Mr Austin Gamey
Mr Austin Gamey
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Professionals at the retirement age who are still employed in the public sector should step down to provide space for younger officers.

Organisations must also institute succession systems to enable officials nearing the retirement age to groom others to take over their positions, says Mr Austin Gamey, a renowned labour expert.

In an interview with ADR Daily about a debate on the re-engagement of retired civil servants, Mr Gamey described the practice as inappropriate.

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He considers the re-engagement of retired civil servants as an organisational and governance failure, adding that public institutions need efficient human resource management systems to ensure effective succession.

According to him, any re-engagement of a retiring official denies others the opportunity to take over and also prevents the creation of employment opportunities for graduates.

He said because retirement does not occur overnight, organisations have the opportunity to adequately prepare people to fill in the gap that may be left by the retirement of a senior official from a key position.

He conceded that some professionals with some exceptional skills are given dispensation to stay on after the retirement age of 60 years.

Even that he said, there should be plans to ensure skills and knowledge transfer to others to take over. That, he said, could be done through coaching and training of subordinates to enhance their capacity for the higher positions.

“There are several other areas where we do not need people to hang around for many more years. These include office managers and in some circumstances Human Resource Managers,” he added.

There have been issues raised with the graduate youth not having adequate skills for the job of which Mr Gamey advised that it lies on our universities to create mentoring and coaching departments to train the young ones for top positions.

“It is a shabby argument to think that it is the fault of the graduates for not having the requisite skills for the jobs. Mentoring and coaching is something that the youth must undergo. It behooves the elderly professionals with the exceptional expertise to mentor and coach people.

“People with expertise must create employment for the country because if you have some form of expertise, you can create employment by opening a consultancy agency after retirement, to train others with the knowledge you have.

“But for you to sit at a desk most of your life and after 60 years without imparting knowledge to the young ones, then we cannot develop as a country,” he added.

Also, he said “we churn out about 200,000 people into the job market yearly, and I think we should consciously and deliberately train, mentor and coach the youth to prepare them to take over from the elderly,” he added.

By: Fred Gadese-Mensah/adrdaily.com

VIAFred Gadese-Mensah
SOURCEADRDAILY
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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.