 |
| Dr. Mrs. Ellen M. Hagan |
It is clear, though that something ought to be done to prevent
turnover, when it can be controlled.
Employees in the 21st
century want much more – such as:
Employee Retention: A challenge for most companies in Ghana
Maternity and Paternity Leave
Article 24(2) of the 1992 Constitution guarantees the right of every worker to rest, leisure and reasonable limitation of working hours and periods of holidays with pay, as well as remuneration for public holidays. The right to rest and leisure means a right to leave with pay. The law attaches so much importance to rest and leisure for workers that section 30 of the Labour Act, 2003 (Act 651) frowns upon employees agreeing with their employers to waive their leave by rendering any such agreement void.
The Modern Day Interview
Be an Example - Mr. Executive!
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People have virtually become vampires; sucking
blood everywhere. Greed has been honey-coated and is now described as “smartness
to succeed.” The values governing our society, which rewards honesty and
integrity, have been thrown out. This may be more common in the urban areas as
compared to our rural towns where respect for good reputation and care for one
another are still part and parcel of those societies.
We are presently witnessing a whole range of
revelations in the media of alleged abuse of public funds by officers entrusted
to seek and work for the welfare of all. The amounts being mentioned are
staggering sums of money that could have made a big difference in the lives of
so many Ghanaians. The judgment debt payments, SADA and GYEEDA cases are making
great waves all over the country.
It certainly takes strong values and principles
to withstand the pressure and temptation to join the crowd and partake in the
activities that may seem to bring great financial gains and “success.” God’s
creation, like the big oak tree, started as a tiny seed and went through various
developmental stages before getting to the size that we see and appreciate. As
we go against this law of nature, it is only misery that will eventually visit
us.
Honesty, integrity, truthfulness, fairness have
all become scarce commodities and people are compromising on all these virtues
for the sake of making a quick kill.
Activities like deliberate disregard for
procedures, arm twisting, over and under-invoicing, kick-back, diverting
resources, bribery, are not contagious but are carried out by people who choose
to do so for personal gains. Well, let me remind you that we are working for
God and He has given us the opportunity to use the talents He gave us to make a
difference, honour Him and make a living. Do not abuse the talent and the
opportunity you have been given.
As managers and executives, let us all resist the
temptations that come our way to indulge in bribery, corruption or abuse of the
country’s or company’s resources. Nobody is perfect, but let’s strive to do
what is right as per company’s rules and regulations and in the sight of God.
Mr. Executive, let not your lips and life preach
a mixed message. You do not know who is watching and when your actions might
become an example to others. 1Timothy
4:12, which states, “Be an example to the believers in word, in conduct, in
love, in spirit, in faith, in purity” is a good reminder and guide for all
of us. Remember that a good example always makes a good sermon. Those who
cherish and live by example derive great benefits in the long run. It
guarantees peace, wellbeing, prosperity, respect and goodwill.
Mr. Manager! Mr. Executive! Choose to be an
authentic expression of integrity, love and selflessness. Let us not be the
hypocrite who prays on Sundays and preys on neighbours from Monday to Saturday.
Be a light through your deeds and
diligent work.
By:
Ebenezer Ofori Agbettor
Executive Director
Institute of Human Resource Management Practitioners
Celebrating Our Ghanaian Heroes
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His hobbies are soccer and farming; he reads a
lot and does a lot of research. He is married with 3 daughters and two sons. He
developed his competitive nature from childhood: He was in the same class with
his cousin and always wanted to beat his cousin in class, so when his cousin
was asleep, he was up studying. He did not have too much of formal
education.
His subordinates describe him as a simple man
of wisdom, creativity, a risk taker, full of confidence and energy, a straight
forward and strict person, passionate about his job, hardworking and a people’s
person. However, Dr. Kwabena Adjei, CEO of Kasapreko Company Limited, describes
himself simply as humble.
Guinness Ghana Appoints New HR Director, Commercial Director
The two new members of the GGBL team would be reporting to Mr. Peter
Ndegwa, Managing Director of the drinks maker.
Having worked with the business for over 20 years, Eric has enormous
experience across the Supply and Human Resources functions.
Most recently as Supply HR Business Partner, he developed strong
working relationships with the GGBL leadership of the Industrial and Commercial
Workers Union, and successfully led on the business’s engagement agenda prior
to this.
