Employers have been charged to grant their Human Resource Managers (HRM) the free hand to function to enable them to exhibit their professionalism and business qualities.
The advice and recommendations of HR managers should also be utilized to ensure a progressive and peaceful work environment.
According to renowned labour expert, Mr Austin Gamey, Chief Executive Officer of Gamey and Gamey Group, the situation where HRMs are unable to function professionally due to interferences and intimidation from their CEOs, need to change.
Most of the workplace disputes that emanate from poor management of staff grievances are often blamed on HR managers for their ineffective handling of the cases internally.
But Mr Gamey indicates that HRMs are often not allowed to function professionally as expected, with their advice often being disregarded by their CEOs and other heads.
In his presentation at a two-day training programme organized by Gamey and Gamey for HR managers and union leaders on “New Approach to Performance Management – Linking Productive to Salary Administration and Effective Performance,” Mr. Gamey is of the view that if HRMs were allowed to function properly to ensure an effective management and a result oriented employees, the incidence of labour disputes would be minimal.
“For us to progress in this country, HR must be assertive and begin to exhibit professionalism in their work and employers must give their HR people the opportunity to exhibit the business qualities.
“They are not support service people, HR is not a support service to support you in your mistakes. It’s a business oriented unit and the pillar of the organisation,” he said.
In that regard, he also encouraged HR managers to be abreast of the application of Ghana’s Labour Act 2003, Act 651 to enable them to be more assertive in the labour matters at the workplace.
Mr. Gamey expressed concern about the state of doing business in the country, which is having an adverse effect on investments, and therefore challenged HR practitioners to take the lead in supporting management to help recoup investments into businesses.
That, he said, can be done by leading a positive paradigm shift in the character of organisations to change the mindset of workers for them to own their organisations and work for progress.
“The return of investment must always be on our conscience,” he stressed.
Topics treated at the workshop included Appreciative Inquiry in Salary Administration and Performance Management, Incorporating Labour Act, 2003 ( Act 651) in the management of employment relations, advanced skills and tools for effective negotiation, enhanced collaboration and process enrichment and performance appraisal skills development.
By Benjamin Nana Appiah/adrdaily.com