Training and Development

Training and Development

Training and development are a vital part of human resource development. It is assuming an ever-important role in wake of the advancement of technology which has resulted in ever-increasing competition, a rise in customer’s expectation of quality and service, and a subsequent need to lower costs. It has also become more important globally in order to prepare workers for new jobs. The objective of this Training is to enhance employees’ skills behavior and expertise by putting them into learning new techniques of doing work. Training and Development help in updating employees’ skills and knowledge for performing a job which in the end results in increasing their work efficiency and increase the productivity of an organization.

With this new normal way of working from home, there is a need to have an HRIS system to aid training. With the document module in Adaptive HRIS, you can share any relevant document with employees to be reading and studying. Training and Development start from READING. As an HR manager, you can whet the appetite of your employees on the need for training and development by engaging them with relevant documents or articles in relation to the company’s goals. All these are forms of training which gradually develop the employee to yield maximum results in their various fields.

In Japan for example, with an increasing number of women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for physically demanding jobs. They are trained in everything from sexual harassment policies to the necessary job skills.

The need for Training and Development

Before we say that technology is responsible for the increased need for training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training to update employees of the market trends, the change in the employment policies and other things. The following are the two biggest factors that contribute to the increased need for training and development in organizations:

Change: The training and development activity is required when the company revises its objectives and goal to adjust to the changing market conditions. The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need for training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.

Development: It is again one of the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organizations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self-awareness for example are gaining momentum the world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enroll himself/herself in a course on ‘self-awareness’, which apparently seems inconsequential to one’s performance at work but contributes to the spiritual wellbeing of an individual which is all the more important.

The critical question however remains the implications and the contribution of training and development to the bottom line of organizations performance. To assume a leadership position in the market space, an organization will need to emphasize the kind of programs they use to improvise performance and productivity and not just how much they simply spend on learning.

Sandrah Adusah:(Human Resource)


  • Change
  • Training
  • Development
  • Adaptive HRIS
  • Performance
  • Productivity

Date of Publication: 05/07/2021

The Need for HRIS System in Business

Unsure whether to take the plunge and invest in HR software? With so many kinds of tech out there, it can be difficult to work out what will benefit your business the most. Read on to learn more about HR software and the benefits of Adaptive HRIS system.

Why Adaptive HRIS?

The most valuable and important resource in your company is not your office building or your warehouse, it’s the people who work there. That’s why it makes good business sense to look after your employees and help them work at their best. As Richard Branson famously once said: "Look after your people and they will look after your customers. It's that simple".


HR software makes managing people simple, saves you (and everyone else) a lot of time. Spending less time wading through manual admin and you can focus on the things that keeps your employees happy and focused on the job at hand.

What is Adaptive HRIS?

It is a tool that makes managing people easier. It does this by helping you keep track of the tasks, data and processes involved in people management. Many smaller businesses might not think of people management as 'HR' which is associated with larger companies but the truth is, as soon as you take someone on, you have responsibilities as an employer and this means admin to manage.


Some benefits of using Adaptive HRIS includes;

HRIS saves you time

The number one benefit of Adaptive HRIS systems is the way they free up time. Automate time-consuming people management tasks and you’ll have more time to spend on business-driving activity.

Staying on top of basic employee information can quickly become a nightmare if you rely on paperwork and filing cabinets. Just think, how long does it take you to dig out leave request forms to find out how much holiday time your team has left? HRIS saves you time by helping automate simple processes such as holiday allowance absence tracking and training. It can also help you streamline processes to increase overall productivity and work management.

The user-friendly nature of the site has made the transition smooth.

Adaptive HRIS management system puts important information at your fingertips

Everything you need to know is readily available in one central place. You won’t need to memorise complex codes or carry heavy files around.

You don’t even need to worry about being logged into your company network, making HRIS software ideal if you work from multiple locations or have a remote team.

Readily available data makes decision-making easy. It also makes poor decision-making less likely because you’re not relying on outdated or inadequate information.


HRIS makes it easier to develop your employees

Employee development is fundamental to the long-term success of your business. As well as helping you build a more skilled and effective workforce, it boosts retention by engaging your employees so they’re less likely to leave for a job elsewhere.

Keeping track of employee development is yet another of the benefits of Adaptive HRIS. You can use it to log performance reviews, training courses, objectives and qualifications.


