Jack Welch (January 29, 2007), famous former CEO of GE, advises fighting against using your gut when making hiring decisions. It is the responsibility of company to hire correctly. A bad hire not only impacts the company, it jeopardizes the new hire’s finances, security, family life and health. It is a big step to take on a new job and can sometimes be traumatic. It is a process that must be taken seriously by the hiring company. ABC, Inc. is a company on the verge of tremendous growth that relies on the success of key projects. They are in a bind, because they have more projects than they have project managers. They have a pool of resourceful staff that could be groomed to be Project Managers and eager to be trained. ABC, Inc. is interested in developing a Project Management training program and will hire instructors for it. They will create a quality standard for the instructor position. Hiring standards align recruiting with ABC, Inc.’s business strategy. Leaders will be held accountable to the standard. Interviewers will be trained in the investigative skills necessary to determine whether a candidate meets the standard. ABC, Inc. understands that developing and enforcing a hiring standard is critical to success.
Miller (n/d) summarizes hiring well in two steps. First, one must understand the requirements of the job, including the human skills and traits necessary to be a successful trainer at ABC, Inc. The hiring manager defines the job opening, description, and ideal candidate attributes (Hiring Well, 2009). What qualities are found in good instructors? What qualities are found in good project managers? Formal education would be helpful, but not necessary as project management is a practice. One may learn...
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...rtunity to be reassigned or groomed into the position. Developing hiring standards and enforcing it is critical to a company’s success. ABC, Inc. understands that when corporate strategy underpins their hiring standards for the Project Management training program, the benefits are better project managers and more successful projects in the long run.
References
Hiring well. (2009). Fairfield County Business Journal, 48(21), S28. Retrieved from https://search-ebscohost-com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=bwh&AN=41141681&site=ehost-live
Miller, W. (n/d). Developing hiring standards for better hires. Ezine @rticles.com Retrieved from
Welch, J., & Welch, S. (2007). Hiring Wrong--and Right. Businessweek, (4019), 102. Retrieved from https://search-ebscohost-com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=buh&AN=23762567&site=ehost-live
"First, Break All the Rules: What the World's Greatest Managers Do Differently” was written by Marcus Buckingham and Court Coffman. It’s based on in-depth interviews by the Gallup organization of over 80,000 managers in over 400 companies to help managers as well as talented employees who have the potential and plan on eventually becoming great managers. The book is mainly branched into "four keys" that are vital to proclaim the potential and perplexity of human resource development in organizations of all sizes. These keys consider the capacity of a manager to select the optimum personnel based on talents, results, strengths, and fit. It’s an excellent book that turns the conventional wisdom about managing people upside down and provides great insight on how to assess the performance of an organization in general.
A fundamental aspect of the implementation of the Six Sigma theory is the project manager. The existence of a project manager significantly increases the financial returns and project success of Six Sigma projects (Marzagão & Carvalho, 2016, p.1516). Thus, the project manager helps implement and enforce cost cutting measures, in addition ensuring the projects meet the organization’s goals. Marzagão and Carvalho also note that in addition to a strong understanding of Six Sigma, a project manager also needs important leadership qualities, specifically teambuilding and interpersonal skills (2016, p, 1516). Consequentially, Six Sigma influences the hiring process of an organization since the human resource department should seek out employees that possess these
Firms need to keep competitive with the industry and do in order to bring in the most talented people they need to make sure they are doing everything they can to recruit the best possible talent. In today’s business marketplace it is not only to create a product that consumers would want but to keep the company innovative and on the cutting edge of business, they will also need to hire the right talent. The human resource department and recruiting firms need to understand what the business world is looking for and how to achieve the goals of the company. Anyone can fill a position within a company but to get the right person is much harder to do. Understanding the goals and corporate environment that the business has developed, then it will more efficiently attract the best talent.
Zarowin, S. (1991). How to find and keep the best employees in the 21st century. Journal of
The hiring process required to build a high performing team should consider race, gender and experience mix. Diversity, if all milestones or test...
Erickson, R. (27 July 2005). How to hire the right employee for the job and your company.
