Human Resource Development

As a professional, nothing excites me more than working with small businesses and helping them develop their business process: to cut costs and improve quality is what drives me to be more creative and more observing.

In the last two years, I have been working in what it called “the developing world”, working with people with various cultural and languages backgrounds. Working here always leads me to ask the same question: Why “the developing world” is always struggling although many countries have spent billions of dollars in development?

If I take the small business setting I work with as an example, I can clearly see the much needed work in Human Resource Development. Although the workers I work with are hard working, they don’t have the needed “skills” that would make them excel.

I can give few examples:

1-Not taking initiatives: most companies here have the centralized management systems “micro management” employees are not trained nor are encouraged to take their own initiatives to resolve work problems. In my current job, I try to encourage my employees to take actions to resolve problems on their own but I am having difficult time doing it since their minds don’t work that way.

2-No strong desire to move forward: I have given my employees many chances and give them suggestions to improve their skills to make them more competitive in the job market, but their response was disappointing.

3-Not taking pride on their jobs: they easily admit mistakes and don’t stand by their actions. This is one of the most difficult aspects of my job as manager when I have a staff that I can’t depend on.

The above examples are just a small part of a larger and more complex problem that faces the developing countries, there is a still a very complex relation that exist between the management and employees, this relation is governed by many factors that are not related to the business environment such as religion and culture.