Personnel policy SME entrepreneur

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Organization obejectives

Personnel Management is part of the organizational policy, namely the part that directly relates to the staff. Personnel Management is the set of measures aimed at labour that helps to meed the organization objectives.

Quality and employees motivation

The personnel policy plays an important role in the achievements of the objectives.
Without the quality and motivation of employees it is impossible and it brings the continuity of the company in jeopardy. A prerequisite for employees to take seriously, treat your employees like yourselves want to be treated. Your company must create the conditions that employees enjoy their work and that they are proud of the fact that they work in a professional organization.

Require from the employee that he / she himself develops

The employee who works here is responsible for the tasks he or she is appointed to and shall do his utmost to get best out of themselves.

The employee will continue to become proficient in the position he / she holds. If the employee does not want to do so he should leave the organization. Motivated employees who enjoy their work are more customer focused than unmotivated employees, the latter will consciously or unconsciously damage the relationship with customers and increase costs.

Effective employees, a world of difference

• Targeting; are your employees focused on one and the same objective?

• Customer Orientation; is service to the “customer” at the top of the list of joint objectivess?

• Competence; how good is the in-house expertise and how skilled are your employees?

• Information and feedback; do you have, despite the daily stresses, a fixed or decent pattern of reciprocal appointments? Think of oral and written communications, regular work and progress meetings.

• Flexible; are your employees flexible enough to cope with changes and always adapting to changing market demands and innovations in your industry?

• Learning Ability; are your people constantly trying to learn from the experiences of everyday practice, from both the successes and failures?

Targeting employees

The business objectives of the organization must be known by every employee, what are the general objectives of the company and what is expected of every employee on his / her place of work.

Unclear or poorly communicated guidelines lead to misunderstandings and to perform tasks at the expense of efficiency, resulting in a cost-increasing effect, reducing the profitability of the business is adversely affected. Another problem is the loss of customers.

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Customer focus SME organization

The core business of the company is not, as commonly thought, the product or services the company provides, but gain and keep customers.

Gain and keeping customers is the success factor for every business. Is every employee in your organization aware that a company will cease to exist without customers. It cannot be repeated often enough “the customer is not there for the company, but the company is there for the customer!” Even if the customer is not always right, however, it is the task of the organization to keep the customer satisfied.

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Staff competence

The benchmark of the competence of employees are the job requirements prescribed to exercise a particular function in the organization.

To this end, each function within the organization is analysed and mapped. It sets out the knowledge, experience and skill required to exercise to function properly , this is obviously a snapshot. The organization is affected by changes in the market, legislation, etc., so the job requirements are subject to change.

Of employees is being asked that they provide a certain performance in their workplace. They can only if they have the appropriate knowledge, experience and skill. Stagnation means regression, therefore, encourages training courses within the context of the needs of the company.

The company for example, shall annually inventoried every employee on what training would contribute to a better functioning at that particular workplace. Then a priority list and a training plan are made ​​of the to follow courses. On the basis of the training plan determines the budget for the coming year.

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Information and feedback

Nobody can operate without information and feedback in an organization. But as noted above, the information must be relevant for the employee on that particular workplace and must have added value, otherwise it is only an additional burden to the employee.

Insufficient or wrong information is not good, an overkill of information is also wrong. You can think of the excessive use of email traffic within the organization, everybody within the organization is copied on everything. The added value is zero! In this way the organization is occupied with themselves instead with the customer.

It is imperative to draw up a sophisticated information plan, in which the function determines who gets what for written information and when the information be available.At least once a year, individual assessment, appraisal and salary discussions will take place with employees. And there will be an annual plan scheduled for regular meetings with employees.
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Performance appraisal

Management have the task of periodic discussions with the employees.

There are three different interviews, assessment, appraisal and salary discussion.

The assessment interview determines how the employee has worked in the past year and what performance may or may not have been delivered. There are appointments made with the employee about the desired quality level and the commitment of the employee.

