Human Resource
QUESTION ONE:
Outline five benefits of having an appropriate salary structure in place.
ANSWER:
1. It plays a focal role in harmonizing remuneration in the public service. 2. It defines job relativities that result in appropriate remuneration of work done by an employee. 3. Salary structures also ensure that performance is rewarded in accordance with appropriate standards and basis. 4. It enhances the pay of public workers in a manner that is equitable and consistent with the country’s desire to improve efficiency and productivity in the entire public sector. 5. Paying workers equitably produces a happy and motivated workforce.
QUESTION TWO:
What factors should be considered in the process of developing salary structure.
ANSWER:
1. The Fair Wages and Salaries Commission (FW&SC), which was established by an Act of Parliament to regulate and administer the SSPS is backed by law and is protected as such. Any relevant changes requested by any stakeholder institution must necessary be done through laid down procedures backed by law. 2. The very extensive nature of stakeholder consultations from the outset and at all stages of the development and implementation of the SSPS makes it more likely to be accepted, owned and maintained by stakeholders. 3. To add to that, Grievances between stakeholders public institutions and the FW&SC may be laid before the National Labour Commission for redress. Appropriate redress before the National Labour Commission may be done through Negotiations, Mediation or Voluntary Arbitration.
QUESTION THREE:
What is Ghana Universal salary structure (GUSS)? Explain three major weaknesses of this pay policy.
ANSWER:
a. To start with, Ghana Universal salary structure (GUESS) is currently the main salary structure that regulates public pay. It was developed to consolidate various public sector structures under one major public sector employer, the government.
GUESS was intended to be a universal pay structure
Outline five benefits of having an appropriate salary structure in place.
ANSWER:
1. It plays a focal role in harmonizing remuneration in the public service. 2. It defines job relativities that result in appropriate remuneration of work done by an employee. 3. Salary structures also ensure that performance is rewarded in accordance with appropriate standards and basis. 4. It enhances the pay of public workers in a manner that is equitable and consistent with the country’s desire to improve efficiency and productivity in the entire public sector. 5. Paying workers equitably produces a happy and motivated workforce.
QUESTION TWO:
What factors should be considered in the process of developing salary structure.
ANSWER:
1. The Fair Wages and Salaries Commission (FW&SC), which was established by an Act of Parliament to regulate and administer the SSPS is backed by law and is protected as such. Any relevant changes requested by any stakeholder institution must necessary be done through laid down procedures backed by law. 2. The very extensive nature of stakeholder consultations from the outset and at all stages of the development and implementation of the SSPS makes it more likely to be accepted, owned and maintained by stakeholders. 3. To add to that, Grievances between stakeholders public institutions and the FW&SC may be laid before the National Labour Commission for redress. Appropriate redress before the National Labour Commission may be done through Negotiations, Mediation or Voluntary Arbitration.
QUESTION THREE:
What is Ghana Universal salary structure (GUSS)? Explain three major weaknesses of this pay policy.
ANSWER:
a. To start with, Ghana Universal salary structure (GUESS) is currently the main salary structure that regulates public pay. It was developed to consolidate various public sector structures under one major public sector employer, the government.
GUESS was intended to be a universal pay structure
References: 1. Danku, L. K. (2013). Performance and Compensation Management. Ho. 72 pages 2. Retrieved on (15th May,2013) from http://blog.firstcapitalplus.net/understanding-the-anatomy-of-the-single-spine-salary-structure-a-human-resource-m