{"id":9119,"date":"2017-03-07T20:47:36","date_gmt":"2017-03-07T20:47:36","guid":{"rendered":"https:\/\/cerebyte.com\/?p=9119"},"modified":"2019-06-04T18:31:50","modified_gmt":"2019-06-04T18:31:50","slug":"changing-commitment-to-people-development","status":"publish","type":"post","link":"https:\/\/cerebyte.com\/2017\/03\/07\/changing-commitment-to-people-development\/","title":{"rendered":"Changing Commitment to People Development"},"content":{"rendered":"
<\/a><\/strong>Recently, I read two articles in the Wall Street Journal that presented an interesting picture of labor markets and organizations\u2019 commitment to developing their people. The first article, \u201cThe End of Employees<\/a>,\u201d describes how many companies are shifting their work to \u201ctemporaries, contractors and vendors (TVC).\u201d As the article states, this trend is \u201cradically altering what it means to be a company and a worker.\u201d<\/p>\n From a people development perspective, it raises the question of who is actually responsible for developing the human resources needed to perform the function. In the case of temporaries and contractors, the answer is simple\u2014each individual is responsible for their own development since the company is contracting with these people for specific functions.<\/p>\n In the case of vendors, presumably the vendors are now responsible for people performing critical functions, and again, the primary company doesn\u2019t care because it is hiring the skills of the vendor.<\/p>\n