His previous other key roles include HR Director, Serengeti Breweries
in Tanzania, HR Business Partner – Demand, and Talent & OE Manager.
Whilst in the Supply function, Mr. Adadevoh worked across the Brewery
Leadership Teams.
Eric brings a wealth of experience, knowledge of the business and a
passion for people to the role.
Nick Cook joined Diageo from Nestle UK where he held several positions
in sales and customer marketing after starting as a sales rep on their graduate
scheme.
After over 7 years at Nestle he joined Diageo to head up the Commercial
Planning and Activation team for the grocery channel where he delivered a
winning Christmas strategy as well as the first ever holistic promotional
evaluation project which provided record savings for the business.
As the Commercial Director – Spirits and Customer Marketing, Nick will
focus on the GGBL’s spirits agenda which is a critical enabler in delivering
the F17 growth ambition.
At his most recent role as the Customer Marketing Director for Africa,
Nick step-changed the function into a strong commercial planning organization
while developing and executing new proven growth drivers for the Africa
business.
Commenting on the appointments, Mr. Peter Ndegwa, Managing Director
Guinness Ghana said, "I am delighted to have Eric and Nick join the executive
management team."
“Eric’s appointment is a testimony to our commitment to grow and
develop talent within the business, and bringing in an individual of Nick’s
experience will galvanize the key accounts and reserve teams to deliver
breakthrough results”, said Mr. Peter Ndegwa.
Source:
Ghana | Myjoyonline.com
Questions Hitting HR
I have risen through the ranks in the company I work for to become
manager of my department. I find it very difficult to get my former colleagues
to do what I want and they are supposed to do. What can I do to salvage the
situation?
ANS: If you have been promoted to a managing position, it is because
you have worked hard and you have the required skills for it. Believe in
yourself; self-confidence inspires confidence, and this is the first step
toward success. Some people change when they start to handle responsibilities
and it can bring tension to the team. You have to keep in mind that the
employees you now manage are your former colleagues. Do not denigrate them or
act like you do not know them anymore. Nevertheless, being a manager implies a
certain distance vis-Ã -vis your ex-colleagues. Gossiping, criticizing the
management or other employees and taking sides in altercations must be
forgotten. You now have to be irreproachable and an example. Do not be partial.
Be professional and make yourself indispensable; a good manager is someone who
is admired for his human qualities and his expertise. Show them why and what
they can learn from you. Communicating how you plan to support and gain insight
from them is also a positive way to show you are not coming in with the intent
on changing everything right away.
I hold an MBA in finance and been working with this company since
2005 till date. I have been to so many interviews to help change my job but I
fail in answering the question “why do you want to change your job?” What could
be the best answer to give my interviewers?
ANS: It is best to be
positive and reassure the employer that you are not leaving your job to escape
being fired or because you are hard to work with. Then, say something nice
about this opportunity and/or employer. Finally, add a closing statement that
answers the question in a way that reflects well on you.
For
example, “Growth is limited in my current employer’s organization because it is
relatively small, so I need to look elsewhere, outside of the current
organization, and this opportunity looks very interesting to me because…”
Be
very careful not to bad-mouth your current employer in answering this question.
The best
things to think about is the good things about your current company and spill
them out.
I have been working in an institution for the past 4 years. When I
commenced work, I was given an appointment letter stating a 6 months’ probation
period. The period passed without me receiving any confirmation letter. I
have made constant follow up on my confirmation status as a staff. Can I sue my
employers for not confirming my appointment all these years?
ANS:
1. Always explore peaceful or win-win methodologies to solve issues
2. No employer wishes to employ a litigant
– so “suing” should always be avoided and nowadays, workplace conflict,
arbitration or alternative dispute resolution (ADR) is the preferred option to
going to court
3. In some organisations where an HR practitioner
is not in place or an unstructured environment, or even in structured
organisations, confirmation letters are inadvertently
overlooked. A gentle reminder to the appropriate supervisor should
resolve that. If this takes longer, you are either speaking to the wrong
person in the organisation or that the drivers of the organisation do not place
much value on that particular type of paperwork. The employment
relationship is forged and continued based on several things including the
employee accepting to work for an agreed upon remuneration package. Your
continued decision to work means you accept the conditions that go with the
employment relationship. Have a genuine discussion with your employer
that you are uncomfortable with not having a confirmation letter and ask what
you can do to facilitate a quick solution.
