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Ali Asadi is a well-known and respected author and professional business consultant. As the owner of Asadi Business Consulting, a management consultancy firm, he specializes in helping small and medium-size businesses achieve success in today's highly com

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THE GOLDEN RULES OF HUMAN RESOURCE MANAGEMENT

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Contents

Preface..........................................................................xiiiSection 1 Hiring.................................................................11. Why Is Hiring So Important?...................................................12. Timing Your Hiring Actions....................................................33. Determine Your Needs..........................................................44. Sample Job Rating Form........................................................55. Defining the Job..............................................................66. Writing Job Ads...............................................................87. Posting a Job.................................................................108. Creating Structured Application Forms.........................................129. Shortlisting Candidates.......................................................1410. Interviewing Candidates......................................................1611. Conducting Tests.............................................................2012. Reference Checks.............................................................2113. Making a Decision............................................................2314. Making a Job Offer...........................................................24Section 2 Orientation and Onboarding.............................................2615. Orientation Essentials.......................................................2716. Training.....................................................................2917. Setting up a Mentoring Program...............................................31Section 3 Performance Management.................................................3218. The Criticality of Performance Management....................................3319. Communication................................................................3420. Ensure Receipt of Communication..............................................3421. Coaching Your Employees......................................................3622. Monitoring Performance.......................................................3723. Measuring Performance........................................................3824. Performance Evaluation.......................................................4025. Handling Poor Performance....................................................4326. Communication and Feedback...................................................4327. Following Up on Performance..................................................4628. Handling Complacency.........................................................4729. Managing Change..............................................................4830. Pay and Performance..........................................................4931. Delegation...................................................................5132. Discipline and Termination...................................................5233. The Exit Procedure...........................................................55Section 4 Retaining Good Employees and Maintaining Relations.....................5734. Good Workplace Communication.................................................5735. Managing Employees...........................................................5936. Employee Motivation..........................................................6237. Benefits and Perks...........................................................63Section 5 Information Technology & Human Resource Management.....................6638. Information Technology in the Workplace......................................6639. IT in HR Administration......................................................6840. Major Software in Use........................................................6941. Attendance and Time Policy...................................................7142. Need for IT/Internet Policy..................................................7243. Monitoring Devices in the Workplace..........................................74Section 6 HR & Labor Laws........................................................7644. Labor Laws in the USA........................................................76Appendix A Sample Job Description................................................83Appendix B Sample Job Application Form...........................................87Appendix C Sample Evaluation Sheet...............................................92Appendix D Record of Reference Checks............................................94Appendix E Sample Job Offer letter...............................................96Appendix F Thank You letter to All Unsuccessful Applicants.......................98Appendix G Sample Employee Evaluation Form.......................................100Appendix H Sample of Employee Performance Improvement Plan.......................109Appendix I Sample of Warning Letter to Employee..................................111Appendix J Sample of Overtime Form...............................................113Appendix K Sample of Internet Usage Policy.......................................114References & Bibliography........................................................117Index............................................................................119

Chapter One

1. Why Is Hiring So Important?

Hiring employees is easy! Correcting mistakes is what takes time. Any business that is not solely managed by family will need to hire employees. The decision will impact your business—one way or the other.

If you are a large business, one hiring error may not matter too much, unless it is the CEO! However, for entrepreneurs and SMEs, each worker represents a major fraction of the workforce. In a small organization, each employee represents a major fraction of the human resource. This means that while hiring correctly is important for all organizations, it becomes critical for small ones.

Most business leaders—at least the ones who are progressive—recognize that it's employees who make the company. No matter how good you are, unless you are running a mom-and-pop store, your employees will face customers.

Employees will generate invoices. Employees will handle complaints, and employees will produce goods.

Entrepreneurs who ignore employees and the critical importance of getting the right employees will soon be without both the employees and their business!

Take your time to hire. It is better to go with a vacant chair for a few days than it is to fill it with the wrong person.

Hiring a new employee takes preparation. Other employees also watch. Therefore, it is extremely important that you have an established system in place for bringing in a new worker.

The Golden Rules

• The wrong employee costs you time, money, and future business.

• Do not initiate the hiring process without preparation.

• Get as many great employees as you can hire.

• Even if you are running a small store, put a hiring process into place.

• A wrong hire is disruptive to your business. It could cost 3 to 15 times the worker's salary to get a replacement. Choose with care.

• Employees meet more of your customers than you do. Your customers' impression of your business depends on your employees.

• A bad employee can affect many others. Hire with care.

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