All entries for Thursday 14 June 2012
June 14, 2012
My close friend (the one working for that American company) has been complaining about her low income, she always compared herself to a certain European contractor who is paid at least 8 times more than what she earns.
Yes, she admits the contractor is good (well they ought to be), the guy knows almost everything and his contribution is so vital that his contract has been renewing for over a decade and it does not seems to be terminated anytime soon.
It is not that the guy wants to keep all the knowledge to himself nor his apprentices are not able to learn anything from him (by saying apprentices I meant the company employees whom were assigned to learn from him).
The problem is that, the skillful employees always quit the company because the pays were horrible.
The question is, why organisation doesn’t try to keep their own (cheaper) employees and their knowledges, rather than being dependent on the super expensive contractor?
Is this an efficient way to manage the company's crucial knowledge (and also asset, people)?
Some certain thing is just so hard to understand.
well,...I love the idea that organisations invest in their people by giving them support and chances to develop themselves whether it's through training, seminars or other kind of activities.
My close friend is a committee for "Toastmasters", an international club her organisation joined. She participates regularly to its activities resulting in improvement of her skill in presentation, public speaking and leadership (also she gets to know more people from other departments).
What do they do at the club.....?
She told me sometimes they randomly pick an audience (most people joined because they have problem with presentation, public speaking, articulation etc.) to give an impromtu speech.
There will be a group of people who are assigned to do specific tasks such as, person A will count the number of "umm" or "err" in the speech, person B will have to count too many "well" or too many "the", person C a time keeper etc.
and at the end of the speech, a big round of applaud is mandatory, that's a positive way to cheer up the speaker no matter how horrible it was. then the evaluators (picked among the audience as well) will give positive feedbacks (they really have to find good thing about the speech whether it is tone, body language, smile, volume etc.), then person A,B,C (the counters) will declare the amount of unnecessary "umm" "err" in the speech.
Wthout being shot down with bad comments (they never compliment first and then "but you shouldnt have", instead they give recommendation for his/her next speech), funnily people have gained more courage to speak in public and be aware of the things they ususally do unconciusly when giving speech.
(this is one of many club's activities)
This kind of skill/knowledge can be acquired from forming a network, in this case, joining Toastmasters Club.
So I think it is such a good way for small firms, whose resoureces are limited, to develop their people and acquire knowledge with less cost.