We all have potential. Right engagement or utilization is needed. I strongly feel, HR still lack of tool to fit people to right place. It requires change management, which is painful part. Many high potential employees keep moving in system. They may not be used ever. HR hardly map people to their potential. Some are working at 5%, 10%,20%..etc.
You may find many engagement initiatives in organization. But do they have measure of engagement level or potential mapping. Without which it will be difficult to judge in which direction people are going. In large organization, potential tend to hide in corners. It is must to know where we are and where we want to go.
Each organization need specific Talent or Potential. It should be preserved, developed, or utilised. Save it from politics, bulldogging, sideling, or comfort zones. Quantity is easy to create. Quality is difficult. Additionally, quantity frustrates quality. Quality people wants identity and engagement. They don’t to walk with herds.
Problem comes with highly educated people. They live in theory. Connecting them to practical application and unlocking their potential is not easy. They face resistance from people sitting in comfort zones. Shaking people from comfort zone should be HR job along with Operation heads.
Ideal situation is 100% utilization of potential of all employees. OR development of talent pool for higher role. Organization fails to develop own talent pool has to rely on outside talent. Training academy may be there but where is effectiveness measure.
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