Hi, If a senior employee get to know that there is no further learning or challenges in his role, what is the ideal suggestion.
From India, Mumbai
From India, Mumbai
HI, Can u be clear in your query /? What exactly your trying to know ? SANTHOSH HR CONSULTANT
From India, Madras
5From India, Madras
HI Rashmi,
The employee should be clear in what he is up to/?
When he is happy with the work and the roles he does ..................he can go ahead....
when he wats to learn , he should try to create scope for learning on job or just update himself on his /her own by creating new ideas for learning on job .
SANTHOSH HR CONSULTANT
From India, Madras
The employee should be clear in what he is up to/?
When he is happy with the work and the roles he does ..................he can go ahead....
when he wats to learn , he should try to create scope for learning on job or just update himself on his /her own by creating new ideas for learning on job .
SANTHOSH HR CONSULTANT
From India, Madras
I agree with Santhosh, Cite HR is a platform where you get almost all the reverts/ information! My questions are:
1) Are you a councellor/ HR etc.
2) Has that senior member approached you directly or you have come to know thru a 3rd person?
3) If you have interacted with him what questions have you asked, to figure that he is unhappy with his current profile? Then why did he happen to choose this line (Was it by choice or by chance)
Would appreciate if correct question is asked
From India, Mumbai
1) Are you a councellor/ HR etc.
2) Has that senior member approached you directly or you have come to know thru a 3rd person?
3) If you have interacted with him what questions have you asked, to figure that he is unhappy with his current profile? Then why did he happen to choose this line (Was it by choice or by chance)
Would appreciate if correct question is asked
From India, Mumbai
Pls post some PPTs or article on Learning & development Knowledge Enhancement for HR professionals
From India, Mumbai
From India, Mumbai
Hi Rashmi,
The Senior Manager who thinks he doesn't have much to learn, requires coaching/mentoring.
Your business line is still in the growth phase so there is no chance that all has been learnt.
The manager has to take newer challenges which the organization has to tell him implicitly or explicitly.
Regards,
Rajiv
From India, Mumbai
The Senior Manager who thinks he doesn't have much to learn, requires coaching/mentoring.
Your business line is still in the growth phase so there is no chance that all has been learnt.
The manager has to take newer challenges which the organization has to tell him implicitly or explicitly.
Regards,
Rajiv
From India, Mumbai
Dear friends,
It is a fact that one does not know to decide on what quantum of learning, quality, the period of learning, applicability of the inputs in various situations in life etc. The learning and development are life long activities. The challenges are man made but the learning is not man made and it is a nature s reflection or evolution. There is no end practically even in a small company for learning and development.
By the way What is meant by senior employee? is it by age or experience or knowledge? Who decides the learning curve for him?
The so called senior employee if tested. examined and given the result of his own self from different dimensions from the same industry or from the boss of same company, he will be shocked to find that the result are totally from what he has perceived from his angle.
It is a question of mind set. Please remember that you want the change to take place around you for good reasons and for good deeds, one has to be tool of change. Rather than expecting some miracle or change to take place.
By the way the service industry is in growth stage -- in particular logistics and courier. There is a enormous scope in every discipline there. This forum does not give sollution for every thread rather it is a tool for introspection for every individual against the given circumstances.
Best of luck.
V. Rangarajan.
From India, Pune
It is a fact that one does not know to decide on what quantum of learning, quality, the period of learning, applicability of the inputs in various situations in life etc. The learning and development are life long activities. The challenges are man made but the learning is not man made and it is a nature s reflection or evolution. There is no end practically even in a small company for learning and development.
By the way What is meant by senior employee? is it by age or experience or knowledge? Who decides the learning curve for him?
The so called senior employee if tested. examined and given the result of his own self from different dimensions from the same industry or from the boss of same company, he will be shocked to find that the result are totally from what he has perceived from his angle.
It is a question of mind set. Please remember that you want the change to take place around you for good reasons and for good deeds, one has to be tool of change. Rather than expecting some miracle or change to take place.
By the way the service industry is in growth stage -- in particular logistics and courier. There is a enormous scope in every discipline there. This forum does not give sollution for every thread rather it is a tool for introspection for every individual against the given circumstances.
Best of luck.
V. Rangarajan.
From India, Pune
Thanks for your inputs Mr. Rangarajan, Santosh and others. Could anyone share the effective model of learning & development, knowledge enhancement in HR field....
From India, Mumbai
From India, Mumbai
Rashmi
As a professional we are all go in a cycle of learning and unlearning
As we grow in any organisation learning part will come down and unlearning happens.
I say even unlearning ( using your aquired skills in solving issues) is also a form of learning.
I agree with you if you say there is no new challenges. In such scenareo one should look for new opportunties either to learn or unlearn.
Hope i have answered your question
with best regards
From India, Bangalore
As a professional we are all go in a cycle of learning and unlearning
As we grow in any organisation learning part will come down and unlearning happens.
I say even unlearning ( using your aquired skills in solving issues) is also a form of learning.
I agree with you if you say there is no new challenges. In such scenareo one should look for new opportunties either to learn or unlearn.
Hope i have answered your question
with best regards
From India, Bangalore
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Employee Development - PPT 9.ppt
Employee Development Plan.doc