1. Employee Skills Management

2. 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.

3. 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

4. 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.

5. SKILL DEVELOPMENT

6. 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.

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

8. 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.

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

10. 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%

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

12. 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

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

14. 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.

15. THANK YOU