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Blog - The Capital Group Limited
  • No1 : Ghana’s Leading HR services provider

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Human computers tackled issues going from stargazing to geometry, however as normal, these jobs have been replaced by the computers we use today.
The pandemic has hurt millions of livelihoods, daily employees and employers as a whole suffer furloughs, layoffs and closures become victims in the hands of coronavirus.
The nature of an economy, population size has either positive or negative influence of hopeful future. The need for organizational shields becomes of a necessity to standout in business locally and worldwide.

Thomas Watson Sr., chairman and CEO of International Business Machines once said To be successful, you have to have your heart in your business, and your business in your heart.”

Organizational Skill shield

Organizational skills shields are those related to creating structure and order, boosting productivity,

Today the face of Human Resource is a portal rather than a person making it a technology-based profession thus organizations are now practicing HR services through technology, web applications such as Human Resource Information Systems (HRIS) and this has adversely affected recruitment. Traditional recruitment process has not become irrelevant but technology has now made it easier and very simple which reduces effort for both applicants and recruiters, and enhances employer branding. Examples of such technologies used in recruitment are Applicant Tracking Systems (ATS), Cloud, Video interviewing tools, Psychometric testing tools etc.

Training has become necessary within the dynamic competitive market environment. As organizations attempt to survive within the turbulent dynamic market, strong emphasis must be laid on human capital so as to be competitive and financially solvent. However, there are other factors that affect organizations’ success;organizations must possess productive (i.e., effective and efficient) employees. In addition, organizations differentiating on the basis of human capital due to its intangible characteristics such as knowledge, skills and motivation of workforce increasingly sees it as invaluable in order to remain sustainable in the market. Thus, organizations should have employees that have capability of adjusting to swift dynamic business environment.



Customer relationship management (CRM) refers to a strategy to better understand customers and their needs so that a company can have the best interactions possible with them.

Customer service is something very important to every business and its customers. Having a trustworthy and supportive customer service in place is essential to building key relationships with consumers and keeping them as loyal customers in which they can recommend you to other businesses who might need your services.

“Today’s customer really expects a truly extraordinary customer experience. That means your company, your brand and your experiences are not just in competition with people, they’re in competition with everyone”. By Robi Ganguly

Working life is a field where individuals spend an extraordinary piece of their lives. Individuals are required to add to society by acting naturally steady and profitable. Be that as it may, the capacity to act naturally strong and profitable can decrease because of mental health problem

"Make your mental health your priority"

Work-related stress is a major cause of word related infirmity, poor profitability and human error.


Use Legal Avenues as a Last Resort

When all other channels for positive conflict resolution are exhausted, companies may resort to legal avenues like arbitration and litigation. These should be approached as a last resort since they are costly and time-consuming, not to mention psychologically draining on all parties involved.

Last week, we started talking about managing workplace conflict. We'll continue this week as well. We have looked at the impact of workplace conflicts and also considered the first strategy in handling them. We will continue with the strategies

Set Expectations for Supervisor Involvement

While there will be times when a higher-up needs to get involved in a dispute between staffers, the response should not be to automatically take ownership of that problem. Rather, the focus should be on empowering staffers to analyze the issue, come up with possible solutions, and take action to put those solutions into place.

Work, by nature, brings together diverse individuals, each with their own unique temperaments, beliefs and work styles. With that, inevitably, comes conflict. Workplace conflict is an inherent part of professional life and no organization is immune from it.

Professional Recruiting, Headhunting, & Staffing Services

Finding and hiring the right candidate is challenging. When it’s time to scale your team and add new talent, partner with a professional Human Resource Company, The Capital Group Limited who can act quickly and efficiently without sacrificing quality. Since 1995, TCGL has consistently ranked among the top Human Resource Companies, attracting, screening, and placing qualified candidates on-demand.

For an outgoing, motivated person, a job in sales can be a pathway to a lucrative salary and a rewarding career. When you’re combing through sales job titles on a job portal or online advertisement, however, the path can seem anything but straightforward.

Once the dust settles from the COVID-19 crisis, many companies across the globe will find their finances shattered. Most organizations will fight to retain their businesses in order to find their feet once again. Business leaders and HR managers would need a new set of principles and practices of business/manpower development that would not leave them sitting ducks for the next crisis. 

Not only has the global pandemic taken a toll on the economic conditions of countries and brought down organization around the world, it has also changed our way of living; our perception and thinking, work routines etc. Employees’ way of life have been affected and that calls for a change from the normal pre-covid-19 patterns of work to an adjustment to the new norm of working within current (covid-19) trends and beyond.

As the pandemic resets major work trends, personnel management or Human Resource leaders need to rethink workforce and employee planning, management, performance and experience strategies.

A senior leader in a meeting told me that feedback is a gift. How can you ever improve if you don’t know where you need to shore up your skills or work habits?

That’s some of the best advice I’ve ever gotten and it has changed the way I think about negative feedback.

Many people get defensive or sad when they’re criticized at work. In many cases, the workplace has no feedback culture in place and people are not trained to give or receive criticism in a constructive manner. Giving and receiving negative feedback constructively takes a LOT of practice! 

Individuals with natural aptitude and skills are great asset to every organization and are worthwhile to engage. Talent engagement is the process of attracting the right people to your organization and getting them to fully engage and connect with your company’s values, goals, and principles.

It is essential that as organizations sail through these challenging times of COVID-19 and having to simultaneously keep pace with competition, they do not lose sight on employee / talent engagement as it is one the most important indicators in gauging work satisfaction and productivity.

No matter which framework companies choose to execute, the key factor to its success is who is in charge of the change management. TCGL shares a guide for what you need internally during change management and specifically who needs to be in charge.


Over the past decade, there has been a steady rise in the number of companies with employee recognition programs included as an element of the overall employee experience. Today, an estimated 89% of organizations have some version of an employee recognition program in place.

The current global health event has changed the way we go about our daily routines and don’t believe anyone could have foreseen its impact both at home as well as the workplace. Leaders and managers are reacting to the unstable work environment as fast as possible with very little time to plan. Many are used to operating a certain way and this new normal has caused quite a bit of disruption. Are organizations open and ready to adapt for how we do business in this COVID – 19 era?

Teamwork has always been an essential capability for successful enterprises, but with today’s organizations undergoing disruption and digitization in an ‘innovate or die’ economy, it is now more important than ever that employees can collaborate effectively across geographical sites, between business functions and within increasingly fluid job hierarchies.

In a matter of a week, a virus well known as COVID-19 that loomed at the periphery of our consciousness rapidly pushed its way to the center of our daily lives. Businesses were thrust into a maelstrom of uncertainty, forcing them to reevaluate their current strategic plans. Almost immediately, a clear pattern emerged: locked down, retract and protect. Companies went to their economic downturn failsafe: cutting anything they deemed even remotely non-essential, from travel and discretionary spend to you guessed it training.

As the world of work continues to change rapidly, employers know that today’s best employees will be those who can adapt to change and face the never ending wave of challenges, not just be content with mastering technical requirements. In fact, a recent study predicts that by 2030, two in three jobs will require a greater focus on soft skills, not hard skills, as automation and globalization bring about a marked shift in the need for skills.

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