BNL has carefully followed the traditional human resources staffing process in selecting her staff especially the Nigeria nationals for the execution of any healthcare contract.

This includes:

1. Plan for HR needs, 1 to 5 years ahead

(a) Assess current employees
(b) Forecast of future needs by number and type of worker
(c) Estimate promotions, transfers, demotions and separations
(d) Forecast hires based on attrition, promotions and future needs
(e) Monitor applications from the point of recruitment to the point of  
(f)  Career and manpower development helps to organize career plans for 
each employee to understand their place in the firm

  1. Employee self service: leave, loans and easy update of employee profile

       helps to reduce employee attrition

  1. Salary administration: Reward systems adopted and captured
  2. Performance Management with the employee self service handles standard appraisal systems to appraise employees on their tasks, thereby enhancing promotion and sanction decision making
  3. Monitoring effective man hours that allows employees to clock in when resuming, after lunch and clock out after the days job, thus enabling the HR to calculate the effective hours worked in a day
  4. Application of  Human Resource Management System (HRMS) to provide a link between human resource management and information technology wit dual benefits of reducing workload of the HR department as well as increasing the efficiency of the department by standardizing HR processes such as tracking and analyzing the timekeeping and work pattern of the workforce, allowing management better information on which to form strategies, converting human resources information into digital format into knowledge management system
  5. View the skills of the workforce, set up inductions and training courses, announce vacancies, communicate with employees, managers and applicants and manage recruitment and leave schedule
  6. Automate recruitment processes, shortlist candidates based on Organization specified criteria and transfer successful candidates to employee status
  7. Line appraisals of subordinate, approve requests, set up projects and assign tasks
  8. Parameterization of items peculiar to organization
  9. Online loan/leave application
  10. Online Performance reviews
  11. Leave and Confirmation alert – Send e-mail reminders to alert on leave and confirmation
  12. Leave and Comprehensive Reporting
  1. Prepare job specifications that identify the abilities, skills, and attributes, required for successful  

       performance of the job, to be used in recruiting.

  1. Prepare position descriptions for candidates or job incumbents that describe the duties,

       relationships, and the criteria for evaluation on the job.

  1. Recruiting: Attracting a pool of qualified candidates for a job or position by advertising,

       referrals, walk-ins, search consultants, and at schools.

  1. Selecting the best candidates from the pool

         (a) Background check
(b) Legal and union considerations

  1. Hiring: Negotiating an offer, getting acceptance of the offer, physical Exam.


  1. Orientation and socialization: Introducing the new hire to the nature of the formal and    informal organizations so that he or she understands the accepted “norms”. Norms are patterns of behaviour that members of a group expect of each other.


  1. Payroll: Automates the pay process by gathering data on the employee time and attendance, calculates the various deductions and tax and generate periodic pay-slips and other reports for management. Define Pay items, Set up unified rules for salaries, allowances, taxes, deductions, and loans. Unlimited pay item definition, salary structure definition, pay frequency, bank schedule, loans, loan limits, prorating of salary, salary review, Capture Individual Employee Daily Input in terms of working hours, Structure Salary Tables For Various Grades of Staff, Define Pay Packages for Individual Staff Members etc
  1. Career and Manpower: Organize career plans for each employee to understand their place in the firm. Keeps records of staff with respect to their competencies which lead to better management and to higher productivity. Completely visualize the skills of the workforce, match staff skills with job requirements, make recommendations for job performance deficiency, automate the recruitment process, Empowers on line applications for various job positions, process competency based on defined criteria, select suitable candidates


  1. Staffing and Skills: Captures processes and analyses the basic demographic and data of the employees. Contains parameterized modules which ca be used to setup various HR items in the application. Provides a view of company’s staff in various departments, sections and locations. Allows the processing of personnel data including medical, discipline, transfers, promotions and much more. Captures employee personal details, set up of supervisors for employee, set up competencies to monitor employee performance etc.


  1. Employee Self Service: Aids in quick response to employee requests such as leave, medical and training requests, loans and easy update of employee profile, Address information, Dependants information, Next of kin information, Spouse information  thereby helping to reduce employee attrition. View and print their past and current pay slips with accurate record of all statutory deductions ( Pension, Taxes, N.H.F, N.H.I) up-to-date, saving time and cost of distribution and printing
  1. Security Features: User access privilege definition, Activity log, Transaction entry restrictions, Data view restriction, Multilevel transaction approval, Backup and restore, etc.


Performance criteria
BENKLINE sources of performance criteria/control will be established from:

  1. Legitimacy of business, laws, ethics, and stakeholders
  2. computer-Based Information Control System: Open and closed loop systems, Feedback control systems where output is fed back to correct input, Steering control which corrects anticipated errors before incorrect output occurs, Feed forward control which forecasts errors in the output and feeds back a signal to change the input before errors can occur.
  3. Quantitative Operations Controls: operations consists of all business systems viewed in the short term (short term general management systems, e.g annual budgeting system, customer services system, cash flow system, mainstream process, product, and information system, Financial and accounting system), Quantitative measurement which requires quantitative standards to measure results, Total quality measurement (TQM) which is a continuous improvement of quality in all aspects of the organization, Financial control techniques (which include financial ratios, budgetary control (company wide operating budgets, departmental budgets, flexible budgets, capital budgets, and zero-base budgeting), cash flow, proforma balance sheets and earnings statements, economic value added, auditing.
  4. Project Control: Work breakdown structure, Criteria Path Method (CPM), Program Review Evaluation Technique (PERT), Cost Time Performance (CTP) reports for control of tasks in the work breakdown structure, Materials requirement planning (MRP) and control for dependent demand systems, just-in-time (JIT) inventory control.



Training and Developments (T & D)

(a)        Forecast skills needed in the future by the company and the number of people to be trained (needs assessments) 
(b)        Set training objectives
(c)        Type of training:
-           On-the-job training
-           Vestibule training
-           Attitudinal training
-           Apprenticeship training
-           Class room training
-           Programmed and computer-assisted
-           Self-directed learning (SDL)
-           Job rotation
-           Coaching
-           Management development programs
-           Off-site seminars, consultant’s classes, and university programs
(d)        Forecast promotions, transfers, demotions, and separations coming from
(a) work, (b) family, (c) social and (d) personal.