Human Resource Management

Below you can find the details about Golden Triangle…

· Results

You first make a list of every result that you want the new person to produce. Always focus on results rather than activities. Take 100 points and allocate them over your list of desired results, divided on the basis of value. This allocation will help you decide the most important results required. By the 80/20 rule, if you have a list of ten desired results for a job, two of those tasks will be worth 80 points and other eights tasks will be worth only 20 points.

· Skills

Once you have determined exactly what you want the person to do and the results he or she is expected to produce, the second consideration in hiring is skills. You look for someone with a proven track record in that area. You are seeking a candidate who has already successfully demonstrated the skills necessary to achieve the results you are hiring him or her to achieve for your company. You always hire people based on their past performance and proven results, rather than your future hopes and ambitions or theirs. Many business owners make the mistake of hiring a completely inexperienced person for an important job. They hire based on what the person thinks that he or she can do in the future, rather than what he or she has already done in the past. Occasionally this approach will be successful, but in most cases it will either fail or be a great disappointment.

· Personality

The third element to look for is personality. In studies of many thousands of job failures, it has been found that the cause of most of them was “wrong fit.” This means that the person does not have the correct personality to fit in with you and with the other people who work on your team. One of the basic rules of human nature is that people don’t change. Over time they become even more of what they already are. They don’t change their basic personalities, temperaments, or work habits. You should never hire a person with a personality problem with the hope or fantasy that the person is going to change once her or she starts working in your company. It simply won’t happen. I had a woman working for me some time ago who did her job extremely well. She was in charge of mailing, shipping, and delivery and was quite competent. She had only one problem. She was short-tempered and irritable and she used foul language and would snap at other members of the staff for the slightest reason. My role and goal in my business is to achieve and maintain harmony among my people. You can ensure a high level of fit with a new hire by having the person meet with at least three other people before you make a decision.

Action Exercise

If you are interested in a potential candidate to hire for your company pick out three other qualified people to interview that person as well, just to make sure that they act the same way around others as they do around you.

When operating a small business, frequently the entrepreneur is confronted with the issue of running limited resources to produce the preferred outcome, in terms of both quantity and quality. The horrible need to expand, at the same time manage with expenses, eventually becomes a difficult task for even the most talented. Rising initial expenditure and unlike market demand impose a sustainability subject on the small-scale thriving businesses. The need of the hour is to look out for ways to cut costs and plan the expense structure, to keep the permanent cost at the minimal levels. The market necessities are impulsive and in such condition, it makes no sense to deploy dedicated resources for the output.

Employee Leasing:

For that reason, to provide to instant demand and at the same time save on the long-term obligation, employers are looking forward to employee leasing as an answer. Employee leasing refers to hiring out employees for the exact purpose required. As obscure the leasing contract outlays the exact job description and the duration of employment beside with payment conditions. Employee leasing serves as a precious option, especially if expert resources are necessary for a small period.

Employee leasing service has been gaining a lot of optimistic review over a recent period. This working culture not only renders the regular employer benefits but also saves time in employee training; associated administrative aggravate and the simplicity to expand with limited resources in the short run.

However, the other side to this attractive proposal is the corresponding risk factor. Many employers sense that these temporary employees could affect the overall culture and might impose risk by being a potential threat to the important insider information. The solution is to specify the access permitted to the contractual employees while working with the firm which would not only separate the important information and but would also maintain spotlight on the key task selected. In addition, various specialized firms providing such provisional work force are keen to enter into legally enforceable contracts regarding the organization’s information privacy, thus reduction the scope of information mismanagement.

Leasing and Outsourcing:

A common misperception among various recruiters and employers is their perceived similarity between employee leasing and outsourcing. Many tend to think that they are implicitly the same concepts. However, it must be noted that there is a thin line of difference between the two notions. Outsourcing implies to getting the job done from a third party at their workstation or on your premises, while leasing refers to hiring employees or professionals for defined time duration. For this defined duration, these workers act as the company’s employee and fulfill the outlined job requirements as directed. The then appointed contractual employees have direct employee rights and share the company’s success and failures as other regular employees.