If I Were in Charge

But the people who do that once a year for no compelling reason lack loyalty to the companies that took chance in hiring them. Sure, exceptional circumstances warrant quick job switches, but a pattern of short stints is a dead gateway of a lack of loyalty. Employers simply can not afford to invest valuable training time, resources and compensation on workers who routinely stay less than two years. How an employee grooms and dresses is an excellent indication of his level of self-respect and respect for a professional business environment. Employers are humans, they would rather work with clean, neatly-dressed people than with slobs.

The lack of it could cause downsizing because of payroll issues. Technology is always changing, and some companies do not have the time or money to update their equipment. This will result in losing some customers, and without customers there is no inflow of money. Also with the changing technology comes more competition. Many new companies are trying to break into the business barriers.

Customers are losing patience with Company X because the overall development time for each program is taking too long. The excessive amount of development time is due to a lack of structure and organization within the company. Employees are completing tasks their own way instead of following a ... ... middle of paper ... ... A certification test for employees is another measure that can be implemented to reduce problems and risks. The certification test can measure the employee or soon to be hired employee's abilities and functions. The test will supply information to the company to determine where the employee will best benefit the company.

Most of time, companies develop and implement training without a thorough needs analysis resulting in training too much, training to little, or training for the wrong reasons. The overall long-term result is that employees/supervisors are not equipped or empowered to facilitate change. Normally, the following is how new technology is introduced to organizations which creates major problems for the supervisor. Big Business offers this new technology with the promise of improved efficiency and lower operating cost. This new technology is mostly force feed down to the line with little or no input from the actual user or the supervisor on the implementation plan or the training plan.

BUSINESS NEEDS FOR AN ALTERNATIVE TRAINING APPORACH One of the criticisms most commonly leveled and HRD professionals today is that they lack business savvy and do not speak the language of business. Business language requires HRD professionals to consider the return to the organization for dollars spend on training. Billions of dollars are spent on training and dev... ... middle of paper ... ...in or lose from this effort. 4. While he client can involve others, someone in the client group must be in the chain of command of the learners.

What happens in many of these cases, then, is that a need arises for a specific skill and personnel are not ready to meet the need, so outsourcing becomes necessary. Making changes within the corporation’s future goals without paying attention to how these changes might impact the infrastructure of the company itself is, in a sense, counter productive. Other factors, which limit productivity, are a lack of cross-functionality. In other words, considerable time and expense is invested in the training of various personnel, and then when that person or persons leaves the position, for whatever reason, there is no one there that can do their particular job, leaving a hole in the overall effort of the corporate ‘team’. However, if some proficiency were taught in a cross functional way, so that several employees were taught similar skills, then this ‘gap’ would be less likely to occur.

Management has a huge responsibility in running a business. Without fully trained, qualified managers, the company will suffer. Managers at Atwood’s lack the ability to correctly manage their employees. They tend to make rude remarks towards employees as well as costumers. The management has also had the problem of overstaffing employees because they are a new business.

Only a senior management badly out of touch with the field and the customers could have been so unaware of what was really going on. Gerstner doesn't intend to make that mistake. • He is making big changes in IBM senior management and many more changes are likely to come. Tellingly, these appointments are from outside of IBM (nearly unheard of in days gone by) and each appointment appears in the business press with tales of just how tough the manager has been before and how good he is in tricky situations.

One of the largest problems the accounting firm has is that they do not pay the competitive wage for what is expected of staff accountants. The company is losing a lot of potential job candidates with the wages they are offering. In order to create longevity for the firm the entire compensation package needs to be analyzed and restructured. WHB&D would benefit from compensation restructuring because they would help increase their likelihood of getting high quality new hires. It no longer can just work for the employees that currently work there, goals must be created for what the future of the firm will look like.

Companies tend to have many fears regarding the young professionals. The main reason is that the contemporary business does not believe in skills, knowledge, and professionalism of a young generation. Many businesspeople find it a risky path to hire the graduates and give them a chance to apply their skills. On the one hand, one can understand this position as long as the business development takes much time to set the appropriate performance and build a respectable company able to compete in the global market. When it comes to hiring the new employees, companies tend to choose experienced professionals.