AUGUST 21 — The generation of today’s employees seem not to be loyal to one job; they tend to change or quit easily — probably to advance their career, seek better careers, or as a result of a fallout with their employers. In the case of a fallout, people are too quick to take sides. Generally, they blame employees’ decision to quit their places of work on the unfriendly attitude of the managers or employers.
Have you ever considered the grounds related to employees’ inaptitude? Employees are expected to possess certain skills for the job position they held or are to occupy. Every organisation requires this competency component in every employee. It has to do with employees’ ability to do particular work at a certain level. Employee aptitude is determined prior to employment and checked throughout their working life.
Thus, employee development should assist employers in fulfilling the arduous task of getting the right person in the right job. Note the intentional use of “right” here. This is because no organisation or employee is ideally perfect. Practically, employees may not be able to fulfil or accomplish every requirement or demand of their job. The reason is not farfetched from the constantly evolving organisation’s requirements as well as the workforce.
Employee inaptitude is usually demonstrated after their actual placement in the organisation. Employees are usually expected to meet their given targets within a specified period. The failure to meet those targets could be a basis for an employer to dismiss their employees. This is because every organisation has goals that must be met and each department in the organisation, though distinct, works towards a common goal.
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