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 actual “ Performance 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
www.hemenparekh.in
/ blogs
No comments:
Post a Comment