Employee Developmental Problems That Niggle The Organization

Added: Sep 30, 2014 UTC
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What keeps the leaders of an organization awake? A constant source of worry for the employers is employee retention and employee relation in an organization. The main challenge is allowing adequate opportunities for proper training and development of employees so that their performance aids the growth of the company. Another challenging job for the employers is to create a satisfactory environment for proper growth of the workers. This is one of the definitions of Human resources planning and human resources management. Employers normally have to combat some common employee development problems and we have highlighted them below:


Budget and resource restraints

Employees and leaders often complain that they are kept on a shoe string budget. The main purpose in an organization is to get top performance from the employees, keep the share holders happy and gather satisfied customers from the deals. This is tough in a financially constrained environment and even the employees can’t afford to throw extra money at them. It is actually near to impossible to organize expensive training and development programs always for the employees and neither can they keep logging online for training.


Time limitation

A constant revamp of the training program is a must because business environments are constantly developing and the employees need to gear up for new challenges. Each employee has a job cut out at the organization and is missed terribly if they have to leave for training or take a temporary break for developing new skills. The employees who leave in such situations are missed at their work place because of the back log of work collecting for them. Work doesn’t halt in a company and in the absence of one employee another employee takes over , thus wasting time and money.


Ideal training programs

Training and development needs to be constantly updated. Is training the best way to cover up a skills gap? The organization may have time for their employees and may organize training programs but a single time learning experience may not provide the employee the perfect training that can be put to practice in all situations. The newly acquired know-how from the training programs gets restricted to a one-time event if it is not put into practice right away. The newly acquired skills need support from the organization and rest of the employees.

So leave the in-house catalogues aside, stretch out our imagination and utilize the present opportunities and resources to crack the projects. Remember training is important but it’s the “learning on the job” that works the best.

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