小企业主：太忙而无暇培训员工..docVIP

McDonald’s and nPower train to retain Companies recognize career development is an inclusive business Employees need to ‘‘fit in’’ and see their way ahead Middle management in the USA division of a global restaurant chain, and call-center trainers employed by one of the largest utility companies in the UK might not, on the face of it, appear to have much in common in their day-to-day working lives. But they do – lots in fact. Whether they are in the north of England, helping ensure customers of energy supplier nPower have their calls efficiently attended to, or in North America, helping to manage the mighty McDonald’s empire, those employees – like employees of organizations everywhere ? need to know where they ‘‘fit in’’ and how they can progress. Their employers – like the top-brass of organizations everywhere – need to know it, too, because the management and development of their greatest assets – people – can not be over emphasized. People who cannot see a clearly way-marked career path in front of them, or preferably a choice of paths to take, run the risk of getting disillusioned and either leave the company or just sit in there, doing the same job until retirement or redundancy force a decision on them. Possibly that course of action, or lack of action, suits some employees and suits the organization. But what a waste. How much talent is being left to wither because no one has bothered to nurture it? How many company bosses are guilty of the gross negligence that is not having a clue how to get the best out of their employees, how to motivate, inspire and teach them, and turning a blind eye to staff jumping ship because their abilities are being ignored? Despite the growth in awareness of career development, many of those at the helm of many organizations still pay little attention to it when it comes to putting it into practice. Plenty of advice, plenty of practitioners out there There is plenty of advice, and there are plenty of practitioners out there. One