HRIS helps you monitor leave and sickness more easily

Having a problem with sickness absence or a rush of annual leave requests? This can crush a small team. HRIS helps you set up an easily accessible holiday planning system and understand the background behind each absence.

But better than being a glorified calendar, it helps in keeping track of remaining leave and helping you manage holiday and leave requests.

HRIS also makes things easier for employees – they can request holidays at any time, no matter where they’re working. The result? No more messy, time-consuming, email trails. Who wouldn’t want that?

Adaptive HRIS, your 24/7 HR partner, always at your side to back you up in any meeting! With just a couple of clicks you have the answer to a myriad of questions that are likely to be posed about any one of your staff; information which you couldn't hope to regurgitate from memory and, as your huge filing cabinet full of personal files isn't very mobile, Adaptive HRIS is there for you, every day, everywhere, whatever you need to know, at the click of a couple of buttons.

HRIS is more secure and enables you to put all the essential HR administration in one place, accessible from anywhere - particularly good for companies such as ours with multiple sites and mobile employees.”

Adaptive HRIS is Cloud-based HR software hence protects your precious employee data from physical catastrophes such as a flood or fire; you can access your data from anywhere using your computer or device. HRIS gives you a full document management solution from knowing who reads what to increasing productivity by reducing paperwork.

It's also an easily accessible place to archive old documents, policies, staff handbooks and training manuals. Want another benefit? Printing fewer documents means you’ll be on your way to becoming a paperless office.

It’s Just Brilliant!


Click on this will lead you to the landing page of Adaptive HRIS. There are brief YouTube demos, in case you want to explore more.

Click on GET HRIS at the top right of the page. Select your preferred Features, and you are in… so simple!

Educating your Employees about their Compensation

I recently heard a friend of mine who is an HR manager talk about employee pay and engagement. She said, “Misunderstood pay can be a huge distraction.” I totally agree with her, she is absolutely right. But, misunderstanding pay is different from being disappointed or frustrated about pay. I’d like to think if an employee doesn’t understand their compensation, it can be resolved with education.

Compensation management is vital for employee motivation. Employees who are recognized for the value they bring are more likely to be motivated, loyal, and higher performing than those who're not. First and foremost, candidates need to know how the company establishes starting wages. Most organizations have a philosophy when it comes to hiring and negotiating starting salaries. They have a range that they’re working with. It’s important to let candidates know whether they’re in the ballpark. Otherwise, the company and the candidate are wasting their time. And the conversation will end up frustrating everyone.

HR must take time to let employees know about all of the benefits and perks they have. I’ve been surprised many times in my career that employees were not aware of their benefits. I felt HR was really getting the word out about a benefit and obviously not. HR has to find a way to remind employees of their benefits. Employees need to understand the relationship between pay, benefits, and perks. There’s more to compensation than the amount of money in an employee’s paycheck. I’ve worked in several industries where the pay was low but the benefits were fantastic. It’s important to speak in terms of total compensation and let employees know how that is determined.

New employees should learn in orientation how pay increases work. If companies are linking pay and performance, then employees need to understand how the system works. This includes when performance reviews happen when employees are eligible for increases, and how the company determines pay increase amounts. If the company offers a bonus program, this also includes bonuses and how they are calculated. Managers can inform employees how performance impacts promotions and transfers. One way that employees can advance their careers (and their compensation) is by accepting a promotion or transfer. Managers will want to let employees know how the process works and the eligibility requirements.

Organizations need to let employees know whether they survey wages. I once worked for a company that told employees, “We survey employee compensation every year.” It didn’t guarantee that wages were going to change, but it did let employees know that the company was committed to staying on top of the data. Organizations could alleviate a lot of frustration if they educate their employees about compensation. Employees who understand the system might take more advantage of company benefits and perks. They could be better prepared to ask for pay increases

But even employees who understand their pay, can be frustrated by it and disappointed. Organizations need to conduct regular surveys to ensure their compensation packages are internally equitable and externally competitive. Misunderstood pay can be a huge distraction – for both the employee and the company. The good news is that it can be addressed with proper communication.

