Hi Friends,

Even as I launch this today ( my 80th Birthday ), I realize that there is yet so much to say and do. There is just no time to look back, no time to wonder,"Will anyone read these pages?"

With regards,
Hemen Parekh
27 June 2013

Now as I approach my 90th birthday ( 27 June 2023 ) , I invite you to visit my Digital Avatar ( www.hemenparekh.ai ) – and continue chatting with me , even when I am no more here physically

Wednesday 20 June 2018

AN INNOVATION THAT WILL DIFFERENTIATE YOU FROM COMPETITORS


Job  Description : an  Obsolete  Document ?

----------------------------------------------


Dear Headhunters  /  Recruiters  :



Like most of you , there was a time when I too insisted that a client provide a “ Job Description “ for the position to be filled


Then , gradually I realized the following :


*    Most client companies found it difficult to write down a JD ( Job Description )

*    When they did manage , it was rather vague and too general


*    Some HR managers ( of client companies ) were in love with latest jargon !


*    JDs read like “ Motherhood is Good “ – with which none can quarrel !


*    Interview questions based on such JD, got same answer from all candidates
;
      “ Of course, I am well versed in that area “



Following is an example of a client-provided JD for the position of  HR Director :



*  Provide strategic and operational human resource advice / guidance


*  Ability to steer the human resource function / act as the key catalyst for change


*  Work closely with HR team to provide strong business partnering


*  Build consultative relationship with all stakeholders to create an environment of
   excellence and continuous improvement in a high growth environment


*  Champion the talent and organizational development strategies and practices
    focussing on organizational change , talent acquisition , assessment, career
    development and succession planning


*  Employee engagement through sustained HR interventions


*  Benchmark HR practices of the organization with the industry standards


*  Demonstrate strong and visible support of the organization’s values thereby ensuring
    HR creates a visible impact


*  Perform all tasks in accordance with established regulatory compliance and safety
   Requirements



See , what I mean  ?



IS THERE A BETTER ALTERNATIVE  ?


Yes – and that is to replace a JD with , what I call , a “ Performance Expectation “[ PE ]


After all , as an organization , our client has  “ problems “ which he expects a successful candidate to be able to “ solve “ – and within 4 / 6 / 12 months ( of course, using only ethical means ! )


For any given position , we should be able to define such “ EXPECTATIONS “ in a quantified manner and be able to measure these in an undisputable way


Take a look at the following  few  examples [ Can you expand this list ?  ]  :



·      Employee Turnover ratio


·      Ave length ( time ) of employee tenure
·    

·     Rate of retention {  No joined / No stayed } for a given period
·    

·     Ave time ( in present cadre ) before getting promoted to next higher cadre
·    

·     Percentage Absenteeism
·    

·     Number of Grievances / per 100 employee ( and ave time for disposal )
·    

·     Timely completion of Annual Performance Appraisal exercise
·    

·     Number of Training Sessions / persons trained
·    

·     Terminations / Disciplinary Actions
·    

·     Recruitment Cost per hire and Time taken to hire
·    

·     HR Dept Employee cost as a percentage of Total Employee Cost
·    

·     Employee cost / Sales Turnover
·    

·     Employee Cost / Operating Profit
·    

·     Employee Productivity ( No of Man Hours per physical Unit of Produce )
·    

·     Computerization / Automation of HR processes
·    

·     Days lost due to Strike / Go Slow
·    

·     Percentage of Overtime
·    




All of these may not be relevant for our client’s situation. Then there can be others

In the first instance , we the head-hunters , should ourselves , prepare a shortlist ( as shown above ) and show it to our client for addition / deletion


If our client company’s,  “ Operational figures / Annual Report / Balance Sheet ( with all the annexures ) “are available for the past 3 years, then it would be highly desirable to get hold of these and calculate these ratios  to the extent possible and plot the “ trend “ graphically


[ alternatively , client could be requested to compile this on his own and give to us ]


Then show it to client and request him to :


·     Select those which he considers of high priority and where he expects the HR
       Director to bring   about improvement


·     Quantify the “ measurable “ amount of improvement ( and time period within
       which , it should happen )


Then present this paper to the potential candidates and ask :


This is what our client expects by way of achievement , from the executive who gets appointed.

How confident ( Absolutely / Reasonably / Doubtful ) , are you to meet our client’s “ Performance Expectations “ ?



Refer :












Following link gives some targets for HR Director




Do read this report :

“ Hiring managers’ top three priorities are all focused on quality: the right skills & culture fit, future performance, and retention. 




“ The HR function has also had to redesign itself to deliver at scale. It has also had to revisit its roles and embrace technology to deliver consistent results.


The demand is for HR to impact business performance in a more sustainable and strategic fashion.”








LIMITATIONS :


The “ selection process “ described above has the limitation that we are solely depending upon the candidate’s own “ Self Declaration “ ( as to his ability to meet the Performance Expectations of our client ) . What we need is some historical “ evidence

 

MY  SUGGESTION  :


Ask the shortlisted candidates to bring with them, a tabulation showing such actualPerformance Ratios “ for the past 3 years for his current employer company  !

{  If he has not stuck to his current job for 3 years , do not call for interview !  }


If readers have any ideas re this, please do write to me :  hcp@RecruitGuru.com


Also , do let me know if you have a better / bigger list of “ Performance Expectations



21  June  2018







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