Having been exposed to the corporate world for a while, I have taken note of interesting match between jobs and people. Economic background, IMO, affects paradigm and job.
People who graduated from an A-list university and grew from a well off family tends to be good on property management (i.e. hotel, resort, shopping mall management) sales and marketing, and customer service management. The absence of financial need developed confidence in negotiations and limitless exposures on events. Likewise, living in an upscale environment have set the standard of elegance and understanding of superb service.
On the other hand, people who worked to support his studies, at the same time, and those who came from not so well off family tend to be good workers and good in people management. Understanding what it meant to be in need, these people can be happy with what they have (rather than having nothing), and tends to be more loyal to their jobs and company compare to their rich counterparts. These people, likewise, when given the opportunity to lead, can be good in managing people as they can easily sympathize and empathize with ordinary folks. They are also in the best position to inspire ordinary folks to gun for bigger things.
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Sonnie Human Resources Talent Management
In a recent meeting of HR Managers, a colleague handed a paper containing the most likely reasons why an employee would leave the company. Herewith are the top 10 reasons:
- Your company is experiencing a downward spiral.
- Your relationship with your manager is damaged beyond repair.
- Your life situation has changed.
- Your values are at odds with the corporate culture.
- You’ve stopped having fun and enjoying your job.
- Your company is ethically challenged.
- For whatever reason, you have behaved in ways that are considered improper at work.
- You’ve burned your bridges with your coworkers.
- Your stress level is so high at work that it is affecting your physical or mental health and your relationships with your friends and family.
- And the top ten reason to quit your job? You are unchallenged, need more responsibility, and seek opportunities that just don’t exist for you in your current organization. You’ve explored the current and potential options, and they are limited. It’s time to quit your job.
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Sonnie Human Resources Talent Management
Smacked in the middle of multi-generational employees, nothing is more challenging than balancing the requirements of the organization vis-a-vis the different work behavior of employees coming from different generations. This work behavior, after analyzing the demography of my organization, shed light to the turn-over rate, administrative cases, unmet expectations and other organizational problems.
The following are my encounters with these employees and my observation as confirmed by studies:
While still hopping around different blogs, I bumped into a post from INTRAP that refers to a post from Work Matters. This is about the seemingly non relevant modern HR mindset.
So much has been said about the modern HR role, but it seems the modern HR has not responded enough to add value to the company and were even thought to be a stumbling block to innovation.
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Sonnie Human Resources Talent Management
Last year, I blogged my reflections on integrity to express my observation how the corporate world value this trait vis-a-vis our dynamic and competitive world. I find it interesting how this character trait has taken the backseat in lieu of other “important” matters.
I came across an article about Five Mistakes Managers Make When Terminating Employees, by E. Michelle Bohreer and Todd J. Zucker, posted in Law.com. The first in the list, not surprisingly, is integrity related:
Withholding the real reason for termination because management wants to be nice.
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Sonnie Human Resources, Law Talent Management, Terminatation
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