Income Tax

Income Tax is a tax charged on a person’s income from employment, business, and investment. Persons such as employees, self-employed, persons in partnership, shareholders and directors of companies and trustees, and beneficiaries of a trust are all charged tax on income earned. The Income Tax regime has seen several changes since the Internal Revenue Act, 2000 (Act 592) was introduced. However, in 2008 there were only minor changes with the focus on the reduction of the corporate income tax rate on income derived from providing credit to agriculture and communication service tax on Communication Service usage. Like the previous year, no changes were proposed on personal income tax rates, and neither was the tax bands widened. Although there are still several issues in the tax regime that need to be addressed, the last four tax budgets have overall been encouraging for the business community.
Effective 01 July 2007, the currency of Ghana- the Cedi- was redenominated to Ghana Cedi (GH¢) by the Bank of Ghana. The Ghana Cedi (GH¢) was introduced after the denomination of the old Cedi by ten thousand Cedi. This means one Ghana Cedi (GH¢1) is equal to ten thousand of the Cedis (10,000). In this publication, all tables/illustrations and other currency references are based on the Ghana Cedi (GH¢). You must pay Income Tax if you are an employee, sole proprietor, or a person in a partnership and you earn income above Gh¢ 261 per month.

Types of Income Tax

The main types of Income Tax are:

  • Pay As You Earn (PAYE)
  • Personal Income Tax (PIT)
  • Corporate Income Tax (CIT)
  • Withholding Tax (WHT)
  • Rent Income Tax
  • Income Tax Stamp
  • Vehicle Income Tax (VIT)
We will focus on the first type and the most common one, which is Pay As You Earn (PAYE).

Pay As You Earn (PAYE)

It is a tax deducted from employees’ income and is paid by an employer on behalf of the employee. The tax is charged on all income of an individual in employment, whether it is received in benefit or kind. A monthly PAYE return must be filed by the employer on behalf of employees on or before the fifteenth day of the month following the month in which the deduction was made. The tax year of assessment for individuals and partnerships is January 1 to December 31.


Method of calculating income tax payable

The example below demonstrates how an individual is assessed to tax. Eg. Mr. Kwame is an employee of ACS ltd. His monthly basic salary is Gh¢500. additionally, he is entitled to monthly allowances such as transport allowance Gh¢ 500.00, Rent allowance Gh¢ 650, Risk allowance Gh¢250. Mr. Kwame contributes Gh¢150 per month to a provident fund. This is how Mr. Kwame PAYE payable will be Computed.

(I) Kwame’s annual basic salary is Ghc40,000.
The total bonus received is Gh¢5,000.
Kwame’s bonus tax
15% of Gh¢40,000 = Gh¢6,000
total bonus received = Gh¢5,000
Because the bonus received is less than the 15% of annual basic salary, Kwame’s tax on bonus is 5,000 x 5% = Gh¢250
(II) Kwame’s annual basic salary is Gh¢40,000.
The total bonus is Gh¢ 7,000.
Kwame’s bonus tax
15% of Gh¢40,000 = Gh¢6,000
Bonus received = 7,000
Excess bonus (7,000 – 6,000) = 1,000
Bonus tax (6,000 x 5%) = 300

Adaptive HRIS helps in calculation of taxes at the payroll module provided input data is accurate. It makes it very easier in processing pay. You should register to pay Income Tax if you earn income from business and investment. This will help GRA to collect information about your business, for example, location and nature of business. If you do not live in Ghana but earn an income in Ghana, you have to register and pay the taxes on the income earned in Ghana. If you fail to register for Income Tax, GRA will take legal and enforcement actions against your business and person. You will also face sanctions and incur penalties. To register for income tax, you need to go to the nearest GRA Domestic Tax Revenue Division office to fill the Income Tax registration form. You can also download the form online, complete it, and submit it. You need your TIN, business registration certificate, and other supporting documents, for example, bank statements, sale records. If all your documents are valid, your registration should be completed within 24 hours. If your registration is successful, you will be given a provisional assessment of Income Tax to pay for the year.

Your Tax Office will teach you how to keep appropriate records on your business and how to calculate and pay your Income Tax. Your tax file which contains a record of all your tax activities is opened for you.

How do I get help?

Contact the nearest GRA Domestic Tax Revenue Division office to register. Contact the GRA through email on or WhatsApp on 0200631664 / 0552990000 for further help on registration for Income Tax.

Source: GRA Website-