| Topic : Talent Crunch Woes Construction Industry..... |
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Construction Planning & Management
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Activity:
50 views;
last activity : 09 15 2010 05:36:26 +0000
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Cultivating a sense of ownership.
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stop exploiting new commers
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proper understanding
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upgrading owns skills
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Recognise the devoted and talanted staff and reward them.
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Employees can be profoundly motivated by personal investment in their work. Some employees are motivated by creative or intellectual challenges in their jobs. Other employees are inspired by the knowledge that they are contributing to something meaningful. Successful work environments encourage and support these personal investments by offering employees a sense of ownership in what they do. |
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I agree.
Anjali u are write it increase their personal strength and make them more responsive towards their work.
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most people goes away from the construction field just because of over stress and over exploiting of new talents by the managements. renumeration at the start is not attractive in the field.this keeps people go away...
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agreed with both of u....
Ya, I'm in agreement with Mridul here. For the industry to retain talent it should be seen that the new comers are treated properly & adequate attention is given to them. They should be made responsible of important tasks & accountable for what they do. Seniors should guide them properly & also help them in improving
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we have to make people to think that construction is not just an job or business it is a field where creative thinking activities are to be made |
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as in software industry small modules of expertisation created by upgrading similarly such new skill base courses need to be taken by agencies like mitcon and thus enhance ones skills |
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Employer must recognise the devoted and talanted staff and reward them time to time. This action must be totally impartial , so that appropriate staff is rewarded otherwise deserving staff may feel suffocated. |
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I agree with you Sir. Time is running bad for many companies it seems. But I hope that things will change soon. |