We have recently read some news in the newspapers that have given us some food for thought:
“Jobs being destroyed”. Commerce and Justice. 02/05/2006.
“(…) Idesa's weekly report analyzes official data from the Ministry of Labor on employee turnover. It shows that, even in a context of high recovery, many workers are losing their jobs. In this regard, it is worth noting that:
During this period, the gross job destruction rate averaged 7.1%.
Among large companies, the job destruction rate was 3.8%.
Among small businesses, the destruction rate was 11.8%.
The data provide compelling evidence of the intense mobility processes occurring in the labor market, and it is even clearer which sectors are most strongly impacted (…)”.-
“Worker turnover is higher in small companies.” The Voice of the Interior. 05/03/06
“(…) According to Idesa, small businesses “turn over their workers three times more” than large companies. “This is because small businesses are more vulnerable to commercial and technological turbulence, and because they use more rudimentary HR management tools. For example, due to administrative and financial weaknesses, small businesses have very little ability to implement rigorous personnel selection mechanisms and ambitious training plans” (…)”.
These data reflect that new jobs are emerging in the labor market while many others are being destroyed. The causes lie in many factors that combine to cause this: technological changes, market fluctuations, and the lack of fit between individuals and specific jobs.
Regarding this last factor, we must ask ourselves what percentage of this turnover is due to the lack of strategic personnel planning.
It is common to see in small and medium-sized businesses that, while in some cases the importance of staff training and development is recognized, there is still either not a full awareness of the importance of Human Resources as a key strategic element for the survival of the organization, or there is no complete understanding of how to begin managing this very important area.
Often, the lack of structure and overburdened workload of small and medium-sized business managers forces them to respond unplannedly to their real human resources needs.
Once again, we invite you to reflect on the need for strategic planning related to human resources, which will help us manage our organization, especially in the face of significant change. This requires time and effort, which will be rewarded by more conscious and well-directed management actions.
