Hiring & Firing 1

Image by Mike Licht, NotionsCapital.com via Flickr

A very interesting, technical and most of the time a very sensitive
issues to touch. But in any management practices, this issue can also
be very critical in nature. To some extend, it may even involve
legalities for the organization concern.

There are a lot of mistakes that many organizations made during the
process of hiring and firing and they have to live by it for quite
sometime. It may also affect the productivity and damage the morale of
other workers within the organization.

The saying goes that if we're buying food stuff or clothing in any
departmental store, we would definitely buy quality food and clothing.
Nobody wants to buy spoiled food stuff and torn clothing for that
matter. But when it comes to hiring, most organizations today simply
just hire any people that they can come by to make sure that the human
resources is enough to fulfill the production demand. Be it in the
manufacturing sectors, hotel industries and even corporate organization.

I have seen it, in the hotel industries, where they just simply take
in any Tom,Dick and Harry, down them with uniform and off they go tho
perform their task without knowing even the basic of customer service,
hence smile nowadays are very expensive gestures to come by.

But the biggest Mistakes that any organization do in hiring
perspectives is to get in friends or family members or next of kin to
work in the office. These practices in one way or another will
definitely create problems later on within the office environment.

Relating my experience with my consultation work; the week that I
started off with the company, the Executive Director has requested me
to meet up with him at the office. We started to talk about 430pm and
ended up almost about 7pm. It was nothing to that is important to look
into but a great lesson for all to learn.

The discussions circles only on the General Manager. Slandering and
painting negative pictures from behind, all the bad elements of a
person being laid down on the table. Towards the end, the actual
message is that the Executive Director wants to dismiss the General
Manager, but no historical grounds. None was recorded or any warnings
or consultation was done. Any person can own and manage a company, but
without the basic knowledge and skills of the local government law and
requirements, the proper management skills, just with a technical know
how and profiting skills won't make you to be able to shape a good
company. Then the next solution is to hire the right people to fit
into the right job requirements for the company. And reframe you r
attitudinal perspectives. Stop managing company like the 60's. It
won't work. You can't groom your kids today like how your fathers use
to groom you those days. Time change, people change, culture change.
It won't work.

Now, comes to the critical part, getting the right people for the
right job. You just don't simply pluck them from the trees. That is
why pre-interview or pre-recruitment profiling is important to get
close to the right people with the right attitude and competencies.
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1.0 Determine the areas of work that you need for your company. HR,
Admin, ICT, Operations etc.

2.0 Draw out the scope of work, responsibilities required of the
position. Determine the areas of achievement needed from the position.

3.0 Determine how the person in that position is required to interact
and integrate with the rest of the department's / people within the
company, to deliver coordinated goals for the company.

4.0 What would be other related tasks and responsibilities other than
the core competencies required. Any other additional skills and
knowledge that would enhance the persons efficiency while performing.

5.0 What would be the required values and principles that is pertinent
to the person in order to enable him/her to fit into the position and
to fit into the company's corporate culture.

6.0 What would be other required areas to conform such as the
government or company's laws and regulations.

7.0 What benefits and perks would follow the position for the person
concern. The wrong expectations can cause conflicts and demoralization
to occur at a later stage.

8.0 Evaluate the person's strength and weaknesses before fitting him/
her into the position. This is where profiling comes into play.

There are many more added features into hiring the correct person that
can be tailor made to the company's requirements. However, there are
also certain elements that has to be avoided, in order to pick up the
right person for the position.
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Next Issue: Things to avoid during the hiring process