Austin Gamey
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Labour management consultant, Austin Gamey has urged employers to share relevant corporate information and strategies with their employees to enhance productivity that will commensurate with their pay.

By doing so in a professional and timely manner, after setting performance targets for workers, there would be fewer agitations on the country’s labour front, especially in demand for pay increment.

Addressing the topic, “Pay-For-Performance Strategy” in a live Facebook session on labour management, organized by the Institute for Executives Studies (IES) and the Gamey Apex Leadership Centre, Mr. Gamey acknowledged that pay-for-performance at the workplace remains a major concern confronting many employers across the world.

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He believes these concerns could be resolved when employees are offered the requisite training along with sharing of corporate strategies or game plans, and logistics by the employer, adding that it is based on these provisions that employees are required under Section 11 (a) and (c) of the Labour Act, 2003 (Act 651)  to work conscientiously and enhance productivity.

“A game plan will demand that corporate objectives and strategies are shared with workers, months ahead of negotiation and the setting of targets as required under Section 97 of the Labour Act ,” he stated.

The Chief Executive Officer of Gamey and Gamey Group also reiterated the need for Human Resource managers to assist in making corporate objectives and strategies that are developed at the macro-level their organizations available to those at the micro-level to help employees to stay abreast developments in the organisation.

“When this is done successfully, there won’t be any debate between the employer and the employees because necessary information has been shared,” he stressed.

By Benjamin Nana Appiah/ www.adrdaily.com

VIABenjamin Nana Appiah
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ADR Daily is a specialized news portal with a focus on providing authentic news, information and research analysis on Appropriate Dispute Resolution (ADR), Human Resource Management (HRM) and Industrial Relations Management (IRM) in Ghana and beyond. This platform serves as an information resource base for the progress of the ADR, HRM and IRM industries, and seeks to promote professionalism in ADR practice by supporting a network of ADR professionals within and across nations and continents. ADR Daily keenly encourages the mass adoption of ADR mechanisms, particularly negotiation, mediation and arbitration for the resolution of disputes in all spheres, through the publication of industry news and information, as well as by deploying innovative awareness creation engagements.