
NOMINATION - HR PROFESSIONALS SUMMIT & AWARDS
Theme: Agile HR: Adapting to Business Change
We are excited to invite nominations for the HR Professionals Summit & Awards 2024. This is your opportunity to recognize and celebrate outstanding achievements in the field of Human Resources.
Event Date
Friday, November 29, 2024
Venue
Chartered Institute of Bankers, UPSA Road, Legon
INDIVIDUAL CATEGORIES
HR Personality of the Year
- Ability to lead and inspire a team.
- Ability to adapt and apply HR innovations towards business development.
- Significant contributions towards enhancing employee engagement and retention.
- Ability to champion diversity and inclusion to create an equitable workplace.
- Upholding high standards of integrity and ethics in their professional work.
- Commitment to continuous learning and development.
- Ability to influence the younger generation of HR practitioners through succession planning.
HR Leader of the Year (Large Scale)
- Should have not less than 10 years of experience in the field.
- Must be working in an organization with over 30 employees.
- Must be adaptable to HR trends and innovation.
- Proven record of strategic thinking, aligning HR initiatives with business objectives.
- Ability to work collaboratively with other line managers.
- Commitment to continuous L&D.
HR Leader of the Year (Small Scale)
- Should have not less than 5 years of HR working experience.
- Must be working in an organization with less than 30 employees.
- Must be adaptable to HR trends and innovation.
- Proven record of strategic thinking, aligning HR initiatives with business objectives.
- Commitment to continuous L&D.
- Should have excelled in talent acquisition, retention, development, and succession planning to ensure a strong talent pipeline.
HR Future Leader
- Should have 1 to 5 years of working experience.
- Should demonstrate innovative approaches to HR challenges and should have implemented new ideas or improved existing practices.
- Should exhibit strong leadership qualities and potential for future leadership roles within HR.
- Should show promising prospects towards the HR function.
- Should show a track record of commitment to their own professional development and continuous learning in the HR field.
- Should show adaptability in the face of challenges and resilience in overcoming obstacles.
- Proven record of adapting to HR trends and innovations.
- Should have worked effectively with others, including senior leaders, stakeholders, and teams.
L&D Practitioner of the Year
- Ability to create and implement relevant learning and development programs.
- Must have a clear link between L&D initiatives and improved employee performance and competency development leading to productivity.
- Ability to use technology and digital tools.
- Ability to adapt to new learning strategies in their respective organizations.
- Demonstrated commitment to evaluating and measuring the effectiveness of L&D initiatives.
- Commitment to personal continuous learning and development.
Compensation and Benefit Practitioner of the Year
- Should demonstrate a strategic approach to compensation and benefits design and implementation.
- Should have introduced innovative compensation and benefits solutions.
- Should have used data analytics to inform compensation and benefits decisions.
- Should have achieved high levels of employee engagement and satisfaction with compensation and benefits.
- Should have ensured compensation and benefits are competitive in the market.
- Should have ensured compliance with relevant regulations and laws.
- Ability to adapt to new methods and technology related to compensation and benefits.
Talent Acquisition Practitioner of the Year
- Should demonstrate a strategic approach to talent acquisition, aligning with business objectives.
- The nominee should have introduced innovative recruitment methods, processes, or technologies.
- Should have promoted diversity, equity, and inclusion in recruitment practices.
- The nominee should have contributed to business performance through effective talent acquisition strategies.
- Should have adopted modern recruitment methods and processes.
Employee Relations Practitioner of the Year
- Should have successfully resolved complex employee conflicts.
- Should have developed and implemented effective employee relations policies.
- Should have fostered open and transparent communication throughout the organization.
- The nominee should have contributed to business performance through effective employee relations strategies.
HR Business Partner of the Year
- Strong business acumen and understanding of organizational goals.
- Should have established themselves as a strategic partner to senior leaders and stakeholders.
- Should have deep HR expertise and have applied this knowledge to drive business outcomes.
- The nominee should have worked effectively with other departments and teams.
- Should have contributed to business performance through HR initiatives.
People Focused CEO
- Must be a CEO or equivalent-level executive.
