Attitude matters a lot, regardless what job you are into and for whom you are performing that job. Today, both employees and HR managers work shoulder to shoulder to overcome the talent management challenges to enhance company’s productivity.
HR personnel are not solely responsible for creating a healthy work culture, but it is a shared responsibility of both, employees, and HR managers. It is essential that every person who is a part of the organization must contribute to achieving an overall productive outcome.
Helping managers help employees
One of the biggest concerns among employees is their organization or managers are not efficiently assisting them in managing their career. A solid career support system is expected by employees when they become a part of an organization. Due to some reasons, managers or HR personnel fail to do so. Hence, an environment of ambiguity is developed affecting employee engagement and retention.
According to2013-2014 Talent Management and Rewards Study, only 26% employees agreed that their managers are effective in providing career guidance. However, only 16% employees mentioned that their managers conduct career development discussions periodically.
Let’s first understand why managers seem to be lacking in this department?
The simple answer is, most managers do not see “guiding career” of their team members (employees) as part of their job profile. They hold on to an invalid belief that career management is the personal responsibility.
Here, managers are not a sole reason to blame. To some extent, organizations are also responsible for creating this kind of attitude among managers. In recent HR survey, it is highlighted that most organizations fail to equip their managers with right training and development tools. Hence, managers fail to address the key elements of career management with their employees.
Regardless, the fact every organization assigns a value to career management program for their employees and some extent this resulted in effective career discussions. However, in a long term, the importance of right training and tools fails to translate into accountability or action.
How do employees play a significant role in assisting their organizations’ Human Resource Practices?
Whether, we talk about talent management or learning and development practices, all keep “employees” in priority followed by company goals. Thus, employees can perform the job with required quality and efficiency and with the right attitude.
In other words, it is a simple rule of “reciprocation”, when you give something to another person without asking, this act puts that person under obligation to return a favor whenever possible.
Similarly, it is with business organizations and their employees. When an employee is adding an extra value to the organization, in addition to effective utilization of training given to him or her, then he or she is putting the organization under the rule of “reciprocation”. Therefore, the organization will start focusing on their employee engagement activities and innovate better career development plan for them.
Hence, when an employee is willing to learn and feels committed to his or her organization,along, managers who are willing to include career development of their employees in their job description. And, then there is organization ready to provide necessary tools and training to managers. At last, it will be justified to say, such organizations would not hassle at any level and overcome the Human Resource Challenges as a piece of cake.