Employee Skills Management

Policies for managing employees are very essential, especially, employees’ skills. Managers manage skills to enable employees to take up higher responsibilities and also improve efficiency. Skills management is an on-going process.

Policy on skills management will provide uniform procedures and process as in: Selecting and developing the right calibre of staff Delegating effectively Helping to identify where employees work best. Giving back up plan when an employee leaves Motivating employees Communicating intelligently with employees Being consistent, straightforward and honest with employees

Skill Gap Analysis and Training/Learning Plans Well-implemented skills management should identify the skills that job roles require, the skills of individual employees, and any gap between the two.

SKILL DEVELOPMENT

Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all aspects of jobs in an organization. The objective is to test the employee skills and competencies in order to place him or her at the right place.

Another area is training of staff. GPHA gives opportunity to staff to develop themselves through programmes like: In-plant In-country Overseas Self-development

Implementation form which is completed after training Implementation form which is completed after training. The form indicates the knowledge or skills acquired, a schedule of when and how to apply the new knowledge or skill and any challenges that might be faced.

Training Officers and HODs follow-up with impact assessment form to collect data to ascertain how the training has improved staff performance.

PERMANENT STAFF BY STATIONS AS AT JANUARY, 2017 CLASSES OF EMPLOYEES NO. OF EMPLOYEE PERCENTAGE HEADQUARTERS 159 6% TEMA PORT 1546 62% TAKORADI PORT 780 32% TOTAL 2485 100%

TOTAL 2485 100% GENDER BREAKDOWN GENDER NO. OF EMPLOYEES PERCENTAGE Female 371 15% Male 2114 85% TOTAL 2485 100%

SOFT SKILLS Currently, most women in the Authority have soft skills such the diagram below;   Interpersonal Communication Skills Negotiation Skills Creativity SOFT SKILLS Coaching and Mentoring Personality Development Adoptability

IMPLEMENTATION CHALLENGES Can be costly and time consuming Could end up with disgruntled employees After training evaluation – Action Plan

POST-CAREER SUPPORT TO EMPLOYEES Pre retirement training to prepare them adequately for retirement Setting up of Consultancy Firm with intention to support by offering programmes for the experts On-going process to licence retired staff to set up a stevedore company.

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