The post on the issues regarding using the traditional management principle for the identified problems are as follows –
Re-skilling
The definition of reskilling means having the er employees with the ability to perform the old task with a different work approach or having the enhanced skill to do the same work for a better result. Reskilling helps in many ways such as increasing overall performance, decreasing work time, and last but not least the rapid growth for the organization. The issues which are being found out regarding the issues are as follows, 1 Resistance to change – The workers generally get confused with the concept and develop resistance against the re-skilling program, 2 High cost –The amount of time, as well as the financials which are required for the program, is too much, 3 staff being pinched by the competitors – As the staff grows the required knowledge about the work the competitors generally attract them with different methods.
Labour turnover
The basic definition which can be used for labour turnover is the number of staff members leaving and joining the organization in a given period. The labour turnover has many pros and cons but addressing this problem based on the traditional method won’t provide the right result because it gets fails to address the following reasons which are as follows, 1 Time – The time that it will go to consume to become the staff with the proper potential is too much, 2 Money – It involves a large amount of capital for the recruiting and handling the unemployment claims by the people, 3 Quality and productive – As the new staff requires time to adjust with the existing staff member it decreases the overall productivity level of the quality and productivity.