I am writing this article on vocation and professional orientation with my mind on the thousands of people who daily carry out work activities in a dissatisfied manner, thinking that they are suitable to develop other types of activities different from those they exercise.
At present, there are many secondary schools that are dedicated to guiding their students on the professional vocation, just before launching them into a secondary education, and they dedicate extra time to it because they are responsible for launching suitable personnel to suitable positions, depending on the demand that exists in the labor market and this should be carried out in conjunction with those representatives of the labor market.
However, this activity becomes clearly pre-operational, and in many cases it does not give the expected result due to various factors, whether cultural and economic as usually happens in our environment, that is why it is necessary for personnel managers, know how to develop and how to optimize the staff in charge.
“I want to be something or someone” is not the same as “I am something or someone”, when a child from my country is asked "what do you want to be when you grow up?" many answer bus driver, conductor, policeman or soldier, very few answer doctor, engineer, architect, graduate, etc. And the few who answer this is because they are the children of doctors, engineers, architects, graduates and others.
In reality, very few get to develop in what they really want, I have seen many who after studying eight years in the medical school of a university, end up working as medical sales representatives or sales of medical equipment and in the worst of it cases end up emigrating and working as day laborers or gardeners.
When I asked a girl «what would you like to work on?», She mentioned a diverse infinity of activities such as cashier, waitress, cook, secretary etc., when I asked her «have you thought about what company you would like to work for?», No He knew how to answer. When analyzing their answers I realized that their role is not defined or the role that they want to develop within the labor society, and what they really want is only to work, after that there is a personal reality of family or economic needs and that is what that drove her to work on whatever.
Some time later I saw her again and I interviewed her again. She told me that she had been working in the fast food area for a long time and that she had gained experience in that field, but when I asked her "what would you like to work on?" She replied: "in something other than fast food, or sales."
When asking for references, they told me that she was very good in the fast food area and that she did very well, but the interesting thing is, she did not feel good doing these activities, despite doing it very well and having the experience to do it He no longer wanted to develop in that area, he was dissatisfied with his role, he felt capable of developing in another area and in another area.
I often see this, people who with higher education work in secular jobs and do not require higher education, and I have seen the opposite also, people who develop in professional work without having the appropriate higher education and who reach those positions in a empirically, they learn by doing.
Currently, the labor market is demanding that a worker have higher education or have an extra skill such as being bilingual or being a computer genius, otherwise there are few job opportunities and only those who possess these types of qualities are the that they have a greater opportunity for improvement, in which I do not agree since if there is not an equal opportunity among our staff, there will not be a substitute for the current employee in the future.
But what I want to point out is that there are under our command people with a desire to improve, but without opportunity, people who say they can work in another activity, but are here under our charge, these types of people become a block in our companies, because they work in a dissatisfied way and although they can give more of themselves, due to their capacity and experience they do not do so, they barely meet the minimum standards of production or attention that our company maintains to end up leaving the company, which becomes the loss of a good employee.
There is also the case of those who, dissatisfied with their job, express their feelings and infect other employees with this feeling and this does become a work problem, that is why an administrator must know these types of people and work With their dissatisfaction, it is not the same to treat a dissatisfied employee than a group of dissatisfied workers.
In conclusion, I call on managers to provide vocational guidance to their employees and place them in the position or in the area in which they develop best and in which they perform best, not only to launch them to work, if from the beginning we know their aspirations and skills we can position them in the best way.
If you are parents, do not let a school teacher give your children vocational guidance, do it yourself, guide your children vocationally from an early age so that they become the professionals we want them to be and that the job market needs
Remember that an administrator is responsible for making human resources work effectively, and the best way to do this is for employees to feel good doing the tasks that they like to do the most and that it is convenient for us as a company to do.
