The Quest for Workforce Capability - Essay Example

As an HR, there is a great need to look into the above problem statement and redefine it to enable organizations to solve their current and future talent gaps as reviewed below.

             Most organizations fail to assess the gaps in terms of competencies and the right skills required to meet future goals. Eventually, this leads to a lack of required staff resources in the right location to meet the current and future workload. This lack of the right individual with the right skills widens the capability gap and finally poses a threat to organizational achievements.

            Additionally, most organizations fail to recognize employees as their greatest assets. They risk losing the few talented individuals to other competitors just because the organization fails to encourage, promote and invest in their staff resources. The HR managers should lead the organization in rooting out this mentality and instead invest in continuous training that builds a capable workforce to address the organization’s future skill gaps.

            Due to scarcity of skills, most organizations find it very expensive to hire staff to address the skills gap. Most critical skills attract a market premium for those organizations that fail to develop and retain key skills. The cost of training and developing critical skills has remained high for most organizations hence making such necessary expertise not affordable.

            Rapid technological changes continue to remain a major challenge to the most organization in addressing capability drive. This creates a business environment with more complex operations as skills evolve and become obsolete more rapidly. As an HR, there is a need to establish a proper knowledge and understanding of the global market and get the organization on toss with the changing market trends and technology so as to identify the relevant skills required in today’s world of production (Emmerichs & Marcum 2004).

            Based on the fact that most graduates are “half baked”, they get employed with inadequate Skills and qualifications gap hence exposing most organizations to the dilemmatic situation in determining whether the significant gaps in skills in scientific, technical, engineering, and mathematics disciplines can be met by hiring given personnel.

            With the great need for a workforce that satisfies the competitive demand of the contemporary work environment, the following contributions ensure HR involvement in building and developing workforce capabilities. Human resource managers should concentrate on their quest for the right skills by promoting an attitude of training and constant learning in our existing workforce (Emmerichs & Marcum 2004). This will enable them to identify critical talents while focusing on meeting the changing demands of expertise in the future.

            Moreover, HR should foster Policies and employment programs aimed at attracting, promoting, and nurturing required skills in a bid to seal the current and future skills capability gap. He/she should organize both internal and external field and technical events to enable the organization to tap some critical talents from external businesses to build on a skills hub.

            Furthermore, managers should ensure that a strategic workforce planning document is in place and fully adopted to enable organizations to have a proper understanding of the existing workforce as well as the required skills for the execution of its strategy purposely to achieve its predefined objectives. Adoption of this will enable the organization to decide on the right number, talent, place, level, and cost of expertise needed to steer head it towards its goals.

            In conclusion, adoption of workforce capability gap in regard to the outlined solutions will eventually enable the organizations to sustain the highly competitive market skills to achieve their objectives improves the organization’s understanding of the global market, and get the organization on toss with the changing market trends and technology so as to identify the relevant skills required in today’s world of production.