January 2019

Blog Post – 001-19 It is 2019.  Set effective HR objectives to make the function more relevant to your organization and your personal career growth.  Set five types of HR objectives in 10 functional areas: 1. Contributory objectives – These HR objectives impact on, contribute to and directly feed into the larger organizational objectives 2. […]

BlogPost – 005-18 #snaphrsolutions Basics about Employment law and Contracting. ………………… Employment contracts regulate interactions between employees and employers in an employment relationship. Our Labour laws (LL) require that within 2 months of employment every permanent employee should be given a contract stating the particulars of conditions and terms of the contract.  Contracts of employment […]

BlogPost – 004-18 #snaphrsolutions Can demotion and ‘suspension without pay’ lead to a Pay Cut under the Labour Laws of Ghana? ………………………. ‘Demotion’ and suspension without pay are disciplinary actions or penalties at law and applicable if same are outlined in specific provisions of workplace disciplinary policies of an organization.  These disciplinary penalties are lawfully […]

BlogPost 003-18 #snaphrsolutions Redundancy/Reduction In Force Processes in Ghana. The process is quite straight forward… 1. Notify Chief labour officer of reason for the RIF and number of employees involved. Also notify union if workers are unionized or just notify the general worker body if not unionized. This should be done at least three months […]

BlogPost 002-18 #snaphrsolutions How HR will Look in the Future:  5 years Medium Term  5-Key takeaways: …………………………………………… 1. HRM will become more automated with time. Leverage HRMIS today to remain relevant and competitive. 2. Compliance (employment law and regulation) will continue to be a big issue with managing employees. Get a core team of advisors […]