Screening for Adaptability and Resiliency
March 1, 2011
The complexity and pace of change in the current business environment has advanced rapidly in the past several years thanks to cybersecurity, terrorist attacks on American soil, the rapid collapse of financial markets and established institutions, and emerging competition from China and India. The list goes on and on. To deal with these dynamic challenges, organizations require talent who can anticipate change, develop innovative approaches to manage change, recover quickly from setbacks and work effectively with people from a variety of backgrounds and cultures. In other words, organizations need employees who are adaptable and resilient.
Although adaptability and resilience are almost universally accepted as important in business, there is no universal agreement on what these terms mean and how to measure them. Fortunately, research and best practices from the past two decades offer some answers to these questions.
Having an adaptable and resilient workforce is the result of three converging factors:
1. Selecting employees with the right knowledge, skills, experiences and backgrounds.
2. Providing the right training and development once on the job.
3. Establishing an organizational environment that facilitates innovation and creativity.
2. Providing the right training and development once on the job.
3. Establishing an organizational environment that facilitates innovation and creativity.
In this equation, selection is a critical element. To paraphrase Jim Collins in Good to Great, you need to get the right people on the bus, in the right seats, before you can begin to move in the right direction.
This article is alarming about the problem that been faced by the employee nowadays especially the fresh graduated student. It’s depends on the Human Resources manager to appoint a employee in an organization and they HR manager also must know that workers must be imbued not only with technical skill but also with leadership and organizational talents. This is where the problem exists when HR manager having a problem to appoint a workers to find a adaptable workforce because the study shows 47.2 percent of workers interviewed displayed low proficiency in the English language, the language of commerce and business. 13.9 percent had low communication skill. About 8 percent were found to lack social skill while another 4.4 percent of the respondent to have low leadership skill. Thus 78 percent of the workers surveyed lacked one or a few of these five skills necessary for good work culture, adapbility infusion of technology and a good disposition towards teamwork. In human resources, we find aa workers not only depends on their ability to do the job but the workers must also display their readiness to acquire these soft skill which can enable them to work more effectively and hence command a prime salary. Important changes in the 21st century that will affect how managers do their job are increasing use of the internet and information technology, increasing globalization, increasing diversity of the workforce and a renewed emphasis on ethical behavior of managers so the workers must have those skill because one day it’s not impossible that they will be the leader and the manager itself and we need a qualified people for the status.
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