter, by allowing staff on the Assistant General Manager post as Compliance Officers showed how desperate the lenders are to get the policy reversed.

    Although the banks are calling for a back-down on the policy, Adelabu said it is unlikely that the policy will be reversed. The staff audit, implemented as competency framework, will be completed by November this year.

    Adelabu, who spoke at this year’s Committee of Chief Compliance Officers of Banks in Nigeria (CCCOBIN) conference in Lagos, said the CBN has declined to grant the banks’ request. He said though the need for compliance has imposed additional costs on the banks, the right thing has to be done to protect the banking system from local and international fraudsters.

    “For now, we have not granted that request. We are looking at it, but if we are going to come down on it, the public will know,” he said. He advised banks to comply with regulations as risks of non-compliance are costly. “If they think compliance is costly, let them try non-compliance,” he said.

    Staff audit

    The CBN has already commenced audit of statuses of Chief Compliance Officers of commercial banks, discount houses and development finance institutions. This is in line with its plan to ensure that only substantive Chief Compliance Officers occupy such position.

    In a letter to commercial banks, discount houses and development finance institutions, the CBN Acting Director, Financial Policy and Regulation, Nwaoha I.T. directed the institutions to forward the particulars of their  Chief Compliance Officers and letters of approval of same obtained from Banking Supervision Department.

    According to him, some institutions lack substantive Chief Compliance Officers and the officers occupying such position are doing so in acting capacity. They have also occupied that sensitive position in that capacity for a long period of time. Nwaoha said that these practices have negated the policy of the CBN on the appointment of the officers.

    He said the banking watchdog is also committed to its stand, directing the affected financial institutions to appoint Chief Compliance Officers, not below the grade of General Manager. The institutions also need to go forward to enforce the provisions of the relevant Acts and circulars on money laundering at various levels of their firms.

    The Acting Director, said Section 9(1) of the Money Laundering (Prohibition) Act, 2011 (as amended), requires the lenders to designate, at management level, Chief Compliance Officers in their head offices and branches, who have the relevant competence, authority and independence to implement their institutions’ anti-money laundering compliance programme.

  • Insurance industry reforms trigger salesmen job

    Insurance industry reforms trigger salesmen job

    The corporate strategic plan of the National Insurance Commission (NAICOM) which defined its transformation agenda for the industry is creating job opportunities. Initiatives and projects like the Market Development Restructuring Initiative (MDRI) project, micro insurance and takaful business and life insurance, among others are areas generating employment in the industry. Omobola Tolu-Kusimo writes.

    The ongoing transformation agenda initiated by the National Insurance Commission (NAICOM) has continued to create jobs in the country.

    The agenda has birthed different initiatives and projects ranging from licensing of Micro Insurance and Takaful companies to increase insurance penetration and opportunities provided by the Market Development Restructuring Initiative (MDRI) project among others.

    The MDRI project is a medium-term plan between the transformation period of installing the first phase of the necessary reforms in the area of capacity  building, market efficiency and consumer protection in the Nigerian insurance market.

    A key development in the sector that has brought about employment opportunities is the focus on salesmen,  insurance agents and marketers by the regulator and insurance operators to achieve penetration.

    Part of NAICOM’s,‘Corporate Strategic Plan, 2011-2015,’is to sensitise the National Youth Service Corp members towards choosing a career as insurance agents, encourage operators to open more insurance outlets, as well as utilise trade association.

    The Commission intends to achieve N1 trillion premium income, lower insurance gap from 94 per cent to 70 per cent, increase insurance contribution to GDP from 0.72 per cent to over 4 per cent and most especially, create jobs for 250,000 Nigerians.

    The industry as at 2013, has generated premium income of about N300 billion and total assets of N600 billion.Although insurance premium to GDP is still below one per cent, premium income has been growing at about 18 per cent a year and could quadruple over the next two to three years with the ongoing market development initiatives, according to NAICOM.

    This growth in the industry has been generated from 59 insurance companies, two reinsurance firms, 550 brokers and about 1500 insurance agents.As at 2010, the industry recorded one million policy holders, 20,000 employees, total insurance premium income of N57 billion and premium ratio to GDP of less than 0.5 per cent.

    But by the end of 2013, the industry had being able to achieve 2.5 million policy holders, 40,000 employees, total insurance premium of N260 billion and premium ratio to GDP 0.7 per cent, a far cry from the Commission’s target.

    NAICOM Deputy Commissioner, Finance and Administration, George Onekhena told The Nation that MDRI, Micro Insurance, Takafulare growth areas that is creating job opportunities for job seekers.

    He said when Takaful license is granted, people will be employed by the companies, adding that the Micro-insurance companies will also create major jobs as it entails selling insurance at the grassroots.

    He said: “A lot of jobs will be available in the industry when the Takaful and micro insurance firms granted licences begin operation. The MDRI initiative which is enhancing the growth of insurance companies will also create more jobs.

    “Insurance companies are getting more businesses and they will need to engage more hands. Similarly, the ‘No premium, no cover’ policy is going to increase the stability of the companies and if it does, they will be more liquid, make more return on investment and engage more people.

    Onekhena said job seekers should be on the watch out for various opportunities in the industry.

    He advised job seekers to draw a list of insurance companies and monitor their websites for advertisement as some of them will advertise on their website.

    He added that actuaries are very scarce in the industry.

    We have very few Nigerian actuaries and what we are trying to do is to commence a process and try to see how we can encourage people to take interest in the profession for the future so that the future will have the kind of actuaries we want in the industry.

    Director-General, Nigerian Insurance Institute of Nigeria (CIIN), Kolawole Ahmed on his part, said the insurance companies are presently consolidating to expand their business model.

    He said foreign companies are also showing interest and are acquiring some local companies, while others are embracing micro insurance, takaful and life insurance business.

    He urged people who may want to build a career in the industry to look into becoming sales agents because, according to him, there are potentials by way of sensitising people.

    He said insurance companies are now recruiting field marketers.

    He said: “The industry in Nigeria is still evolving with renewed interest from investors, especially foreign investors in the industry. This is as a result of the enormous potential they see in the Nigerian insurance industry and the fact that more than 90 per cent of the population has yet to embrace any form of insurance. This renewed interest can only translate to one thing for the professionals – increased job opportunities in the sector.

    In addition to job opportunities in the core sector of the industry, underwriting, broking and loss adjusting, there are also openings for insurance professionals in other spheres of the economy, like manufacturing, construction, telecoms, oil and gas and in the MDAs.

    Job opportunities also abound in secondary schools as insurance teachers and  lecturers in various insurance departments of many tertiary institutions that offer insurance as a course of study.”

    Managing Director, FBN Life, Val Ojumah on his part, said insurance companies are doing very well in providing employment in the country.

    He said: “For us at FBN Life, we have engaged 177, 000 sales men, 93 full time employees and another 250 contract employees. We are still engaging and employing people.

    “This is just in our over three and half years of operation as a company. I believe insurance companies are doing extremely well in providing employment and I don’tthink any company if it’s not in agric, manufacturing or the bank can provide this number of employment in three years?”

    He also said there are job opportunities in the sales area adding that it is an area that employs most people in the world.

    Managing Director, MayowaAdedurosaid insurance agents have contributed to deepening insurance penetration and has contributed over 10per cents to the company’s income in 2013.

    Speaking on the role of agents in distribution of  insurance,  he said that the contribution of agents to the income of the company makes its very significant, adding that when an agent is doing over N200million to the income of a company it become an important agent.