The most priceless asset of a Taiko staff is ‘experience’. Every year you becomes a better exponent of his trade provided you takes an interest to learn with time. With the shortage of staff recently, the best strategy is coping with this, is to keep experience staff with good track record. This applies to all levels of employee too. Our experience will be required to train and guide the young recruits who will become the future strong pillars of the industry and the nation. On the contrary, some organizations seem quite happy with the high turnover of experience staff and employees. This is a costly affair as experience is an asset which is very much needed in the Planting Industry.
There seems to be a strong pull factor from Sime Darby Plantation to attract our experience planters to work with them. Our loss is Sime Darby’s gain. Why do some of us want to leave? More money or unhappiness to work within TAIKO? For some it could be about money but for many it could be unhappiness. Ask many staff of his opinion of working in Sime Darby, they were well paid (for OT and WDR) for their job. But what’s could shock us is that they’re rewarded accordingly, without considering it is a staff or an executive. Do we get that? They believe that staff individually should be one small piece of their jigsaw puzzle. Then I wonder do we have our own jigsaw puzzle? Or we just missed it…
Now, please read this shit. We have to seriously look into establishing a TAIKO brand of planters and millers who are high achievers and second-to-none. TAIKO - could be the number one exporter of palm oil and well ahead of the rest of the other company in research and technology in managing the plantation and processing, should seize this opportunity to do branding. If not, all we have in TAIKO will be lost. You won’t understand this if you still put the frame of your title in front of everything. What I believe is some of us (or them) will reject this. For sure there is a gap between staff and executive. And there should be a bigger gap if you are an executive (because this is written by staff). But please put all these feelings aside.
WHAT IF one day we have to import inexperience staff while our experienced staffs were migrated to other company? This is what happened yesterday in TAIKO when executives migrated to other company. It could be considered as a dramatic loss while Sime Darby gains a lot. Though our present experienced planters and millers are still sought after by other company, this will not be for long as the number of experience planters and millers with good track record has declined due to over the years due to retirement, rapid expansion, working off shore and less new takers to join us, or they don’t belong here.
WHAT IF all our staff starts thinking that we can get job in TAIKO, but our career should be in Sime Darby, LUTH, UP etc. The question is do TAIKO provide job or career for staff and serve them with the right package to come and stay? With so many job available in the market, the estate environment, “the estate staff don’t have the right to buy car” mentality (what I heard from Refreshment Course candidates) it is definitely very competitive to recruit the right candidates with right discipline due to limited choice and people’s presumption. It can be changed somehow…
“ THERE ARE NO BAD SOLDIERS BUT BAD OFFICERS “
There seems to be a strong pull factor from Sime Darby Plantation to attract our experience planters to work with them. Our loss is Sime Darby’s gain. Why do some of us want to leave? More money or unhappiness to work within TAIKO? For some it could be about money but for many it could be unhappiness. Ask many staff of his opinion of working in Sime Darby, they were well paid (for OT and WDR) for their job. But what’s could shock us is that they’re rewarded accordingly, without considering it is a staff or an executive. Do we get that? They believe that staff individually should be one small piece of their jigsaw puzzle. Then I wonder do we have our own jigsaw puzzle? Or we just missed it…
Now, please read this shit. We have to seriously look into establishing a TAIKO brand of planters and millers who are high achievers and second-to-none. TAIKO - could be the number one exporter of palm oil and well ahead of the rest of the other company in research and technology in managing the plantation and processing, should seize this opportunity to do branding. If not, all we have in TAIKO will be lost. You won’t understand this if you still put the frame of your title in front of everything. What I believe is some of us (or them) will reject this. For sure there is a gap between staff and executive. And there should be a bigger gap if you are an executive (because this is written by staff). But please put all these feelings aside.
WHAT IF one day we have to import inexperience staff while our experienced staffs were migrated to other company? This is what happened yesterday in TAIKO when executives migrated to other company. It could be considered as a dramatic loss while Sime Darby gains a lot. Though our present experienced planters and millers are still sought after by other company, this will not be for long as the number of experience planters and millers with good track record has declined due to over the years due to retirement, rapid expansion, working off shore and less new takers to join us, or they don’t belong here.
WHAT IF all our staff starts thinking that we can get job in TAIKO, but our career should be in Sime Darby, LUTH, UP etc. The question is do TAIKO provide job or career for staff and serve them with the right package to come and stay? With so many job available in the market, the estate environment, “the estate staff don’t have the right to buy car” mentality (what I heard from Refreshment Course candidates) it is definitely very competitive to recruit the right candidates with right discipline due to limited choice and people’s presumption. It can be changed somehow…
“ THERE ARE NO BAD SOLDIERS BUT BAD OFFICERS “
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