Not all businesses are champions of management at all levels, most of them lacking at least one area of expertise dearly necessary to improve productivity and efficiency. Here we refer to the art of employing personnel for the business, and like any other resource that we use, employees are the most difficult to manage unless you have the required attitude and conviction to make things happen.

The behavioural pattern of humans is most unpredictable, and each individual reacts in differently, regardless of how small or negligible the difference actually is. Hence to believe that all people can be managed in the exact same manner is just a mirage. Well-proven and successful personnel policies are designed keeping in mind the impact of varying kinds of employees and their attitudes to work; based on surveys conducted to test their attitude towards work and their bosses.

Personnel policies that have been designed, keeping in mind the number of people involved and their backgrounds are not only a sheer success, but also set an example for others to develop the kind of relationship they have with their people. We can list the most important of all policies as under:

• All vacancies must be filled with such people who match the requirement, and are willing and able to perform for the company.

• Skill requirements for each job vacancy available is clearly listed. This will ensure that any employ hired would have to strictly meet the requirements and be competent for the job offered.

• A clearly drafted job description for each position in the company must be available at all tmes, and the same level of expertise and skill should be exhibited at each level as is expected.

• The best possible person for a job should be selected, as they are more beneficial for the company than the hiring of employees on the basis of friendship and relations.

• Employees should be appropriately trained from time to time to enhance their skills and to make sure that they clearly understand their role in the organisation. The policy should clearly spell out the job expectation and the performance of all employees must be matched accordingly.

• How many personnel you need to employ should be assessed according to the nature of the job and the effort required to complete it. This may be necessary if the business sales is based on seasonal variations or has an unpredictable pattern of demand from consumers. Another important factor to consider is the future availability of required skills from personnel and the labour situation.

Next comes the process of selecting the appropriate candidate for the job. The applicant must be able to perform as per the job description, which clearly lays out the tasks that are to be performed as being part of the organisation. As part of a health employment policy, the performance of all employees analysed.

Job Description

A job description clearly defines the duties, tasks, responsibilities and authorities of the position. Each task and duty is detailed and expresses all the elements that are expected from the employee, both mentally and physically. It also outlines the working conditions of the personnel and the hazards and precaution required as part of performing the job.

Job Specifications

The specifications of a job outline the attitude and behaviour expected from the employee. It also states the educational qualification and experience required from the employee, along with the qualities, skills and the abilities for the job to be performed efficiently.

Job Analysis

This is an employee investigation technique which collects all relevant information regarding the employee to assess each task performed. The analysis is used to identify various factors, such as the contribution, skills and abilities required by the employee to efficiently perform as a key member of the organisation. Further, it determines the responsibility of each employee as part of the organisation and the duties assigned. The basic information that the analysis should be provide is as follows:

• the Job Title

• the department to which the employee is assigned

• the level of supervision required

• the job description

• the location

• the material and equipment to be used to perform the required tasks

• the minimum qualifications, skills and ability required

• the mental and physical presence and attention required

• the working conditions

Recruitment

Each business owner should have a fair idea of the employment laws and by-laws governing his/her region, thus being able to protect the business in all legal circumstances including efficient recruitment of employees.

Screening

Screening a candidate allows management to analyse the capabilities and evaluate the skills, knowledge and attitude towards work. This helps in determining whether the person is acceptable for the position or otherwise. The process begins from the application form, where the applicants basic information is available. This allows you to filter those that do not come close to the requirement. Then follows the interviewing process, in which members of the company require the candidate to appear face-to-face. This helps test the actual strength, confidence and attitude of the candidate. Some companies even require interviewees to demonstrate their skills and experience and rating these, testing them to perform under pressure.

Selection and appointment

After the screening process, the best candidates qualifying for the position are investigated for references and accuracy of information provided by them, both in the application and the interview, along with the information provided by their references. This is very important as any false information or misstatement can result in a bad choice by the company. What you should look for just before the selection and hiring of any candidate, is to ensure that the candidate has provided the truth.

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Employee specifications