Job Interviews: Dealing With Rejection
Being turned down for that job that you really wanted can be
quite a disheartening experience and can leave a dent in your confidence. When
handled the right way however, rejection can be treated as a learning
experience and ultimately turned into something positive. Rejected candidates
can use the opportunity to learn more about themselves, especially with regards
to their strengths and weaknesses and build on that to perform better in
subsequent interviews.
“It is probably not you”
With lots of people on the lookout for jobs, there are a lot
of talented candidates that would most likely get rejected. The rejection may
not necessarily be because of your perceived inability to do the job, but with
regards to whether or not you are the right fit for the role. The situation
therefore may not be that the recruiter was rejecting you, but saw another
candidate that he/she saw to be a better fit. One must also take into
consideration the fact that hiring is usually subjective so another recruiter
may have chosen you.
“Perhaps the hiring manager was right”
It is possible that the hiring manager was right by not
picking you because the job would not have been the right fit for you. You may
not have performed as well as you and the company would have liked and
ultimately been unhappy in the company. Assuming this was the situation, the
hiring manager would have been right not to hire you.
“Be Polite”
Sending a note saying “Your loss” to the hiring manager is
definitely not a smart move. As mentioned earlier, the rejection could be with
regards to your fit, rather than your competence. You could therefore be
considered suitable for another position that would come up. When hiring
managers interview someone for a position, they usually have an idea of other
positions they are looking to fill so even though you could have been rejected
for one position, you could be considered for another. It is therefore always a
good idea to be polite and if possible, maintain the relationship with the
hiring manager even in the event of rejection.
“Take a moment to reflect”
Job interviews are a great way to learn about your strengths
and weaknesses. Perhaps you did not read enough on the company, or the problem
may be with your appearance. Whatever the issue, it is imperative to get
feedback from the interviewer on your performance so you can use that
information to improve your performance in subsequent interviews.
Being told that you were not selected for a job is not a
pleasant experience, but it is also a great opportunity to improve and better
oneself. If you take the good with the bad and learn from your mistakes, you
can easily turn what was meant to be a stumbling block into a stepping stone to
success. Good luck!
By-Mimi Koranteng
4TH EDITION OF JAPAN MOTORS/ETV GHANA CORPORATE RUN LAUNCHED
Accra, July 14, 2014: Japan Motors in partnership with
e.tv Ghana has launched the 4th edition of their annual 5km
Corporate Run and Walk. This year’s event is scheduled for Saturday, September
20 at the Silver Star Tower in Accra.
The
event is aimed at bringing corporate institutions in Ghana together to promote
health and networking through team-building physical activities. As has been
the custom, proceeds from the event will be donated to charity.
According
to Mr. Ernest Arday, General Manager of e.TV Ghana “The main aim of the annual
5km Corporate Run is to provide a better platform for corporate officials to
interact and socialize while engaging in healthy activities. Most Ghanaian
Corporate Officers are not able to make time for such activities because of
tight schedules and demanding jobs. We therefore hold this event annually to
give them the opportunity to keep fit and stay healthy. Registration is open to
all corporate institutions and individuals interested in participating in the
run.
Hilda
Peasah, Marketing Manager of Japan Motors noted that “our collaboration with e.TV
Ghana works perfectly because the two companies share a common objective to
promote healthy lifestyle through healthy activities while creating a unique
platform for all corporate bodies to network and interact outside business
settings. This is the 4th time we are organizing the 5km Corporate Run with
e.TV Ghana and we are hopeful to see an increase in the number of corporate
bodies and individuals this year. I urge corporate institutions and all who
wanted but did not get the chance to participate last year to join us this year
for a wonderful healthy experience.
The 5KM
run will start at 6am at the Silver Star Tower, through to 37 and back to the
Silver Star Tower. Other activities to be held on the day include an exhibition,
an awards ceremony, and medical screening.