- Employee-centric Leadership: demonstrate a leadership style that prioritizes employee well-being, engagement, and development.
- Transparent and effective communication: should have maintained open lines of communication with the employees and fostered a culture of transparency.
- Diversity and inclusion: should have actively promoted diversity, equity, and inclusion practices within the organization.
- Should have championed the function of HR in an unprecedented way.
- Should have achieved strong business performance and results.
COMPANY CATEGORIES
Innovative HR Team of the Year
- The HR team must have demonstrated innovation in at least one area of HR, such as recruitment, talent management, employee engagement, or benefits.
- The HR team's innovative initiatives must have had a strategic impact on the organization.
- The HR team must have collaborated with other departments or stakeholders to drive innovation.
- The HR team's innovative initiatives must have improved the employee experience.
- The HR team's innovative initiatives must have contributed to improved business performance.
- Proven record of adaptability.
Outstanding Contribution to HR Technology
- The company must have developed, implemented, or significantly improved an HR technology solution.
- The company must be able to demonstrate measurable results or feedback from users.
- The HR technology solution must have been implemented across a significant portion of the organization.
- The HR technology solution must have had a significant impact on the organization such as improved efficiency, enhanced employee experience, increased accuracy, reduced costs, or better decision-making.
HR Excellence Award in Employer Branding
- Should have developed a clear and effective employer brand strategy that aligns with the organization’s values and business goals.
- Should have built an effective communication of the employer brand both internally and externally and ensuring consistency in messaging across various platforms.
- Should have effectively utilized media and other channels to promote the employer brand such as social media and other digital platforms.
- Should have demonstrated success in attracting top talent.
- Must have a clear and compelling employee value proposition.
Excellence Award in Team Building and Engagement
- Should have exhibited engaged and motivated employees, leading to increased job satisfaction and commitment.
- Should have encouraged and facilitated cross-functional collaborations and knowledge sharing among team members.
- Should have established rewards and recognitions programs that acknowledge and celebrate team achievements and individual contributions.
- Should have an inclusive culture that values diversity, equity, and inclusion.
Excellence Award in Rewards & Recognition
- Should have demonstrated a clear link between rewards and recognition practices that have improved employee performance or productivity.
- Should have offered personalized and relevant rewards and recognition that resonate with employees at different levels and roles.
- Demonstrating how rewards and recognition contribute to higher employee retention rate.
- Should have leveraged technology to enhance the delivery and management of rewards and recognition programs.
- Should have a regular recognition system in place, such as employee of the month/quarter/year awards.
- Must demonstrate fairness and consistency in rewarding and recognizing employees.
Excellence in Diversity, Equity and Inclusion
- Should have been at the forefront of promoting diversity, inclusion, and equity in the workplace.
- Should have a diverse workforce, with a focus on underrepresented groups.
- Should have inclusive and diversified hiring practices and processes.
Excellence Award in HR Mentorship/Graduate Trainee Programmes
- Should have a well-organized and structured curriculum that provides a comprehensive and well-organized learning experience.
- Should provide effective mentorship and guidance to trainees, helping them navigate their paths.
- Should have used contemporary technologies in training to enhance the learning experience.
- Should have measurable results and outcomes from the mentorship and graduate trainee program.
Excellence Award in HR Digital Transformation
- Should have developed a clear HR digital transformation strategy aligned with the overall organizational goal.
- Should have a testament of how digital transformation initiatives have improved HR processes, efficiency, and effectiveness.
- Should have seamless integration of HR digital systems with other organizational systems and platforms to ensure data accuracy and consistency.
- Should demonstrate continuous improvement in digital transformation efforts.
- Should have enhanced employee engagement through digital tools and platforms.
Excellence Award in Leadership Development
- The ability to develop and communicate a clear and compelling strategic vision that guides the organization towards its goals.
- Should have demonstrated innovative and creative approaches to solving complex problems and driving change.
- Should have exhibited effective management of risks and uncertainties associated with key leadership decisions.
- Should have exhibited commitment to ethical leadership practices, transparency, and integrity in decision-making.
- Should have implemented a significant digital transformation initiative.