Register now or log in to join your professional community.
Investment on employees is direct investment on organization
Usually CFO looking for profit, but in zig-zag way, because of this he asked his colleage that if we develope people & they leave us, Im100 % sure , he should say why I shoud spend money, & this is will decrease our Bonus & stock-share percentage at the end of the yr, anyway developing people its crucial process for all respectable company, in which training & developing people will create a reason for them to stay not to leave, because they will enrich their knowlege first. For CEO, answer ; he push CFO to develope the people as a whole , finally developing people which enrich balance sheet of the enterprice & create sustanable business in a highly dramatic changable business world.
I think i feel my self very much near with Mr: mohammed thiab
great answer
When it comes to investing (or not investing)in the employees, I would expect HR to be the leader and custodian of this matter as they are the main function in charge for employees and their retention, skills development, training and incenting/motivating them to stay and perform at their best. Functional management where the employees work comes second in taking this concern on their shoulders.
Finance is (like the brake in a car when it comes to spendings), they always try to cut expenses and increase profits. Nothing new, this is well-known and accepted.
The CEO should NOT be one side of this debate ... He/she would be the arbitrator to resolve this conflict and avoid a clash/crisi between the functions below with different views on such topics as investing in employees or not !!
Wonderful trick.
Let us first agree that we must develop our employee as a point of company development.
So, the conflict or what it seems to be conflict how to invest in developing people.
No problem, all we need is collection of rules or some policy that declare the relationship between the employees and the firm in case of training.e.g, no one can leave the firm for5 years after the training couse.
Developing Manapower is developing a company well trained staff are the back bone of any organisation giving them traning and development is the source of sharping up our work force which is actually involved in team work and profitability of any business. There wll be a leverage of loss but surely it will not be a total loss.
I WILL GO WITH ANSWER OF MR.TAIB
Things which ll worry me here , are they leaving too soon. No matter how important is investing in people or assets if they are not paying back no reason to stick with that. invest in finding solutions what making them leave.
What I think on this question is as below :
Its just like an investment for developing a new product and when the life cycle of that product is over we have to move ahead.
We can think of so many brands in the market most commonly we know Windows95 to Windows8.
So what might have happened that the money invested to program Windows95 is now has no use, but the main thing we should note that on the basis of Windows95 we are using now Windows8.
So investing in person definately a great decesion and when a person stay with us without investing in him is all the game of TIME, OPPORTUNITY AND CIRCUMTANCES.
It has been a part of business and I strongly think that It will continue to be so.
Skill Development go hand in hand with other HR Policies like well defined Career Growth Path of each employee, Rewards, Increment & Promotions with fairness & transparancy.
It simply means that if an organisation is investing on developing human resources, it is equally responsible for retention of talent by adopting & implementing sound HR policies for instilling a sence of job security, motivation and loyalty of employees towards the organisation.
Follow the saying :
" Do your best and leave to fate the rest "
and not
" Leave to fate and not do the rest. "
Conceptually, developing staff is one of the most effective motivator for retaining them.
The answer lies in the company's HR policies and procedures. These usually maintain the blalance by ensuring that trained staff work for the company until it gets its targeted ROI, otherwise they should pay the difference. This is win-win proposition to all involved.
When countries invest in human asset development, they usually ensure that he/she works anywhere in the country to get the targeted ROI.
