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HUMAN RESOURCES
PORNNALAT PRACHYAKORN
Organisations should offer career planning to motivate and retain their employees, suggests Apiwut Pimolsaengsuriya, managing director of Orchid Slingshot, a consultant on organisational and people development.
''One of the main internal reasons or 'push factors' that drive away high-potential people is that they feel, after staying with a company for some time, there is no growth in their careers in the company,'' said Mr Apiwut. ''An organisation needs to provide incentives for these employees to stay.''
Citing Tipco Asphalt, one of his clients, he said middle- and lower-level employees, at the time a survey was conducted, were not happy with their career paths.
Therefore, after providing career development programmes through workshops and project assignments, a career path was developed to ensure that each employee saw a clear plan for advancement within the company, which should help it retain knowledgeable employees for the long term.
While e-learning has increasingly been adopted by foreign companies for personnel development, the new method may not be suitable for Thais.
''Thai employees prefer hands-on experience rather than classroom training or learning by themselves,'' Mr Apiwut said, ''So, corporations should offer more job rotation, assign practical projects and focus more on job training and field trips.''
He said about 90% of people developments programmes in Thailand involved classroom training, a low-cost alternative to one-on-one coaching and business impact project approaches.
''This kind of training is not very effective. Attending all classes doesn't mean they would learn everything given to them in the classes,'' he said.
Meanwhile, the consulting business would continue to grow by 15-16% annually, Mr Apiwut said.
The worse the economy gets, the higher the need for the companies to develop their staff and organisations to ensure financial success and stay ahead of their rivals, he said.
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