Do you know that employers are overly concerned with the employees they hire nowadays, unlike in the recent past? Now you do. Essentially, the process of hiring an employee can have a great impact on the future of a company, and hence there are several key concerns employers raise during interviews. In fact, according to a recent research, it has emerged that finding and keeping the right employee has become one of the trendiest issues with employers nowadays. This can be attributed to the fact that HR professionals believe that only the top talent is quite indispensable to the company’s success especially during the modern day harsh economic times.
Values come in handy when trying to solve problems. There are at least two ways to solve problems; one is to just take a stab without consideration of background forces. The other is to analyze before acting. Analysis starts with descriptions of past and current states and ends with prescriptions of how to make positive changes. Value is obtained by moving from descriptions through predictions to prescriptions (Fitz-enz & II, 2014). A recruiter with the values to help his judgment of solving problems to the best of the firm is an asset. Competence being the ability of an individual to do a job properly is a very important aspect of being an excellent recruiter, as he needs to know the who to hire and who not to and why. Competencies can provide a structured model that can be used to integrate management practices throughout the organization and align their recruiting, performance management, training and development and rewards practices to reinforce key behaviors that the organization values. To emphasise excellent and effective recruitment practices are to monitor and reward their effective recruitment behaviour and end results. Rewards can be tied with performance
“A company is only as good as the employees who work for It.” Seems to be the slogan driving most employers in today’s marketplace. Your employees are a direct reflection of your company and in many industries, may actually be considered the product. Finding the right employee can be one of the most crucial and difficult decisions a business can face. Businesses must be prepared for this process and understand the steps involved in hiring a new employee.
The value chain in the world of Human Resources starts with the financial team working with the business to form a budgeted headcount. This budgeted headcount is disseminated to the Talent Acquisition team which can begin to work with the marketing team or analytics team, if necessary, to create a marketing campaign to find the best and brightest talent on the market. The moment the position is posted, is really when the art of recruiting starts to take place. The entire process from when the applicant either applies to the job posting or is sought out to when they have their first thirty days is the time frame that is observed for the candidate’s customer experience. This customer experience for our now internal customer is what is going to create the ‘new’ Comcast to attain our new value chain of a better customer experience for our external customers. By hiring the best and the brightest into our organization will only make every aspect of the business better. By hiring the best engineers we will be able to continue making new technologies that will continue the success we have had as a company to be the trend-setters and leading innovators in our space. By hiring the best in the world of marketing, finance, and operations will provide us the same outcome as
The selection and recruitment of workers best suited to meeting the needs of the organization ought to form a core activity upon which other human resource management policies focused towards development and motivation could be build. The endeavor of this strategy is, therefore, to ensure that a firm achieves competitive advantage by employing more capable people than its competitors in the market. These people will have a wider and deeper range of skills and will perform in ways that will maximize their involvement (Armstrong, 2010).The organization attracts such people by being ‘the employer of choice’. It retains them by providing better rewards and opportunities in work environment than others and by developing a positive psychological contract that increases commitment and creates mutual trust. Furthermore, the organization deploys its people in ways that maximize the added value they supply. Resourcing Strategies exist to provide people and skills required to support the business
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
...anization, and the persons who are hired should be the best one. The company tries to fulfill all their criteria and then only hire an employee for their organization. As if a wrong person is hired then the company can function at a less rate and will go losses.
In today’s occupational hiring process, Job training is one of the most important key elements used by every Human Resource Department to match up against today’s competition. Companies and corporations push hard to make a good effort at hiring the best candidate with talent, but sometimes their talents aren’t molded to its full potential for the position. This is where training comes in to play to polish and bring out it’s optimum potential. Job training is mainly used for enhancing knowledge, skills, and competence of the candidate or employee for the position assigned so that they perform to the best of their ability. Some employers may feel that training should only be used on newly hired employees, but the business environment is rapidly
Management training is also a vital step in the development of the manager. In contrast to management education, management training can be focused solely on the goals and visions the organization wishes to enforce in their managers. It is stated in the textbook that, “Organizations frequently design their own courses and seminars as one way to develop their managers. Such courses have the advantage of being tailored to the specific issues, skills, and individual attributes to the organization and its managers.” (Werner & DeSimone, Pg. 460).