Success by
Selection Overview
The purpose of the Success by Selection system is to assist you in the
development of professional skills in the recruitment and selection of quality
people. Your ability to match the capacities of people to the requirements of
jobs is a vital personal management skill and a major factor in promoting your
company's efficiency, growth and earnings.
The right person in the right job
will produce. The right person in the wrong job will be detrimental to the
goals of the organization. The underlying key to a successful business
operation lies in the initial selection of the right people for the right
jobs. As a manager you have only one downside: your people don't produce!
Selection errors are commonplace and their cost is staggering. Thousands of
dollars are lost each year by companies of all sizes and in every business
field because they select people who are not qualified to fill key jobs.
Every
job is a key job. The cost of turnover is increased dramatically when we add
in the training expense, additional recruiting and selection expense, loss of
productive time by management, and lost business through dissatisfied
customers who are served by incompetent individuals.
In addition, managers
personally experience discouragement and frustration in their own job when
they realize they must begin all over to recruit a replacement for a key
position.
Interviewing skills are not easy to learn. They require practice and
development. This segment will present a process to assist you in
interviewing. However, your key to success will be to practice the process and
to learn from each hiring success and hiring failure ... (more) |
Purpose
The purpose of the T.E.A.M. system is to combine the sensitivity of
humanistic management with the pragmatic aspects of Management by Objective.
Management techniques without people sensitivity can become cold and
negative. Humanistic management concepts alone can become too soft and
nonproductive.
The combination of these two management philosophies gives us the best of
both worlds: tough, results-oriented management with people sensitivity.
In effect, we are placing the iron fist of Management by Objective in the
velvet glove of sensitivity and motivation. The end result is action-oriented
management that is responsive to human needs.
When management becomes responsive
to people from a basic psychological-need viewpoint, the productivity of the
team increases greatly. The cultural orientation becomes one of pride
and mutual trust. To achieve this end is not easy.
It takes hard work and total dedication on the part of the manager or
leader of the team. It is the full responsibility of the center of the team to
radiate the philosophy of Management by Objective and humanistic management...
(more) |
Ask For Action Overview
The objective of training is productivity, not
knowledge. Through a systematic method of Attitude, Skill, and Knowledge
development, the people on your team enhance their chance for increased
productivity and success.
One of a manager's key responsibilities is to develop "self-managed"
people. The results are increased production and profit as well as building a
reputation as a professional manager. Your success image of being able to
recruit, select and train people to be highly successful in your business will
affect your total team-building efforts.
Our experience has shown that the manager must be the ongoing trainer of all
team members. The new team members need an opportunity to work with a
professional manager who is knowledgeable in the areas of professional skills
and product knowledge.
The experienced team members need the opportunity to continue to increase
their skills and knowledge to experience more success and more job satisfaction.
The end result of development is to
communicate and transfer skills so that people are able to effectively do the
job they have been selected to do... (more) |