Whose Job is it?

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Some of you may realize I have a survey running on whether managers have the necessary knowledge, skills and mindset to be able to retain and develop their people.

This survey question, brought upon a couple of interesting responses from a couple of people. Very legitimate questions, that I took for granted. Yes, I am still learning.


First, Managers will be competent if retaining and developing people is part of their KPI.


Second, Why would people develop themselves if there is no incentives to do so?


What do you think about these two statements?

Comments

  1. Ben GrantJanuary 26, 2011 at 8:56 AM

    Received this response from MR N via email.

    I have comments on the questionaires..

    a. KPI for ability to retent people is hard to quantify. It is a value not an index. For me, its for decision makers to reason out but not useful for executives to determine manpower requirements. Whats the point of making it a KPI when it is a burden rather than a solutions?

    b. People will adjust according to their own delusions, that is not neccesarily a same vision as their company. Sleep on a same pillow but not necessarily the share the same dream. Incentives or not, companies tend to dish it out in the forms of training. What can training to change when salary and promotions does not commensurate the training? Which company in Malaysia would raise a salary to their staff after he obtain a Phd? Airlines to pay staff if they went thru competency training and exams. What happen after that? The crew chnage their airlines.

    I read in the US Machinist and Aerospace Union website, their motto was something like this " the main reason we work is to get money, so we want more money". Retention of staff with respect to work is all about money.
    ***********

    ReplyDelete
  2. Ben GrantJanuary 26, 2011 at 8:57 AM

    I received this response from Mr F via email

    A: I agree that retaining and developing talents should be part of their KPI though these 2 are not the only things important, but they are important. An organization will suffer through re-training and employing new staff to replace staff who quit their jobs because of dissatisfaction at work. These “grumpy” employees will most likely not do a proper handover and could potentially be carrying negative sentiments with them, which might hurt the organization’s image (including the leader’s) through word of mouth.

    A: Self development should come from within one’s self, not purely for incentives from their current employer, but also as an “investment” towards their future. The better they can develop themselves with skills, leadership qualities, performance, the better they are marketable throughout their career.

    ReplyDelete
  3. Ben GrantJanuary 26, 2011 at 8:58 AM

    Received this from Ms Z via email.

    1. Yes
    2. We have to motivate ourselves and aren’t we supposed to learn all the time?

    ReplyDelete
  4. nrulblueyesJanuary 26, 2011 at 12:05 PM

    Hi Iskandar.
    This is my 2cents on your statement
    1. Managers have to be competent in developing people whether or not it is in their KPI. KPI is a performance measurement which allow people to know what is expected from them and that they have to find way to achieve it. It is the job of managers to support their subordinates to achieve their KPI, including providing the resources and capability. Some organization put certain percentage on the manager KPI on the KPI achievement of their subordinate. This is because coaching is IMPORTANT.

    2. People always feel that training and development are rewards. Actually both are responsibility and requirement. People attended training to improve their skill which should translate to better performance. The incentive will come subsequently through promotion and upgrading. However, many company do provide competency and training incentive to promote the learning culture.

    Interesting question you put though ;)

    Thanks
    -nrul

    ReplyDelete
  5. Ben GrantJanuary 26, 2011 at 1:40 PM

    Received From Mr T, via email.

    First,
    Yes it helps when it is part of his KPI. It still depends on individual and the Corporate Culture within the Company. Based on experience in Malaysia, most Managers are very selfish. They spent most of their times looking only after themself.

    Second,
    I believe Self Development is very individual. It is within each individual self subject to their upbringing and surroundings (eg Role Model from parents, friends or peers). Some have it and some don't.

    ReplyDelete
  6. Ben GrantJanuary 26, 2011 at 1:42 PM

    Nurul Fathiyah, thank you for the comment. Very enlightening.

    ReplyDelete

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