Tuesday, May 4, 2010

Nurturing employees

Many companies nowadays put forward programs to help their employees to develop. One interesting marketing campaign I have seen said "your development is your responsibility" implying that the employees have to take charge of their own development (I assume it means career and personal development). However, it does not seem to imply employer's role in it.

Granted that unless one is driving oneself, one would find it hard to succeed in anything. However, many times the employees' hands are bound by what the employers plan. How many employers would agree to fund and support their employees' development plan which is not aligned with the greater business objectives (aka making money)? I am not pessimistic to say none but I would say a great deal of them would say a clear "NO" although they may hide it under different disguise. In reality, a development plan means time and cost is required. A mentoring plan requires the mentor to spend the time and it is an opportunity cost where the time can be used to make money. A course will cost the department / company. These are the parts that are often forgotten. I would argue then that the employers have a bigger role in developing the employees. All comes to budget and thoughts within the organizations. All need management support. A company losing money will not be able to realistically fund for a course for the employees unless the course will make more money in a very short time!! However, I would also argue that the employers should look into a longer term and think about how the employees can be happier, more productive and when even leaving a company they may appreciate what have been done. These intangible values are somewhat lost, at least based on what I have experienced and through my reading of the newspaper. Sadly..

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