“At present, the world’s largest and experienced country with plateau and mountain troops is
neither the US, Russia, nor any European powerhouse, but India,”Huang Guozhi, senior editor
of Modern Weaponry magazine, wrote in an article published by China’s thepaper.cn on
Tuesday, June 09, 2020.
The rare praise from the Chinese side came amidst the border standoff of India with the Chinese. Now, we have a fair idea of the skirmishes along the LoAC, but this statement by the Chinese side again highlights a very crucial and critical aspect of a country and an organization- HUMAN RESOURCE.
Today, the Chinese military is considerably mightier than that of India. The Chinese military is also better equipped than their Indian counterpart. Also, over a course of time, China has developed the infrastructure (including roads, bridges, etc.) along the LoaC on their side. Given these factors, it is astonishing that the Indian military is able to push back the Chinese, from Indian territory. What was that magical ingredient that worked for the Indian side? The answer lies in the first line of the article itself. This whole episode highlights the importance of a smart, well-trained employee.
Today’s environment is experiencing heavy competition and the emergence of using technology to aid innovation and agility in operations to grow and sustain the growth. In this scenario, well trained and competent workforce are the key differentiating factors for an organization for sustained growth which is reflected by the war for talent among organizations across the world. However, it also pertinent that the talented employees consistently upskill and reskilling themselves to raise their competence as the new currency of the world could well be the “competent talent”.
Progressive organizations are constantly evolving new means and measures for selecting the best available talent from all parts of the world as organizations are becoming boundaryless in the global village concept. In recent times, the organizational focus is getting tilted to emotional intelligence and learning orientation of employees while selecting the candidates who display a definitive amount of domain expertise. It is no longer the knowledge the only scenario that prevails for candidate selection or growth in the organization. So, what is expected from future employers? The ability of the potential candidate to unambiguously exhibit characteristics of a collaborative working individual having a high degree of learning capability.
Getting an entry into progressive and organizations which are privy to investing in people hence require “right aptitude to learn and the right attitude to work”. This new norm leaves organizations and employees to plan and engage in defining and executing a learning journey for an employee once one moves in. While honing the skills are required for the beneficial continuance of the employee-employer relationship, the onus lies very much with the employee as providing a conducive environment is what an organization can dream and provide.
Specialists can partner with organizations to design and manage the learning journey from a transformation perspective enabling organizations to become talent differentiators. As the adage goes, “we can take the horse to the water, but cannot make it drink”. If you need to have an edge over other potential candidates in a job search, you need to act not once but consistently.
