Hi, If a senior employee get to know that there is no further learning or challenges in his role, what is the ideal suggestion.
From India, Mumbai
Acknowledge(0)
Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
HI, Can u be clear in your query /? What exactly your trying to know ? SANTHOSH HR CONSULTANT
From India, Madras
Acknowledge(0)Amend(0)
5From India, Madras
Acknowledge(0)Amend(0)
Hi Rashmi,
The employee should be clear about what he is up to. When he is happy with the work and the roles he performs, he can go ahead. When he wants to learn, he should try to create opportunities for learning on the job or update himself by generating new ideas for learning at work.
SANTHOSH HR CONSULTANT
From India, Madras
Acknowledge(0)Amend(0)
The employee should be clear about what he is up to. When he is happy with the work and the roles he performs, he can go ahead. When he wants to learn, he should try to create opportunities for learning on the job or update himself by generating new ideas for learning at work.
SANTHOSH HR CONSULTANT
From India, Madras
Acknowledge(0)Amend(0)
I agree with Santhosh, Cite HR is a platform where you get almost all the reverts/information! My questions are:
1) Are you a counselor/ HR, etc.?
2) Has that senior member approached you directly, or have you come to know through a third person?
3) If you have interacted with him, what questions have you asked to figure out that he is unhappy with his current profile? Why did he happen to choose this line (Was it by choice or by chance)?
Would appreciate it if the correct question is asked.
From India, Mumbai
Acknowledge(0)Amend(0)
1) Are you a counselor/ HR, etc.?
2) Has that senior member approached you directly, or have you come to know through a third person?
3) If you have interacted with him, what questions have you asked to figure out that he is unhappy with his current profile? Why did he happen to choose this line (Was it by choice or by chance)?
Would appreciate it if the correct question is asked.
From India, Mumbai
Acknowledge(0)Amend(0)
Pls post some PPTs or article on Learning & development Knowledge Enhancement for HR professionals
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Rashmi,
The Senior Manager who thinks he doesn't have much to learn requires coaching/mentoring. Your business line is still in the growth phase so there is no chance that all has been learned. The manager has to take on newer challenges, which the organization has to communicate to him implicitly or explicitly.
Regards,
Rajiv
From India, Mumbai
Acknowledge(0)Amend(0)
The Senior Manager who thinks he doesn't have much to learn requires coaching/mentoring. Your business line is still in the growth phase so there is no chance that all has been learned. The manager has to take on newer challenges, which the organization has to communicate to him implicitly or explicitly.
Regards,
Rajiv
From India, Mumbai
Acknowledge(0)Amend(0)
Dear friends,
It is a fact that one does not know how to decide on what quantum of learning, quality, the period of learning, applicability of the inputs in various situations in life, etc. Learning and development are lifelong activities. The challenges are man-made, but the learning is not man-made; it is nature's reflection or evolution. There is practically no end, even in a small company, for learning and development.
By the way, what is meant by a senior employee? Is it by age, experience, or knowledge? Who decides the learning curve for him?
The so-called senior employee, if tested, examined, and given the result of his own self from different dimensions from the same industry or from the boss of the same company, will be shocked to find that the results are totally different from what he has perceived from his angle.
It is a question of mindset. Please remember that if you want the change to take place around you for good reasons and for good deeds, one has to be a tool of change rather than expecting some miracle or change to take place.
By the way, the service industry is in a growth stage - in particular, logistics and courier services. There is an enormous scope in every discipline there. This forum does not give a solution for every thread; rather, it is a tool for introspection for every individual against the given circumstances.
Best of luck.
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
It is a fact that one does not know how to decide on what quantum of learning, quality, the period of learning, applicability of the inputs in various situations in life, etc. Learning and development are lifelong activities. The challenges are man-made, but the learning is not man-made; it is nature's reflection or evolution. There is practically no end, even in a small company, for learning and development.
By the way, what is meant by a senior employee? Is it by age, experience, or knowledge? Who decides the learning curve for him?
The so-called senior employee, if tested, examined, and given the result of his own self from different dimensions from the same industry or from the boss of the same company, will be shocked to find that the results are totally different from what he has perceived from his angle.
It is a question of mindset. Please remember that if you want the change to take place around you for good reasons and for good deeds, one has to be a tool of change rather than expecting some miracle or change to take place.
By the way, the service industry is in a growth stage - in particular, logistics and courier services. There is an enormous scope in every discipline there. This forum does not give a solution for every thread; rather, it is a tool for introspection for every individual against the given circumstances.
Best of luck.
V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
Thanks for your inputs Mr. Rangarajan, Santosh and others. Could anyone share the effective model of learning & development, knowledge enhancement in HR field....
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Rashmi,
As a professional, we are all caught in a cycle of learning and unlearning. As we progress within any organization, the learning aspect tends to decrease while unlearning becomes more prevalent. I believe that even unlearning (utilizing your acquired skills to solve issues) is a form of learning in itself.
I agree with you when you mention that there are no new challenges. In such a scenario, one should actively seek out fresh opportunities, whether it involves learning or unlearning.
I hope I have addressed your question.
Best regards,
From India, Bangalore
Acknowledge(0)Amend(0)
As a professional, we are all caught in a cycle of learning and unlearning. As we progress within any organization, the learning aspect tends to decrease while unlearning becomes more prevalent. I believe that even unlearning (utilizing your acquired skills to solve issues) is a form of learning in itself.
I agree with you when you mention that there are no new challenges. In such a scenario, one should actively seek out fresh opportunities, whether it involves learning or unlearning.
I hope I have addressed your question.
Best regards,
From India, Bangalore
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Development - PPT 9.ppt
Employee development plan.pdf