35 yrs. Ago when I had black hairs on my head young employees we hired were ambitions, consciences, hardworking and honest today's young worker don't have the same values. Do you agree or disagree?
welcome suggestions!
From India, Gurgaon
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3welcome suggestions!
From India, Gurgaon
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Talking about efficiency, how do we define efficiency?
Are we saying that the professionals today are not as efficient when it comes to work?
Are we saying that the professionals are not equally enthusiastic and self-motivated today?
Are we saying that the professionals today are not "loyal" to the companies?
Let's look at it this way:
Three decades ago, the education patterns were different, and fewer people could afford higher or vocational education. Those who did preferred to stay with the organization that they had. The opportunities in terms of jobs were comparatively lesser.
Today we have a host of opportunities in IT, ITES, BPO's, KPO's. The employers earlier had a "dictating word and bargaining power," but today the employees have a good deal of say. Had such options been available earlier, I am sure the "then" employees would have surely made use of such opportunities...
I am in no way protecting or defending the current generation. Of course, the options that the current job market has provided have triggered a hopping trend amongst the working force. An average employee in an IT organization stays with the company for an average of about 2 years and starts seeking better opportunities...
I feel the workforce temperaments change with changing economies; the more the economy grows, the more changing patterns we will see in the workforce.
Thanks,
Kamaljit Kaur
From India, Pune
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Are we saying that the professionals today are not as efficient when it comes to work?
Are we saying that the professionals are not equally enthusiastic and self-motivated today?
Are we saying that the professionals today are not "loyal" to the companies?
Let's look at it this way:
Three decades ago, the education patterns were different, and fewer people could afford higher or vocational education. Those who did preferred to stay with the organization that they had. The opportunities in terms of jobs were comparatively lesser.
Today we have a host of opportunities in IT, ITES, BPO's, KPO's. The employers earlier had a "dictating word and bargaining power," but today the employees have a good deal of say. Had such options been available earlier, I am sure the "then" employees would have surely made use of such opportunities...
I am in no way protecting or defending the current generation. Of course, the options that the current job market has provided have triggered a hopping trend amongst the working force. An average employee in an IT organization stays with the company for an average of about 2 years and starts seeking better opportunities...
I feel the workforce temperaments change with changing economies; the more the economy grows, the more changing patterns we will see in the workforce.
Thanks,
Kamaljit Kaur
From India, Pune
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Well, surely you have a point. What I would like to mention is that we have evolved some words recently. These words are HR, MOTIVATION, DEDICATION, ENTHUSIASM, PROFESSIONALISM, CHALLENGE NECESSARY, and so on.
But one point I would like to add, which is significant, is that our parents/elders were more contented and satisfied with their jobs than we are today. Today, we might be earning much more than them, but rarely did I see elders coming home late from the office, bringing office work home, and they were satisfied with their pay and work. Mostly, they did not need training classes and yoga classes, as their work was limited to office timings.
Today, we are working 12-14 hours and then going to yoga classes, motivation classes started by our company. The time we have for ourselves, our personal life, is limited. The company defines work-life balance by implementing yoga classes and motivational sessions. However, it forgets the common sense that work-life balance is created by a balanced professional and personal life. How employees spend their personal life should be decided by the employees, not the company, by starting yoga classes and motivational sessions.
From India, Pune
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But one point I would like to add, which is significant, is that our parents/elders were more contented and satisfied with their jobs than we are today. Today, we might be earning much more than them, but rarely did I see elders coming home late from the office, bringing office work home, and they were satisfied with their pay and work. Mostly, they did not need training classes and yoga classes, as their work was limited to office timings.
Today, we are working 12-14 hours and then going to yoga classes, motivation classes started by our company. The time we have for ourselves, our personal life, is limited. The company defines work-life balance by implementing yoga classes and motivational sessions. However, it forgets the common sense that work-life balance is created by a balanced professional and personal life. How employees spend their personal life should be decided by the employees, not the company, by starting yoga classes and motivational sessions.
From India, Pune
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my dear,
my question is pl. read it carefully "young employees we hired were ambitions, consciences, hardworking and honest today's young worker don't have the same values" i am not asking for their health or yoga etc.
From India, Gurgaon
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my question is pl. read it carefully "young employees we hired were ambitions, consciences, hardworking and honest today's young worker don't have the same values" i am not asking for their health or yoga etc.
From India, Gurgaon
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I would try to comment in a simple way.
All depends on how you recruit people and how you analyze them. Enthusiastic young people are available, but you have to recruit the right candidates. India is a highly resourceful country, and the job market is full of opportunities. Job descriptions have become very niche, resulting in a scarcity of relevant and competent candidates.
I am not going off track; I want to say that nowadays, you will find many courses available in various fields from different institutes and business schools. Many average individuals are taking courses from C-grade or unknown institutes, and various crash courses are available in the market to enhance skills. During interviews, these individuals often appear very confident and skill-oriented.
Due to the boom in the job market, skilled individuals are commanding higher salaries. However, when individuals earning lower salaries compare themselves to others, they may feel demotivated and consequently, their productivity may decrease. It's essential to identify and hire candidates who genuinely enjoy their work.
Additionally, the HR department must address this by providing training and career development programs. It is crucial to understand what your employees desire and act accordingly. If they aspire to progress, motivate them with incentives. If their performance is lacking, provide appropriate feedback.
Strategic planning is key in managing these aspects effectively.
From India, Mumbai
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All depends on how you recruit people and how you analyze them. Enthusiastic young people are available, but you have to recruit the right candidates. India is a highly resourceful country, and the job market is full of opportunities. Job descriptions have become very niche, resulting in a scarcity of relevant and competent candidates.
I am not going off track; I want to say that nowadays, you will find many courses available in various fields from different institutes and business schools. Many average individuals are taking courses from C-grade or unknown institutes, and various crash courses are available in the market to enhance skills. During interviews, these individuals often appear very confident and skill-oriented.
Due to the boom in the job market, skilled individuals are commanding higher salaries. However, when individuals earning lower salaries compare themselves to others, they may feel demotivated and consequently, their productivity may decrease. It's essential to identify and hire candidates who genuinely enjoy their work.
Additionally, the HR department must address this by providing training and career development programs. It is crucial to understand what your employees desire and act accordingly. If they aspire to progress, motivate them with incentives. If their performance is lacking, provide appropriate feedback.
Strategic planning is key in managing these aspects effectively.
From India, Mumbai
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No, they were not more efficient than today's generation of people - a mix of smart work and techno-savvy. Today, people are more adaptable to the changing organizational environment both externally and internally. Behaviors of resisting change have declined. This makes the core professional human nature more flexible, leading to reshaped values, conscience, and principles as per the demands of the business situation.
Thirty-five years ago, people had a rigid backbone due to prolonged associations with a single location, family, and organization, which brought permanency to their thinking patterns, values, and beliefs. Consequently, one could find individuals possessing a single skill, with loyalty and industry going hand in hand.
Today, the number of individuals with multitasking capabilities has increased, as have the industries. The bottom line is that efficiency should be measured by considering the output under specific situations rather than a general timeframe.
From India, Calcutta
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Thirty-five years ago, people had a rigid backbone due to prolonged associations with a single location, family, and organization, which brought permanency to their thinking patterns, values, and beliefs. Consequently, one could find individuals possessing a single skill, with loyalty and industry going hand in hand.
Today, the number of individuals with multitasking capabilities has increased, as have the industries. The bottom line is that efficiency should be measured by considering the output under specific situations rather than a general timeframe.
From India, Calcutta
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