Dear Colleagues,

We all have to take decisions as Managers. Not every decision that we take would be right or wrong. If it is right, you will gain the company will gain, and everyone will applaud. If it is wrong, you will know the results. You needn't be fired, you will seek your solutions. This was the learning I got long long ago when I was commencing my career.
What would you do?

The most important decisions hiring/recruiting managers make are hiring decisions. Without the right people, a division or company cannot succeed.

-But how do you find the right people?
-How do you write a job description, and how flexible should it be?
-How can you apply consistent guidelines in interviewing situations so that you are able to make good choices between applicants?
-What factors are the best predictors of performance?

In this case..

CASE : The Applicant you'd Dream to get

Please read through ... 

Jack announced he was leaving, Steve felt a sagging weight. His departure meant that on top of his workload, which had doubled since last year, now he had to hire and train someone new. As Steve drove home late that night, his mind began to drift. He imagined a dream applicant who could do things Jack lacked the experience to do. The dream applicant could supervise five or six of the people who were now reporting to him. The dream applicant could make presentations. The dream applicant could use project management software and was experienced with handling clients. A honking horn jolted him. He was sitting at a green light. Reality hit. His dream applicant would demand twice, maybe even three times what he'd been paying Jack. But as he drove through that green light, he couldn't help but wonder if it was possible for his dream to become reality.

The Question lies ‘What would you do ?'

So, we shall be observing a discussion on this Case Study from July 24th to July 29th, 2006 and we anticipate a participative response from the members.

Regards,

CHRM

"To win...you must stay in the game" - Claude Bristol

Dear Members,

The discussion initiated on the mentioned case study is i think a subject every manger would be able to realte you. Not just Steve but everyone in HR dreams and dreams of such an ideal or dream candidate who would just know the right kind of stuff the job demands. But is it actually possible in real.

Here are few of my personal views:

1. I would rather go in for a candidate who is well learned about the HR concepts but is inexperienced.

2. The fresher would definately need lot more inputs from me in duration of induction and training but then with this investment of time and efforts i will be able to create my dream candidate.

3. The fresher has more space to imbibe the culture and work ethics , style and home environment of the company since there is no need to brainwash the prior stuff loaded.

4. We keep looking out for highly experienced and know all candidates but in such cases the scope of laerning decreases and conflicts rises.

5. It is easier to train a fresher rather than a more experienced candidate.

6. Create a Dream Candidate rather than Dreaming of one.

Thanks

Regards

Pushpinder

Dear Pushpinder & Colleagues,

The case study throws light on some significant issues that we need to understand belonging to the human resource fraternity.

Firstly, Steve wants to escape from his responsibility of inducting, training and nurturing the replacement of Jack since he desires to have someone who would not only work within his roles but also take care of his (Steve's) reponsibilities. Steve is not bothered about the quaifications, credentials or the practical experience that the replacement of Jack shall possess, but he is more interested in knowing whether someone can take care of all the responsibilities irrespective of what he possess. In short, he is on the lookout for Jack's physical replacement and the replacement of his functions, so to while his time away. Possibly, this is the case persisting at several organization but it often goes as unseen and unheard. No wonder, few people have already started to consider HR as a foolish job.

Steve shud rather follow these power points while hiring for Jack's replacement  :-

1. Qualifications required for conceptual & practical understanding of the job.

2. Work exposure (experienced) or working knowledge (fresher) about the subject matter.

3. Person with leadership & management qualities who can handle his job well alongwith being a back-up in absence of Steve to follow his tasks successfully.

4. Understaning about Jack's weaknesses & concentrating on the same for the candidate to be hired, although not compensating on the strong competencies that Jack possesed and were a value-addition for the company and the job position.

I think if Steve recruits someone keeping the above points into consideration, then there shall be very little room for dissatisfaction post-hiring process and shall also turn out to be a dream candidate for him. Hence, by following the above points, Steve shall get all that he wants without compromising on anything.

The question is not of dreaming, but doing something for achieving those dreams.

More views of our colleagues are anticipated..

