There is great commercial value in finding good people to staff your business. Successful business is all about building good relationships - with your customers, suppliers, other associates, and most consistently, with and through your greatest resource, your staff.
Do you know the functions of each job and the skills required for each person you hire? Do you have a recruitment process that’s effective, and how do you select the right employee for the job?
By undertaking a job analysis, you can identify the abilities, skills and qualifications needed to perform the job successfully. A job description defines a job in terms of specific tasks, responsibilities and objectives. The recruitment process consists of advertising, screening, interviewing, testing, reference checking, and assessing candidates for suitability. Selection criteria may be a useful tool to use in a job advertisement. Job candidates can also be sourced through a recruitment agency.
When selecting employees, it helps to consider the following:
The employment of high-quality staff is likely to generate high performance standards, which may foster a good public image. In turn, this assists in the recruitment of high quality staff.
Having an employment agreement may help to avoid many problems. An employment agreement is usually a written agreement (a letter) that is sent to the selected job candidate. It’s a good idea to detail of the salary, benefits, conditions and any special arrangements that relate to the job which were discussed in the final interview. It is also a good idea to refer to and attach a copy of the job description to the agreement. The successful candidate and the employer should sign and date the bottom of the agreement and each should receive a copy.
Do you know how to retain your most valued employees?
Keeping good employees is sometimes a challenge, however empowering your employees will enhance your ability to retain them. Empowered employees feel a sense of commitment to a business’s objectives and goals. Empowering employees often results in increased commitment and levels of productivity from them. This in turn leads to job satisfaction and further increases in productivity. However, don’t forget that job satisfaction also requires mentally challenging work, equitable rewards, supportive working conditions and supportive managers and colleagues.
Do you have a performance assessment process in place?
Performance appraisal helps to determine how well employees are doing in their jobs. A 360 degree assessment is used by some businesses. This assessment process involves staff appraising their managers. The information generated by performance appraisals can be used for linking rewards to performance, identifying training needs and promoting staff.
There are many ways in which to recognise good performance. Remember though that not everyone is motivated by the same rewards and some reward systems may have a negative effect rather than a positive one.
For more information go to Skills Tasmania