Registration
for single entry is 20 Cedis while corporate entry is 50 Cedis. Registration centers
include e.tv Ghana at Asylum Down and Japan Motors at Graphic road and Silver
Star Tower, Airport City. Getting Your Job Evaluation Right
In all
organisations, there is an odd dynamic at play when it comes to remuneration.
It does not matter how well-paid employees are, if they feel that they are paid
differently (worse) to their colleagues, and they cannot see or understand the
reason for this, they will be unhappy. One of the most important elements in
remuneration is internal equity. When your internal equity is out of balance, meaning,
when two people doing the same job, with the same inputs (education, skill,
experience), are paid differently, one of them is bound to be unhappy. In a
way, internal equity is far more important than external benchmarking.
Take, for
example, two newly-qualified engineers; Engineer A is paid GH¢5,000 a month,
when the average in his organisation is GHC¢4,000. Engineer B is paid GH¢6,000
a month, when the average is GHC¢7,000. Which engineer do you think is the
happier?
Engineer A is
the happier because relative to his colleagues, he is paid above the average
and will feel valued and appreciated. Although Engineer B is earning more than
Engineer A, Engineer B will feel under-valued and less appreciated. However, if
Engineer B understands why there is a difference in salary, and what needs to
be done to move to a higher salary band, the feeling of being undervalued can
be changed into a drive for achievement.
To do this, we need to understand the differences in job rankings in an
organisation.
Enter job
evaluation: Job evaluation is about defining and comprehending the complexities
of jobs in an organisation and how they fit together. Job evaluation systems
require an understanding of the job being evaluated, including what is required
of the person in the job (knowledge and skills), what processes have to take
place (judgement required, planning and communication), and the impact the job
has on the organisation. By evaluating
all the jobs in an organisation and providing feedback to the employees, they
understand where they fit in the organisation and what needs to be done to move
to another level. This means that the process needs to be consistent, fair,
transparent and credible. However, the perception of employees is that most job
evaluation systems fail at this fundamental level.
The easiest and
most cost effective way to change this is to include employees in the process. A
computerised job evaluation system, such as HayGroup Decision Tree, is just
such a system, which adds value, but at the same time, simplifies the process. Typically,
computerised systems do not involve a full committee to evaluate a job. The
system is loaded onto a facilitator’s laptop (making it portable) and the
facilitator, incumbent, and the incumbent’s manager answer system-based
questions to determine the grade of the job. By having the manager and the
incumbent participate in the process, you immediately demystify the processes,
making it clearer and perceptibly fairer. The incumbent immediately buys into
the process and is far more willing to accept the results. Further, having
chosen the most appropriate answer from a list, the incumbent has gained an
understanding of what differentiators there may be in other positions, making
it easier to justify different grades for similar positions in an organisation.
Where
organisations inevitably fall short is after the job evaluation process: the
process stops once the evaluation committee has verified the results and sent
them off to Human Resources. Ideally, it is paramount that results are
communicated to the organisation. Employees need to understand where they fit
in the organisation, where other positions (note: not people) fit in the
organisation and the relationship between the jobs in an organisation. Once an
employee has this understanding, justifying differences in pay between jobs and
also between individuals become much easier.
In South Africa,
the amended Employment Equity Bill, which seeks to ensure that workers are paid
the same for work of equal value was passed in the National Assembly in October
2013 and is expected to be signed into law in the near future. The bill seeks
to end unfair discrimination by employers in respect of terms and conditions of employment of employees doing
the same work, similar work or work of equal value, and protection against
unfair discrimination.
The question is,
is your job evaluation process able to help you with all of this?
By-Andrew Dickson
Redundancy; Doing It The Right Way
---by-Nana-Akwasi-Awuah.jpg)
Times
are hard! The current economic situation has been so difficult that for some
businesses, redundancy is one of the prime options to cut down costs and stay
afloat. However, if this is not done the right way, it may create bigger
problems for businesses because of the possibility of costly and time wasting
litigations.
In summary, redundancy occurs
when an employer closes down its
business (or intends to do so);
or closes down a particular workplace (or intends to do so); or has
a reduced requirement for
employees to carry out the particular
work for which they have been employed such that the employer has to lay
off some workers.
Although the Labour Act,
2003 (Act 651) does not define the term redundancy, it gives an indication to
its precipitators which include, but are not limited to, where an employer contemplates the introduction of major changes in production,
programme, organization, structure or technology of an undertaking that are
likely to entail terminations of employment of workers.
