Bad hiring decisions – Some effects. How such decisions impact the management. Frequent hiring enhances cost and prevents stability.

Management requires stable policies.

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While there is no fixed formula for putting together a winning combination, for an enterprise to succeed, it is necessary to have a number of factors working for you; the main ingredients would be:
1. The right policies,
2. The right implementation and
3. The right staff.

The policies that an enterprise adopts are more of less standard with most companies adopting similar ones though there may be some differences in specifics.

The implementation depends on the middle management and the lower rungs under the watchful eye of the higher echelons.

But, the aspect that has the most telling effect on the health of an enterprise is the manpower of the company since it stretches across all levels and any weak link will have a derogatory effect on the enterprise as a whole.

Furthermore, the higher management always love the HR Manager since theirs is the most vital job; they regulate the staff in accordance of the needs of the enterprise while also regulating the costs.

The whole setup depends on the ingenuity, sharpness and wisdom of the HR Manager; the qualities and foresight of this employee is what makes the business sound and profitable.
It is their responsibility to measure and update the staff’s:
1. Qualifications,
2. Training,
3. Communication skills and
4. Collaborative skills.
• The right influx and the right retention is very essential since it not only affects the cost of the manpower; every repeat hiring entails repeated cost and loss of man-hours,
• Thus, an employee that sticks around for a longer period will mean the following:
i. Consistency of practices,
ii. Savings by avoiding costs of severance and re-hiring,
iii. Stability at the workplace, and
iv. Availability of experienced, trained hand.

• The work ethos of each new employee unsettles the system and it requires time to recover,
• The morale of the employees is lowered and insecurity sets in
• The mutual trust of different levels takes a hit with:
a. Employees get a feeling of insecurity seeing frequent changes,
b. Top management are vary of the fitness and ability of the HR manager, and
c. The higher management also requires time to assess and trust the dependability of the new incumbent.
• Frequent changes and the instability it creates also impacts the clients and suppliers due to the fluidity and adjustments that each new incumbent needs.

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Umrao Singh
umraoz.wordpress.com
Written for: Lars-Magnus Carlsson.
www.thephilippinepride.com
Monday, April 24, 2017

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