51 rules is not a set of commands or long winding instructions on what to do or not. It is rather a guide that seeks to help the reader navigate through life with a better world view and hindsight. Inspired by “The Gentleman’s Rule” book by his father, Senyo highlights the basic structure and rules […]
Read MoreBlog 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. […]
Read MoreBlogPost – 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 […]
Read MoreBlogPost – 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 […]
Read MoreBlogPost 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 […]
Read MoreBlogPost 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 […]
Read MoreBlogPost 002-18 #snaphrsolutions 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 or advisory firm to back you up […]
Read MoreBlog post: 001-18 #snaphrsolutions ………………………………….. Basically the law does not account for long term illness so it is best handled by a good absence from work policy in general and then long term illness in particular. The Labour law deals with “sick leave” subject to a medical certificate from a certified medical practitioner. It does […]
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Prior to the writing of this article, I undertook a random survey of general knowledge of HRM practitioners on their understanding of the difference between a Collective Agreement and a Collective Bargaining Agreement. In most cases, they referred to a Collective Agreement as a Collective Bargaining Agreement. Most couldn’t tell the difference and believed it was […]
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On Monday November 28, 2011, the Business and Financial Times newspaper published a news item which stated that investors claim that doing business in Ghana is adversely affected by high cost of hiring and firing workers in Ghana. In the recent Global Competitiveness Index Report, 2015/2016 by the World Economic Forum (WEF) it is found that Ghana’s urge […]
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