Redundancy
is one of the grounds upon which termination of employment is deemed as lawful.
Nonetheless, failure to comply with the requisite procedure under the Labour
Act renders it unfair termination which opens the employer to more liability
than it would have incurred.
Under
the Act, whenever an employer intends to embark on a major change, which is
likely to result in the termination of employment, the employer shall provide
notice, in writing, to the Chief Labour Officer and the trade union concerned,
and give the proper notice and the required information according to law. The
employer is also required to provide a roadmap to justify the redundancy and
measures to mitigate the effects. Although the Act makes reference to
consultation with the trade unions, it is usually advisable for
employers to consult with employees when the proposal to make redundancies is
in its formative stage before any decisions are made at management or board
level. Consultation should take place before
the employer takes the final
decision to dismiss, otherwise, the process can be perceived as a sham and
the dismissal as unfair.
When
employees are laid off as a result of redundancy, some compensation must be
paid by the employer. Redundancy pay is purely a matter of negotiation between
the employer and the employee. Parties may usually
provide for the basis of the calculation of the redundancy pay in the contract
of employment in the absence of which the parties may negotiate the sum
payable. In most cases, parties are unable to reach an amicable settlement on
redundancy packages. The simple reason being that whereas the employee usually
feels he or she is entitled to more, the employer’s aim is to minimize its
exposure to the barest minimum. However, in the
case where dispute arises, either party may refer it to the National Labour
Commission for settlement, and the decision of the Commission shall, subject to
any other law, be final. Advisedly, it is always prudent to include a
redundancy clause in the employment contract. It is equally pertinent that the
redundancy clause be properly worded so as to avoid controversies.
It is important to mention however, that all that
has been said so far above does not apply to workers engaged under a contract
of employment for a specified period of time or specified work; or a worker serving
a period of probation; or workers engaged on casual basis.
By-Nana Akwasi Awuah
Is Compliance Necessary?
Growing up in secondary school, it
was those who broke the rules that people admired, yet, when they faced
disciplinary action in the form of suspension or expulsion, then it felt not so
bad being the goody two-shoes student.
Should companies play by the rules? Why should it take an
enforcement action through fines, lawsuits or even costly circumstances such as
injury or death to change corporate behaviour? Where are all the corporate
compliance culture studies during normal times? Why are these rules not
implemented to affect corporate behaviour, improve efficiency, and mitigate
risks? Corporate Compliance violations result in such costly consequences, yet,
it is paid lip service. Corporate Compliance and ethics should be at the
forefront of company policy and the foundation of corporate governance. Every employee,
from top management to the
lowest ranking person, should understand why Compliance is a necessary
part of their responsibilities. Companies should not wait until under pressure to
create or elevate Chief Compliance Officer role.
It is beneficial to manage a highly ethical and compliance-driven culture. Corporate Compliance is not limited to just the defense against fines and fees, but makes good business sense. A company with effective compliance controls can easily detect when employees are improperly siphoning corporate funds or opting for shorter cuts to quality standards. Company brand image is protected when there is the absence of media reports of corporate scandal. Proposals and bids for new businesses stand a better chance of winning contracts and edging out competition when a company can be trusted, and there is confidence in its financial state of affairs.
Compliance cuts across industry. Take healthcare for example, an effective compliance system increases confidence in the services the hospital, lab or pharmacy provides, and it also saves lives. What happens when the doctor does not follow rules required as a healthcare practitioner and focuses rather on making money, by prescribing unnecessary drugs which interact negatively with a patient’s medications, or where the inattentive nurse places the wrong records in a patient’s file and does not follow hygienic protocols? Everything would go wrong – people could suffer complications and revenue may be lost fighting lawsuits or paying stiff penalties.
Compliance in manufacturing guarantees that inspections, assessments and tests are performed in an unbiased manner to ensure customers receive products which conform to industry safety and quality standards.