In the appraisal interview is functioning of the employee in the current function discussed. The conversation will particularly forward-looking with focus on the development of the employee. The development of the employee is aimed to be effective and efficient to perform his / her tasks.

The salary discussion aims to agree on what the employee is going to earns the accruing period. The basis for an increase is derived from the assessment and appraisal.

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Flexible employees

The organization is constantly affected by changing circumstances and market demands and should be able to anticipate, without too great effort to get your employees along.

A fact is that making changes within an organization often encounters great resistance, 30% would not wish change at all, and another 40% is hesitant about it, remains only about 30% which are always in for a challenge.

During the selection procedure of new employees you can take this into account and selecting on flexible candidates. Furthermore their must be a cultural change within the organization, this is done by involving the 30% enthusiastic employees intensively by the change of processes and celebrate the successes within the company. This will have automatically the effect that the 40% hesitant are joining in. For employees who want absolutely nothing their is no place in the organization and made redundant!

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Learn from the mistakes

An organization that does not learn from his mistakes will never improve its competitive position!

Everyone who works makes mistakes, is that bad, no as long as is learned from the mistakes. It is the responsibility of management to help employees to restore the mistakes such that they no longer can be made, rather than to punish. The manager must see mistakes as an opportunity to bring the organization to a higher level of quality. Involving your employees in improvement processes is essential, so they become co-owner of the worker processes. The ultimate goal of the improvement is to achieve customer satisfaction resulting in a competitive advantage that increases your sales.

The key word is here together, this means you supports and provides resources to employees to do their task. Starting point is;that customer expectations are met. By quality standards and measuring them, you can determine whether the promises to the customer are fulfilled. It goes without saying that everyone in the organization, commits to the quality standards and also execute.
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Personnel recruitment and selection

Competitive Advantage

A good recruitment and selection process is strategically important for the company to maintain or obtain competitive advantage.

Here is the distinction made ​​by the talent that you attract to your organization. Filling a vacancy has a direct impact on business results. It is therefore important that you yourself are involved in the selection and not delegate to third parties.

Recruitment and selection Procedure

The employees who will occupy the positions must meet the demands in the job description as recorded.
It can not be that you appoint people who do not meet the job requirements! To ensure the continuity of your business take care that “The right man / woman is at the right place in your organization.” With a preference for enthusiastic employees eager to learn. For recruitment of new staff are three topics of interest.

Click above for the recruitment and selection procedure.

Who are you?

Promote the organization to potential candidates.
In the overview of the company, the following information will be given: the history, the main business of the company and explaination where the company stands for.

What do you have to offer?

Explain briefly why the vacancy occurred and in which department of the company. The department’s position in the organization explain the main activities and objectives for next period of time.

Who do you want to have?

In the job is described what qualifications the employee must meet in order to to carry out the tasks. That will be the starting point of your selection procedure, who you want in that position. Formulate a profile from the function description which the applicant shall meet.

Selection procedure

The invited candidates are received by the Executive, and gives a personal presentation of the company.
Describes the history, the idea and the objectives set.

You have a meeting with all candidates, individually, and ask them why they think they are the most suitable candidate for the vacant position.

The candidate that you want to be informed by telephone.
The candidates are not eligible thank them for their interest , by means of a standard letter signed by the interviewer.

Introduction new employee:

Personally you set the new employee at ease and takes the time to explain what your vision is and where the organization stands for.
Tell them why the tasks should be carried out in accordance with the directives, but that your company is no a rigid organization and is flexible in adapting the market demands.

Supplemented by the following points:

• For the first day, a training program is scheduled.
  The owner tells about his ideas, vision and objectives.
• Guided tour trough the organization, telling who does what and introducing the new employee.
• Sit together to answer questions the new employee may have. At the end of the discussion ask if everything is clear so far.
• Issuing company clothing and handbook.
• Walk through the handbook, discuss objectives and the work function.
• After the job content is known to the new employee the function agreement is signed by both parties.
• Finally complete the paperwork of the new employee.