The Head of HR at Goldfields Ghana, Mr Francis Eduku has advised Human Resource (HR) Practitioners in the country to work to create a non-unionised work environment for their firms. He stressed that a non-unionised work environment is the most ideal for organisations
Unionised actions
Ghana’s labour front is characterised with strike actions in both public and private sectors, over the years. Many labour unions fight their management for what is due them.
But the situation is even worse in the public sector, particularly following the commencement of the single spine salary structure.
Since it’s introduction in 2009, the country has witnessed several cases of labour agitation’ The latest was the recent strike action announced by the University Teachers Association of Ghana (UTAG).
Several governments, and HR practitioners since independence, attempt to resolve the labour unrest that has become synonymous with Ghana’s workforce.
Regular engagement with staff
According to Mr Eduku, staff form unions when there is a break of trust and proper engagements between them and management relative to solving employees concern early and amicably.
Again, he added that employees form groups when they do not believe that management have their best interest at heart.
“We believe that a vote for a union is a vote against management”, he said while speaking on the topic “Employee Relationship”.
Also, he added that “If Management is responding, engaging and appreciating staff appropriately, then will trust management and believe that they would do what is right for them”.
He said this during a presentation read on his behalf by Mr Alex Simpson, an HR officer at the firm, at the second edition of the “HR Professional Brunch held in Accra on 13th February”.
He stated that Goldfields is the only mining firm which does not have a unionised work environment. Further explaining that it is due to building trust with their workers.
Consequently, he shared with the HR practitioners certain tips which he believe are key to achieving effective and regular staff engagement.
He mentioned resources, relationship and reciprocity as the key factors required for efficient staff management.
Analyse your firms
In addition to that call, the Head of Human Resource at the Universal Merchant Bank (UMB), Ms Akweley A Kwakye, said it is always important for HR Practitioners to conduct regular analysis of their institutions to determine the best possible way to develop their staff.
The analysis, she pointed out, includes skills, operational and return on investment analysis of their staff.
“This will ensure that you get back what you want from training your staff”, she added while speaking on the topic “Excellence in Human Capital”,
She again, tasked HR practitioners to take keen interest in knowing the financial statuses of their respective companies.
This, she explained would help to develop reasons for proposals put before their boards or managements for consideration. All with the aim to enhance.
“You have to make sure that whatever intervention you are making is contributing to the business”, she added.
She left the gathering with four essential things on building excellent human capital to take back to their respective instititution.
Those four take home were ” knowing your return on investment of your human capital, analysis, development and evaluating your human capital”.
