[vc_row][vc_column][vc_column_text]The situation of retaining employees is worsening as is finding the right match for the job. Employers express concern over attitude, integrity and skill sets among job seekers while young people fresh on jobs feel that they need more freedom and flexibility in the workspace.
The right answer to what is really happening is still out of our hands but Business 360 brought together six individuals to gain perspective on whether it is lack of investment in creating a stable workforce on the part of employers, or simply a question of new mindset and work culture on part of the employee.
[/vc_column_text][/vc_column][/vc_row][vc_row el_id="Vivek-Risal" css=".vc_custom_1489920779178{margin-bottom: 20px !important;padding-top: 20px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #f7f7f7 !important;}"][vc_column][vc_column_text]
Development planning is bridging the strategic gap between the current state and the desired state. However, this long-term goal of an organization is constantly ignored due to the decelerating requirement with the passage of time. It can be attributed to the trend of ‘job hopping’, where individuals change organisations frequently. With the incorporation of new industries and organisations, individuals have more choices as they seek for the perfect job in the perfect organisation. Due to this organisations are finding it extremely difficult to maintain a stable workforce. In this scenario, development planning will be difficult and is frequently ignored. Another factor is the cost-benefit ratio where cost is higher against the benefit. Training and development costs are high. With considerable investment required, organisations are highly critical of the benefits it will provide in the shorter term as against the perceived benefit from the longer term. Hence, organisations relinquish such training and development activities.
I remember a famous quote by Richard Branson, “Train people well enough so they can leave, treat them well enough that they don’t want to.”
I believe that one of the major reasons why development planning is frequently ignored is because employers think that the employees might leave once trained and they have to train a new batch again. Companies take these development programs as a liability. I, myself, have been told that I wouldn’t be provided any training because I was on a contract basis and this investment was only going to be a liability to them. That statement was the reason why I left my previous job. I felt that I was not being encouraged to grow.
Another reason why it is usually ignored is because employers feel threatened by the new pool of employees who are fast learners. With the rise of so many talents, they feel that the younger generation will beat them and run better companies if they are given the ‘secret ingredient’ to career success, as published in the Harvard Business Review.
Development Planning is very important for all of us, especially in an organization. The HR Department plays a crucial role in keeping the employee engaged, productive and supporting them in their career growth and development. Unfortunately, most organisations in Nepal are ignoring this fact. Probably for the various reasons as below:
Employee development is often ignored because companies focus more on day to day operations rather than on long term goals. Organisations may feel it’s time consuming and an added cost whereas in reality development planning doesn’t have to be elaborative or costly.
Firstly, employees are rarely seen as an asset of the company. They are rather seen as expendable and a liability to the company. Secondly, employers are hesitant as they fear that once trained, employees will leave for a better paying job elsewhere. Therefore, along with development planning it is also necessary to think and plan about how to cultivate loyalty and feeling of ownership among employees. It is also necessary to make the trainings need based and demand driven. Many of the employee development programmers that exist are for the sake of training only.
I think development planning is frequently ignored due to lack of proper systems in the company which does not follow up on employee development and career growth.
Right after graduation, the employee gets enrolled into the humdrum of job responsibilities that partaking in such events may seem a waste of time. I think there should be proper guidance, work appraisal and motivation driven by the HR team specifically.
Vivek Risal
Manager – Research & Development, Mercantile Exchange Nepal
Why is development planning in organisations frequently ignored
Development planning is bridging the strategic gap between the current state and the desired state. However, this long-term goal of an organization is constantly ignored due to the decelerating requirement with the passage of time. It can be attributed to the trend of ‘job hopping’, where individuals change organisations frequently. With the incorporation of new industries and organisations, individuals have more choices as they seek for the perfect job in the perfect organisation. Due to this organisations are finding it extremely difficult to maintain a stable workforce. In this scenario, development planning will be difficult and is frequently ignored. Another factor is the cost-benefit ratio where cost is higher against the benefit. Training and development costs are high. With considerable investment required, organisations are highly critical of the benefits it will provide in the shorter term as against the perceived benefit from the longer term. Hence, organisations relinquish such training and development activities.