Regards,

CHRM

"To win...you must stay in the game" - Claude Bristol

Dear CHRM,

That was right on target. I completely agree to the views expressed by you and m sure Steve can have the cake and eat it too if he follows the manadatory power points.

CHRM, I think you need to replace Steve for a while to find a replacement for Jack

- Ann

It seems evident that Steve has been in the habit of dreaming for too long in his life. He is now dreaming at the traffic lights as indicated by the man behind him having to honk and he has not seen the green light that has come on. It shows that while he was dreaming his work has piled up for the past two years to double the load and it appears the company hasn’t got a clear policy on job –enlargement or enrichment. Steve doesn’t seem to have trained anyone and delegated enough to keep his late nights of working at office reduced. For such dreamers one of the shocks would come is when your employees come and say that they want to leave.

HR should handle things proactively by clearly having a strategy to move forward and not simply be fire-fighters gaining a bad reputation that they just react and have no skills to plan in advance.

If there were proper systems in place such resignations would be minimal because you will know the pulse of the organization . As I have said before, HR should stand for Human Rhythm. If you are out of rhythm this will be the net result.

We should not only have dreams but a concrete action plans to get results. Or else we will be lost only in a fool’s paradise. There should be clear Job descriptions done up here and competencies clearly identified. It is a mistake often made by many managers to expect a jack of all trades and wash their hands off so that you have more time for some extra dreams. This will not work. Proper interviews and avoiding square pegs in round holes is important.

I have mentioned in a another article here about the use of Psychological tests for correct profiling which also can be used here. Proper induction and training is also needed with clear objectives and accountabilities and on going reviews in place so that such things do not happen again.

Steve may also lose his job if he goes on like this for too long and then he will be left dreaming again what to do. His family will also be dreaming I suppose what time he is going to come home from late office routine and I am sure before long he may have other surprises at home too.

So let us get organized, put systems into place and with meticulous care become professional in our work.
.
Here is a story from the writings of Chuck Gallozzi

If You Don't Make Things Happen, Things Will Happen to You

A reader asks, "I was wondering if you had any concrete ways to begin the process of overcoming laziness and recapturing motivation. I realize that I have been dealing with laziness. There is an underlying anxiety that keeps me from getting going. With time it has transformed into a hazy, non-living lifestyle where I manage to only do the bare minimum and am always late with my work. Talking with a professional probably could help me, but I also know that I have to take responsibility for my own life and decisions. So, if you have some useful tips on getting motivated and REALLY getting started, I would appreciate it."

Do I have any tips? Yes, I do. For starters, stop TALKING, THINKING, or WRITING about your problem and start DOING something. I'm not trying to be glib, but trying to make a point. Mainly, the only way to get things done is to ACT.

"Yes, but," you may be thinking, "how can I act when an underlying anxiety keeps me from starting?" Who said that anxiety, discomfort, or fear has to prevent you from starting? I don't remember being told that I have to stop whatever I'm doing if it makes me feel uncomfortable. Again, I'm not trying to be smug, but trying to point out a common misconception. You see, many people are held back or are stuck in their tracks because they believe EVERYTHING SHOULD FEEL GOOD.

Such an idea reveals a fundamental lack of understanding of how life works. Like it or not, sometimes the weather is too cold, too hot, or too wet to feel comfortable. At other times, our tasks are too difficult or too challenging to be pleasurable. That's the way life is. Accept it. Once you do so, you can go ahead and do whatever needs to be done, despite how it makes you feel. We don't have to be ruled by our feelings. We can choose to let our reason guide us.

The heart of the problem is we have been programmed to seek pleasure and avoid pain. The purpose of our programming is to protect us. Primitive man ran from hungry predators to avoid the PAIN of being eaten alive. He also avoided the pain of fire and frostbite. Moreover, our ancient ancestors sought the PLEASURE of eating and sleeping in a warm cave. These are all good things as it protected the species.

But the problem is modern man often interprets the slightest discomfort as PAIN, thereby avoiding important responsibilities. To compensate for this problem, we have the power of reason. But if we wish to benefit from the power of our mind, we have to stop living on automatic pilot and get into the habit of thinking before we act.

Prof.Lakshman Madurasinghe