So what is Corporate Compliance? Simply put, it is a system or process that is designed to ensure company policy and practices are in line with government regulations, industry standards, applicable laws and ethics. For any compliance programme to work effectively, there must be collaboration between executive management, the Chief Executive or MD and functional departments– HR, Finance, Legal, Administration, IT, Operations. Branch offices, subsidiaries and external partners such as vendors, suppliers and consultants should also be stakeholders in the process. It is the responsibility of management to control and mitigate risks. Management input and involvement is key to the success of any compliance programme. It creates confidence in the organization. Simply seeing the Chief Executive proffer his support is sufficient to instill co-operation from all employees.
In a complex business environment, where many local companies partner with foreign investors and companies, there is a high price to pay for violations. The UK Bribery Act of 2010, US Sarbanes-Oxley Act and FCPA, cover the actions of businesses tied in any way to UK and US companies. In Ghana, accounting and auditing practices suffer from institutional weaknesses in regulation, compliance, and enforcement of standards and rules. Laws and regulations are outdated and enforcement is weak. Although listed companies claim compliance, they are only in partial compliance with the Ghana National Standards Board. A review or audit of existing policies and processes should be conducted and revisions made to align with best business practices, transparency and accountability. Employees will need to be trained and educated on a continuous basis so they are familiar with regulations and company policies, and any new updates.
Employees should be encouraged to report wrongdoing without fear of reprisal. Partners, suppliers and consultants must sign agreements to abide by these policies or have their contracts terminated.
It is encouraging to note that there are signs of progress with conversations and discussions on compliance and ethics on the agenda at conferences. However, much work needs to be done in this area for companies to understand that playing by the rules is really the best way to go.
By-Doris Agyeman
Push For Regulations
The
modern HR practitioner brings to the organization a competitive mindset; seeks
to understand the goals the organization wants to achieve, and designs and
implements HR systems and strategies to facilitate achievement of those goals.
The intricacy of managing human resource to obtain optimum utilization requires
certain specialist skills and these are the skill-set embedded in HR
practitioners.
As HR Practitioners, we occupy a very strategic
position in organizations and society at large. This is simply because we are
the “experts” when it comes to areas of resourcing, training, motivating, managing
and utilizing human capital.
As custodians of the policies and procedures of organizations,
are we living up to our responsibility? Why have we been marginalized all these
years as compared to our marketing and accounting counterparts? Admittedly, we may
have contributed or allowed ourselves to be relegated to insignificance in
organizations in Ghana. We find quite a number of our colleagues ducking and
diving and allowing themselves to be pushed around by some CEOs or accountants,
who have little or no clue about how to optimize human capital.
Though we admit that the practice of Human Resource
Management has been in Ghana for some time now, its impact has been minimal due to
varied reasons, some of
which are:
1.Society is largely uninformed about
the intricacies of HR practice
2. HR is populated by diversely educated
professionals, who are knowledgeable in other related professions. This
diversity causes identification with differently constituted professions, example
Industrial Psychology, Labour law, Industrial Sociology, etc.
3.There are multiple points of entry
into the profession from other disciplines, with the borders seeming endlessly
permeable.
4.The HR field has been known to be
used to “dump” unsuccessful managers from other disciplines, greatly to the
detriment of the reputation of HR. With no entry barriers, the quality of
entrants cannot be screened.
For example, the HR Professional body
in Ghana; Institute of Human Resource Management Practitioners-Ghana has been
in existence for years yet, its influence is still very minimal as compared to
other Professional bodies. Its lack of legal mandate (legislative instrument) has
created a vacuum of regulating the practice of the HR profession in Ghana and contributed
largely to the acute shortage of quality human resource management
professionals in the country. The ripple negative effect of this are poor
formulation and implementation of HR strategies, policies, procedures and
systems; poor design, interpretation and implementation of employee terms and
conditions of service; industrial tension and frequent strikes; poor work
ethics, low employee morale and motivation, to mention a few.
If
HR managers do not accurately anticipate the future and do not plan
appropriately, they affect plans, machines, sales and numbers, and the people
they lead. Therefore, to put the workforce into the hands of unqualified people
is a recipe for disaster.
HR leaders
in multinationals have moved to positions of influence and are very visible
because they directly and indirectly touch everyone in the company; from entry
to retirement, set the standards and norms for behaviour within the company, and
coach other leaders to demonstrate the leadership brand.
It
is against this background that regulation of HR is absolutely necessary and
critical for industry. While it remains ideal to self-regulate and work with
passionate and totally committed people, in a big system, this is rarely
achievable. Regulatory minimum standards will have a profound impact on the
quality of the profession.
