Developing your staff

In the production environment, multi-skilled labour can help boost productivity and cost effectiveness through a combination of related functions so one person can perform several tasks within a shorter cycle of time.
For example, an operator can learn how to set up machines for the start-up operation or the changeover without facility technicians being present. He can also complete production tasks according to his prescribed job description. These multiple skills can cut down on waiting time for specialists and avoid redundancy of headcount.
The production time can be compressed with the new scope of work arrangement.
In respect of the back office, a good internal control system requires proper work organisation so that checks and balances can be maintained.
This should not become an obstacle to develop a multi-skilled professional. An officer in an administrative office can learn how to process documentation such as invoicing, purchase order and quotation. This will help shorten the processing time and can also increase the service level to satisfy customers’ needs.
The benefits of developing people with multiple skills include:
l Productivity and efficiency improvement: When in a situation of labour shortage, it is better to consider developing people who can perform several tasks that is appropriate based on work load. The integration of related process performed by one person can help add value to the business transaction with less time and manpower.
l Growing people from within: By knowing more than a specific function, an employee can open an opportunity to grow into other areas of the work. This is necessary when the company is looking for someone who can relocate to other countries to where the business has been expanded.
After gaining management skills from experience, the employee is prepared to take even more important assignment in the future.
l Improving the morale of employees: An employee who is given an opportunity to develop himself is considered an important asset of the company. He/she can be considered as a talent or an employee with high potential who deserves special treatment and opportunities, which may include both financial and non-financial incentives.
l Starting up a new project: It is usually expensive for a company to set up a new organisation for a new business with a full team from the very start.
It might be a better alternative to send a team of multi-skilled people for operation set-up, especially for overseas investment. This could help make the project study more feasible from the financial point of view.
In order to be successful in developing multi-skilled people, the company needs to have a good plan and support from the management. The process can start from screening qualified employees for such development process. This can be followed by providing appropriate training and coaching from internal and external sources. To prove that the employee is capable of multi-tasking, the management might need to provide them with opportunities for special assignments or job rotation.
Learning is an on-going process for everyone. With the ability to access knowledge freely through the network, developing multi-skilled people can be possible in this new era. We may see more multi-skilled people who can be more productive and efficient in the near future, which could contribute to the company’s competitive edge.

YANYONG THAMMATUCHAREE |is senior vice president for accounting and finance at Central Marketing Group and can be reached at [email protected].