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SCORE's Top Human Resources
Tips
Are you the best boss you can be? Create a happy workforce with these tips.
SCORE: Counselors to America's Small Business
Presented By Raja Wajahat
SCORE's Top Human Resources Tips
5 Tips on Hiring Smart
5 Tips on Building a Senior Management Team
5 Tips on Employee Performance Reviews
5 Tips on Helping Employees Take Pride in Their Work
5 Tips on Promoting From Within
5 Tips on Hiring Smart
5 Tips on Hiring Smart
5 Tips on Hiring Smart
1. Hire slowly. Be willing to invest time and energy in your hiring decisions.
2. Be clear in your own mind what the job requires and measure candidates'
qualifications against the requirements of the job.
3. Consider how well a candidate will fit in with your corporate culture. Are her
attitudes compatible? Is he cooperative?
5 Tips on Hiring Smart
4. Narrow the pool to serious candidates. Ways of weeding out non-contenders
include announcing that drug testing is required of all new employees or asking
applicants to write a brief essay on why they want the job.
5. Do brief phone interviews with 8 or 10 top candidates to reduce the pool further.
Then do longer in-person interviews with two or three finalists.
5 Tips on Building a Senior
Management Team
5 Tips on Building a Senior Management Team
5 Tips on Building a Senior Management Team
1. Start with part-timers. You may not be able to afford a full-time chief financial
officer at first, but chances are you can find one who will gladly work part time.
2. Look for volunteers. The SCORE Association is one place to start and may help
you establish a volunteer advisory board. Also check with your local business
schools.
5 Tips on Building a Senior Management Team
3. Consider outsourcing your management team. Check the Yellow Pages under
Employment Agencies, Employee Leasing, Executive Search Consultants and
Management Consultants.
4. Check references and backgrounds, just as you would for a full-time employee.
Look for a good fit.
5 Tips on Building a Senior Management Team
5. Treat part-time and volunteer executives just as you would full-time, paid senior
managers. Make them a part of your team.
5 Tips on Employee
Performance Reviews
5 Tips on Employee Performance Reviews
5 Tips on Employee Performance Reviews
1. Concentrate on what you and the employee can achieve together in the
future. Don't use performance reviews just as a means of telling workers
everything they're doing wrong.
2. Strive for consistency and fairness. Apply performance criteria to all employees,
not just a few.
5 Tips on Employee Performance Reviews
3. Encourage employees to evaluate themselves and to discuss their own
strengths. Your view of an employee and the employee's view of himself should
match fairly well. Otherwise, it's a warning signal.
4. Be honest about poor performance, but not brutal. Document your observations
in writing.
5. If you're small enough that constant communication and feedback are taking
place, you may be able to avoid performance reviews. But don't send the
message that performance isn't critical.
5 Tips on Helping Employees
Take Pride in Their Work
5 Tips on Helping Employees Take Pride in Their Work
5 Tips on Helping Employees Take Pride in Their Work
1. Employees are your most important assets, so hire the best, provide training and
growth opportunities, and recognize good performance.
2. Have a meaningful, concise and realistic job description for each employee.
Make sure you review it with the employee and that it's understood.
3. Be sure employees know what is expected of them. Establish high standards of
performance ethics.
5 Tips on Helping Employees Take Pride in Their Work
4. Offer specialized training or skills enhancement to your current employees.
Promoting from within encourages and motivates your greatest assets--your
current workforce.
5. Create a New Employee Referral Bonus Program. Describe your needs in title and
duties and offer a reward for your "most wanted."
5 Tips on Promoting From Within
5 Tips on Promoting From Within
5 Tips on Promoting From Within
1. Understand your advantage. In a small company, you're in a better position to
know what people's abilities and interests are than in a large company.
2. Develop a nose for hidden talent. Find out what skills people use when they're
not at work and determine if those skills can be put to use in your company--in a
higher position.
3. Create career paths for employees. Your people need opportunities to grow.
5 Tips on Promoting From Within
4. Consider the work you outsource. Can that work be brought inside, creating an
advancement opportunity for one of your employees?
5. If an employee needs outside training for a higher-level job, pay for it. That'll be
cheaper than recruiting a new employee.