Why is employee development important
Richard Branson, a business tycoon, once said, “If you take care of your employees, they will take care of the clients.” The preceding quote is apt since organisations are on the quest of improving their bottom line. And to increase your bottom line is to increase your revenue. Revenue can be increased by the ability and the willingness of the employee who mostly is in touch with the clients. The customer may be the ‘king’ but the importance of an employee cannot be ignored as they provide an important cog in the system that drives the ideas forward and convinces clients to purchase a product or service. With employee development programs, the employee will attain the intangible goal of job satisfaction while the organisation will accomplish the forecasted revenue target. A win-win situation is generated. However, the real scenario in Nepalese organisations paints a different picture. Due to the lack of relevant and qualitative training institutes and lack of financial resources to undertake such employee development programs, organizations generally neglect the programs and thereby the opportunity to build and develop the enveloping human resources.Why are top managers on a non-stop job hunt
The drive to succeed and the hunger to better oneself are some of the reasons that a manager is always on the lookout for – what’s next? Success not only equates to monetary aspects but also non-monetary attributes where job satisfaction and peer appreciation come to the fore. Societal appreciation of a particular class of profession is always at the top of a pyramid of achievements. With the advancement of technology, the search has become convenient and with just a few clicks, a job seeker is able to filter vacancies according to requirement. Peer pressure is also instrumental as pressure from the immediate circle of friends or co-workers compel one to seek out new prospects. Age barrier can also be a factor as one adds years to life, the options decrease significantly. Hence, one is always under the notion; to make the best of oneself so that the juice may be worth the squeeze while it lasts.[/vc_column_text][/vc_column][/vc_row][vc_row el_id="Sadiksha-Thapa" css=".vc_custom_1489920769715{margin-bottom: 20px !important;padding-top: 20px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #f7f7f7 !important;}"][vc_column][vc_column_text]Sadiksha Thapa
Executive Director, Debate Network Nepal, MBA Student at King’s College
Why is development planning in organisations frequently ignored
I remember a famous quote by Richard Branson, “Train people well enough so they can leave, treat them well enough that they don’t want to.”
I believe that one of the major reasons why development planning is frequently ignored is because employers think that the employees might leave once trained and they have to train a new batch again. Companies take these development programs as a liability. I, myself, have been told that I wouldn’t be provided any training because I was on a contract basis and this investment was only going to be a liability to them. That statement was the reason why I left my previous job. I felt that I was not being encouraged to grow.
Another reason why it is usually ignored is because employers feel threatened by the new pool of employees who are fast learners. With the rise of so many talents, they feel that the younger generation will beat them and run better companies if they are given the ‘secret ingredient’ to career success, as published in the Harvard Business Review.
Why is employee development important
Retaining employees is the most difficult and important aspect of a company. Mainly because millennials are the new pool of employees, and the major motivation behind a job is not just the paycheck as it used to be. The younger generation is more motivated by self-growth and job satisfaction. You can’t retain employees today by giving them a fat paycheck and treat them like a donkey every day. Employees leave because they don’t feel that they are growing or making a difference in the company. This generation is changing rapidly and every day we come across so many amazing new innovative ideas that can increase our efficiency and improve the quality of products. Hence, it is important for employees to stay updated about innovative ideas and have access to trainings and development programs.Why are top managers on a non-stop job hunt
I wouldn’t say only top managers are on a non-stop job hunt. Everyone from top to bottom is looking for better opportunities. Gone are the days when employees stayed in a company for 20 years. Today more people are looking for opportunities where they will be treated better. I also think top managers are on a constant outlook for new jobs because they feel that they have done enough in their current companies and they want to explore newer horizons. They look for places where they can do more. Thus, it is very important to invest in employee development at all levels including the top rung. Human beings do look for constant growth. That’s what evolution is all about.[/vc_column_text][/vc_column][/vc_row][vc_row el_id="Roopesh-Shrestha" css=".vc_custom_1489920792825{margin-bottom: 20px !important;padding-top: 20px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #f7f7f7 !important;}"][vc_column][vc_column_text]Roopesh Shrestha
Manager – Training & Development, Radisson Hotel
Why is development planning frequently ignored
Development Planning is very important for all of us, especially in an organization. The HR Department plays a crucial role in keeping the employee engaged, productive and supporting them in their career growth and development. Unfortunately, most organisations in Nepal are ignoring this fact. Probably for the various reasons as below:
- high cost involved - lack of adequate staff and spare time - company lacks vision and mission - due to incompetency of the boss or entrepreneur - focusing only on profit - Not focus on company values and goals - traditional approach - lack of staff involvement
Why is employee development important
It is very important to any organisation and for the employee as well. Employees with growth mindset join an industry or organisation where more exposure and growth is available to them. They are goal oriented. Whereas people with a narrow mindset choose stagnancy rather than change. The top ten most reputed and successful companies today are known to invest a lot in employee development. This gives the employee a sense of ownership and enhances their performance. Zig Ziglar said, “We don’t take care of business, we take care of our people, and people will take care of the business”. This statement is very important to understand by the top level management and employers.Why are top managers on a non-stop job hunt
I think they are trying to find an organization where they can grow and enhance their talents.[/vc_column_text][/vc_column][/vc_row][vc_row el_id="Shilpa-Dhakal" css=".vc_custom_1489920951905{margin-bottom: 20px !important;padding-top: 20px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #f7f7f7 !important;}"][vc_column][vc_column_text]Shilpa Dhakal
Program Coordinator, Rajdhani Model College and visiting faculty at Nepal College of Travel and Tourism Management (NCTTM)
Why is development planning frequently ignored
Employee development is often ignored because companies focus more on day to day operations rather than on long term goals. Organisations may feel it’s time consuming and an added cost whereas in reality development planning doesn’t have to be elaborative or costly.