Extensive
consultations with HR practitioners and related bodies have clearly indicated
that there is an awareness and acceptance of the necessity to regulate. There
is also a growing acceptance in business that professional registration is a
benchmark of quality and it is becoming more common-place to find registration
required when applying for an HR position. With this, companies will appoint
professionally registered HR practitioners to the top echelon of Human Capital Management
as a measure of best practice. It is also believed that by setting a recognized
and uniform standard of competence and professionalism, good governance will be
enhanced and industrial strikes reduced.
All
HR Practitioners in Ghana should come together and lobby the Ghana Government
to endorse the process and enact a legislation to create a professional body that
will provide training and expert advice in Human Resource Management and regulate
the practice of the HR profession as is prevalent in Kenya, South Africa,
Nigeria and the UK.
By: Ebenezer Ofori Agbettor
Executive Director
Institute of Human Resource Management Practitioners-Ghana
My First Day At My First Job
Hurray! Finally, the job that you
have been dreaming and fantasizing about is here! You have received the phone
call or e-mail asking you to report to work the next Monday. You are excited
and your family and friends are all happy for you. They have all given you
pieces of advice on how to conduct yourself and your confidence is bolstering
up. But, somehow, a wind of anxiety is quietly blowing across your mind. In
this article, we are going to explore a few things you can consider as you get
ready to enter your new world as a working professional.
The Week Before
Let us begin with the
preparations you have to make the week before the D-day. Once you receive the
call, the first thing you should consider is brushing up on your knowledge.
Whatever your field of expertise, it would be important to start reading around
to refresh your memory and get acquainted with some trending industry norms and
practices, including appropriate jargons. The next thing to consider is your
wardrobe. This cannot be stressed on hard enough. If you have to get a few
clothes to augment what you have, you should not waste time. Your appearance
tells a lot about your personality so make sure you invest in a good wardrobe
and personal hygiene.
The D-Day
It goes without saying that
before the D-day, you should have figured out the easiest and most cost
effective way of reaching your new job place. Your best bet is to arrive early.
Most offices open for work at 8:00 am so arriving any time before 7:30 am would
be a good mark. You should look smart with well-ironed clothes and
well-polished shoes. A fresh haircut for a guy and a new hairdo for a lady
would be appropriate. No need for elaborate hairstyles and wild facial make-up:
something simple and “professional” would suffice. Your handbag or file should
be smart-looking as well. Do not forget to have stationery like a pen, pencil,
ruler, eraser, writing pad, etc. depending on the job you are going in for. It
will also not be a bad idea to arm yourself with reading material related to
your job or position.
Arrival at the Office
When the doors open, you should
first report to the front desk officer, who will lead you to the Human Resource
Manager, Managing Director or whoever facilitated your employment process. You
may be taken round to be introduced to other co-workers, or taken directly to
your seat and given instructions as to what you are supposed to do. Whatever
the case, you have to settle down quickly. You should appear confident and
relaxed. Sit comfortably with a good body posture. Smile a lot and carry
yourself as a warm and friendly person.
Lunch Time
Soon it would be lunchtime. Do not
be the first person to rush out. It is a good idea to continue working till a
superior officer or a colleague reminds you that it is time for lunch break.
Then you can go out and quickly get a bite. Make sure you return to your seat
on time and resume work. By this time, you would probably have made your first
friend. Be careful! It is too early to commit to friendships. Your best bet is
to be nice to everyone and take your time in eventually deciding on the person who
would become your closest acquaintance.
Closing Time
How time flies! Now the day is about
to end. Yes, by 5:00 pm some workers would start leaving. Once again, do not be
in a hurry to rush out of the office. It is always a great idea to continue
working till you are prompted. That way, you are seen as a hardworking person.
And just before you leave, it would be wonderful to report to the Human Resource
Manager or Director and give some feedback. Let them know how much you have
enjoyed your first day. Avoid complaints even if there are a few issues you
would like to bring to their attention; they most likely know about it already.
Be diplomatic and let them know you would be reporting to work the following
day. Let your enthusiasm run high!
This is just the basics of your
first day on your first job. I wish you a successful career!
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