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Showing posts with label employment. Show all posts
Showing posts with label employment. Show all posts

Tuesday, 4 June 2013

A Maker of "Things"

The Shoemaker and the Elves
The Brothers Grimm
"The problem is we no longer make 'things'".  So said an unemployed European architect in a recent BBC programme, on the problems of unemployment in that part of the world.

The Manchester City replica jersey that he bought when on a trip to Britain in his teens has a label 'Made in England'.  He challenged his fellow panellists to find a similar football jersey with the same manufacturer's mark today.  Inevitably,. a 2013 version will have 'Made in China' stamped on its label.

It got me thinking about just how important making 'things' were to an economy; as opposed to a country that acts solely as a financial hub and has little or no production of 'real objects'.  Or for that matter, an online hub that produces no real goods and simply trades on the products of others.

It is no coincidence that the most successful country in the Euro-zone is Germany who still have a solid engineering and manufacturing base.  Compare it to Spain where much of production has gone off-shore.  The latter has an unemployment rate that is now hovering around a quarter of its entire population.

I am fortunate to live in country that still produces 'things' that other countries need to sustain their population.  In our case its agricultural products and on the back of this, our economy ticks along even though we are far away from our principal markets.

While it is true that the Internet makes it easy to work from anywhere, and within any time zone, not everyone's profession or trade easily translates into an online opportunity.  My own consultancy and sphere of employment works well across countries but others are not so well off.

The next big challenge to global employment is not the ongoing shift of production to Asia, or even robotics, but rather, the 'Internet of Things'.  Many of those employed in intermediary roles in information technology will find themselves superfluous to requirements, as machines talk directly to machines without the need for human intervention.

This is a trend that is neither going to be halted or gradually fade away. John Chambers of CISCO presents a rosy vision of the future when he says "factor in societal benefits to citizens, communities and countries, as well as consumer benefits, you begin to get a sense for the Internet of Everything’s potential to enable improved quality of life, richer experiences, new capabilities and increased economic value".

He goes on to note "Along with great opportunity, the emergence of the Internet of Everything will present technology, organizational, process, regulatory, cultural, and other challenges".

I would suggest that to be an active participant in the 'The Internet of Things' age one will need to work and live in a society that fosters innovation. We are all aware that economies that are the real drivers of innovation. A sick economy is not conducive to building an environment where employment growth can be built upon the back of innovation.

CTO Scott Morrison writing in an article for Gigacom points out that Apple created an economy around the iPhone "by designing both a platform on which third parties could innovate, and then the means to capitalize on their applications". And by creating this economy all manner of people then had the opportunity to build products and to innovate.

As I wrote in a 2011 post, the emergence of a global data field and machines talking to machines without human intervention creates both challenges and opportunities.

The 'Internet of Things' mean new business models and these will have profound implications for employment.  Smart grids and similar infrastructure utilities will affect all of our lives and by extension, our employment options.

If you are manufacturing the actual 'things' that interconnect then you are on to a winner.  If though, your purpose thus far is to be a technical or bureaucratic intermediary, then a quick course in cheese-making 101 might be your best bet.
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Friday, 26 April 2013

Should I Go or Should I Stay?

Corporate training is perceived as a bugbear by some and an 'essential' by others.  Up-skilling your staff and promoting your own products and services to others should be far more than a “day off” in the eyes of the participants.

As one who has attended and delivered many such sessions over the years, I would be the first to concede that the ones I have attended are often a mixed bag, ranging from the riveting to the down right soporific.

A good training programme is all about building staff engagement; getting them motivated and clued up so that they can make a meaningful contribution not only to your company but also to their own feeling of self-worth.

Engaged employees are pivotal to the success or failure of a business.  A recent Dale Carnegie blog post reports that 69% of ‘disengaged employees’ would hand in their notice and take up an offer with another company if that enterprise offered them just 5% more money.  With ‘engaged employees’ it would take a 20% raise on their current remuneration to make them consider a shift to another company.

Staff retention and turnover is a prime consideration and worry for many businesses and it is especially so in a country like Singapore, where job hopping is endemic.

Finance and accounting specialist recruitment firm Robert Half found that Singapore employees in their sector were the world's most chronic job hoppers, serving a shorter period of tenure in a job than anywhere else in the world. The reasons given were “better remuneration, promotion, a new challenge, an overseas posting or more flexible work arrangements”.

Not that personal gain is necessarily always the primary motivation to jump ship.  A 2011 study by NTU student Teh Kai Feng also suggested that the job-hopping trend in Singapore could also be partially attributed to way the education system is designed rather than purely personal motivation.

Human Resource consultant Angeline Seah told Ryan Ong of MoneySmart that she believes the Internet has also made it a lot easier for job-hoppers:

Job hopping has become prevalent because of the Internet. In the past, it was a time consuming process to go from one employer to another. But the rise of job sites, like monster and JobsDB, has turned the employment market into a true marketplace. Nowadays, all you need is an Internet connection and five minutes. You can compare all the available jobs, and online applications are fast.

She also cited waiting for a pay rise as being a contributing factor:

Job hoppers work on the principle that switching jobs is easier than waiting for a pay raise. A job switch may raise income by 20% in a month. Pay raises are about 4%, and may take a year.

What ever the reason, such a high turnover does not auger well for business continuity and is stressful for senior staff who are faced with the unenviable and repetitive task of recruiting replacements.

There was a time before the age of Millennials where a job for life was both an aspiration and for many, a reality.

Now only 31% regard a 'career-for-life' with one employer as "relevant" (Kelly Global Workforce Index (KGWI) survey). It is a reality that today’s employees are more self-centred than their predecessors.  Statistics also suggest that many of them will have changed jobs half a dozen times before reaching the age of thirty.

So what can you do to counteract this trend?

Providing excellent training opportunities for your employees will go some way towards retaining them as I have suggested above. The Kelly Services survey also showed that there is a common belief by over half of respondents (53%), that the only way to develop their skills and advance their careers was to leave their current position.

Your business challenge is to prove that this isn't necessarily so; offer employees a career path within your organisation and give them the training they deserve to better themselves, and by extension, your enterprise.

The need for specialised skills is increasing not decreasing. High value jobs such as those in IT, sales & marketing and finance require increased levels of skills and so workplace education is critical.

If you are not going to provide it they feel even more motivated to leave you and find a company that will.

Perhaps the final word, on why training must be high on your agenda, should come from Josh Bersin of Deloittes:

"Today’s business climate is one of global skills gaps. New technology, shifting markets, and changing demographics mean that manufacturers, service providers, telecommunications companies, technology companies, healthcare providers, and many other industries live and die by their skills. 

As companies globalise their businesses, the ability to build skills has become a deep competitive advantage."

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