Why is employee development important
Employee development is a combined effort and an on-going process by employees and employers to ensure that skills, abilities and knowledge are constantly being upgraded. Employee development is important because it can instigate positive change to organisational performance, improve productivity and efficiency. At its core it’s mostly a matter of good managers taking person-to-person approach to understand their employees, recognizing their skills, needs and guiding them to fill in the gaps. It should be that after such trainings, the workforce should be more accomplished in their roles.Why are top managers on a non-stop job hunt
Top managers are on a non-stop job hunt because appealing salary and perks alone is not the only driving factor. They seek challenges and other incentives such as fame and recognition. They need to have a challenging and progressive environment for them to stay. For this to be a successful there needs to be a balance between the organisation’s needs and the individual’s career goals and aspirations.[/vc_column_text][/vc_column][/vc_row][vc_row el_id="Surath-Giri" css=".vc_custom_1489921104080{margin-bottom: 20px !important;padding-top: 20px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #f7f7f7 !important;}"][vc_column][vc_column_text]Surath Giri
Entrepreneur, Founder of Onion Films Nepal and Nepal Language and Research Solutions
Why is development planning frequently ignored
Firstly, employees are rarely seen as an asset of the company. They are rather seen as expendable and a liability to the company. Secondly, employers are hesitant as they fear that once trained, employees will leave for a better paying job elsewhere. Therefore, along with development planning it is also necessary to think and plan about how to cultivate loyalty and feeling of ownership among employees. It is also necessary to make the trainings need based and demand driven. Many of the employee development programmers that exist are for the sake of training only.
Why is employee development important
Employees of a company can make or break the company. Employee performance is a key determinant of the company’s success. Therefore, it is important to continuously develop employee skills and capacities in order to keep enhancing the company’s output. In Nepal, however, employees are rarely seen as an integral part of the company. They are seen as expendables. This has led to neglect of employee development by even prominent corporate houses of Nepal. I think the reason behind this is also that the majority of medium and large businesses in Nepal are family run businesses. We are yet to see a truly professional management practice.Why are top managers on a non-stop job hunt
Times have changed, good salary and benefits can no longer determine whether a good manager will stay or go. Nowadays employees are more demanding and daring and they want it all; job satisfaction, prestige and success![/vc_column_text][/vc_column][/vc_row][vc_row el_id="Faija-Parween" css=".vc_custom_1489921202510{margin-bottom: 20px !important;padding-top: 20px !important;padding-right: 10px !important;padding-bottom: 10px !important;padding-left: 10px !important;background-color: #f7f7f7 !important;}"][vc_column][vc_column_text]Faija Parween
Chairperson, Open Space Nepal and Country Director of 60 Second International Film Festival
Why is development planning frequently ignored
I think development planning is frequently ignored due to lack of proper systems in the company which does not follow up on employee development and career growth.
Right after graduation, the employee gets enrolled into the humdrum of job responsibilities that partaking in such events may seem a waste of time. I think there should be proper guidance, work appraisal and motivation driven by the HR team specifically.
Why is employee development important
Employee development helps increase productivity and keeps the employee feel valued for their contribution. This allows a sense of ownership and makes an individual responsible for the growth of the company.Why are top managers on a non-stop job hunt
Frankly, it must be due to the not-so-satisfying pay scale and lack of belonging with the company.[/vc_column_text][/vc_column][/vc_row]
Published Date: March 19, 2017, 12:00 am
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