1. What are some of the challenges faced by organizations and HRD professionals in today’s marketplace?
Today, companies are taking a closer look at their financial statementsand are focusing more on what functions bring value to the organization. Therefore, it is critical for HRD professionals to demonstrate the value-added of this field to key stakeholders and the return on the investment oftraining in the productivityand bottom line of the company. In other words,earn credibility and show that HRD plays a strategic role and increases the competitive edge of the organization. In addition, some othermajor challenges faced by organizations and HRD professionals in today’s marketplace include managing a diverse workforce. More women, minorities, and people with different ethnic backgrounds, and age are entering or are part of the workforce. Consequently, more tolerance and understanding of differences among people is needed.Organizations must manage diversity effectively to avoid discrimination issues, utilize full potential of employees, and remain competitive in different countries. Also, organizations need to compete in a global economy. They must survive and grow under complex and competitive market conditions and changes. Employees need toacquire different skills and keep current with changes in the workplace including new technologyand organizations need to develop global leaders to conduct business in other countries, hire people with basic skills to perform different tasks, and provide learning opportunities which includes investing in HRD to eliminate skills gaps.
2. Is motivation in the workplace necessary or just a device used by managers to manipulate employees?
Motivation in the workplace is necessary. It is a tool that influencesemployee behavior and performance to achieve organizational results and productivity. Motivated employees are committed to work hard and can deal with the rapid changes and challenges of today’s business world.
Due to the fact that people have different needs, HRD professionals and leaders within the organization must design different incentive programs to address basic needs and requirements for employees.
Yes, it helps managers to engage employees to achieve organizational objectives such as high productivity and profits, but at the same time, motivation addresses employee needs and offers benefits in return of the contribution they make to the organization. Employees gain recognition, satisfaction, growth within the organization, develop new skills and knowledge, among others, depending on the motivational strategy offered. At the end, that is what motivation is about, moving people to perform actions to accomplish goals and needs.
3. Finally, HRD professionals do advocate career development- but do organizations really care about the career development of their employees? What is your opinion on this subject?
Some organizations, especially large ones, do care for the career development of their employees, but if it is focused to the mission, vision and objectives of the organization. It goes more towards the benefit of the company to fulfill its business goals. Organizations are notreally committed to helping employees achieve personal career goals.
Some organizationsinvest in career development because they believe learning is crucial to continuous improvement, increasing employee potential and performance, retain their best employees, and fulfilling their mission. They understand that if they want to be competent in today’s fast-paced and complex economy, they need knowledgeable and skilled employees to meet job demands.
However, they are concerned about the payouts or returns on this particular investment since after developing an employee, he/she decides to leave the company and works for competitors. On the contrary, some employees take advantage of the training and development opportunities, become more committed to the organization, and apply the acquired skills to improve performance and help the organization reach its business strategy.
Rekenya:
I agree with the fact that employees loose creativity, are unhappy and, therefore, are less productive if not motivated. They do not feel committed and valued by company management.
If organizations feel motivated, they work towards their personal growth and