Sometimes, particularly efficient and forward-looking employees break into the leader’s workday routine with a proposal to share their burden for the outcome of the whole business. Such employees possess strategic skills or experience that can improve the existing products or services of an enterprise, and moreover, they feel ready to take a quantum leap in their development, and want to take on the role of a mature business partner, and not just of an ordinary employee. And then, the leader faces a dilemma: to fire such an overweening and brass-necked jumped-up nobody or entrust a separate important business area to this key employee.
Phone interview: cue card for recruiter
Screening of the CVs at the first recruitment stage helped you to make a shortlist of candidates whose experience and qualification match the vacancy requirements the most and you are ready to invite them for an interview, aren’t you? Hold it! Save yours and applicant’s time using the phone interview as a tool to screen unsuitable candidates.
How to prepare for a job interview
A job interview is one of the most common tools used for staff selection and assessment. The purpose of the job interview is to get a reliable evaluation of applicant’s appropriateness for the job s/he is applying for. There are no universally good or bad applicants; there are only suitable and unsuitable applicants for each specific vacancy.
Staff Recruitment: step-by-step guide
The staff recruitment process is rather complex not only because of the need to find the competent employee but also because the process itself must be optimised taking into account such performance criteria as costs/time/quality. Recruiting a new employee should not be a problem when any of currently working employees informs you of his/her decision to leave, and you must urgently find a replacement. Attracting the best talents from the labour market requires well-thought recruitment strategy tailored to the specificities and needs of your company.
Application for staff
Staff recruitment is a combination of phased arrangements aimed at assessment of applicants to determine their suitability for performing job-specific functions.
Efficient organisation management and making informed financial administrative decisions in a timely manner is only possible when there is accurate and complete information regarding current state and forecast for organisation’s financial situation. The tool that makes it possible for an entity to present the series of planned and systematically organised financial events and transactions (revenues and expenditures) for the given time period is the budget.
How can autonomy, mastery and purpose increase employee motivation and performance?
The key factor influencing the performance of any enterprise is its staff.
Work motivation issues become more relevant and important from practical perspective. Work motivation is directly related to the needs of any person, as the prerequisite of his/her involvement into operating activities and the way to the best settlement of social problems.
HR marketing (part II)
To efficiently satisfy the needs of external clients, to be competitive at the market, organisation, first of all, must effectively meet the needs of all internal clients, i.e. the staff.
HR marketing (part I)
Modern business situation, peculiarities of modern economy demand new, and most importantly, effective approaches to human resources management. Together with functional and project approaches, which are used in management to a greater or lesser extent, quite efficient approach to establishing HR management system in the company becomes HR marketing.
Target-setting: Target vs. Objective
All business owners, managers and employees that bid to become efficient must have target setting skills. Target-setting has been used for years in large, medium and small businesses to improve manageability and transparency of enterprise business processes, and to plan and monitor staff performance productivity and efficiency.