A New Century Brings New Ways of Thinking About Old Human Resources Systems
It used to be that a company could develop a 5 year strategic plan. And follow it. A company could wait for a year to deal with a problem employee (because it took a year to get around to doing a performance review!) In the Twentieth Century it was fine to take 3-6 months to find an employee and to take give a new employee ninety days to get used to the “culture” of the company before he/she was expected to perform… It used to be that it was considered acceptable to have a rate of turnover which was rarely analyzed. In the Twenty-FIRST Century NONE of that is True.
Companies are dealing with rapid changes in technology and strategy. Companies have an immediate need for skilled employees who can provide value to a system at full speed on their first day. It is vital to be able to solve problems cross functionally, because problems have become cross-functional. It is important to have the major stakeholders involved in problem solving, because problems are no longer in just one manager’s purview. It is now considered important to have both a functional rate of turnover (people who leave because they are not a fit) and a dysfunctional turnover rate (people who leave when you want to keep them).