Difference between revisions of "Right person for the right job"
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Put the right person in the right job when hiring, promoting or putting someone in charge of a project . Like many things this is easier said than done. | Put the right person in the right job when hiring, promoting or putting someone in charge of a project. Like many things this is easier said than done. | ||
One effective practice is to ask a set of key questions to ensure the right person is matched to the right job. | One effective practice is to ask a set of key questions to ensure the right person is matched to the right job. | ||
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== Other Resources == | == Other Resources == | ||
*[http://www.projectsatwork.com/content/articles/280931.cfm "Match Game",] by Kevin Kern discusses best practices to match project needs and skills on IT jobs on the [[ | *[http://www.projectsatwork.com/content/articles/280931.cfm "Match Game",] by Kevin Kern discusses best practices to match project needs and skills on IT jobs on the [[:Projects at Work]], a project management website. | ||
== Author == | == Author == | ||
The author of this page is John Sund | The author of this page is John Sund | ||
{{ | {{:John Sund}} | ||
{{#seo: | {{#seo: | ||
|title=right person for the right job | |title=Get the right person for the right job | bestpracticeswiki.net | ||
|keywords=best practices hiring, best practices promoting employees, best practices delegating | |keywords=best practices hiring,best practices promoting employees,best practices delegating,matching skills to job | ||
|description=Best practices to achieve success in hiring, promoting and delegating jobs to employees. | |description=Best practices to achieve success in hiring, promoting and delegating jobs to employees. | ||
}} | }} | ||
Latest revision as of 14:49, 16 July 2015
Put the right person in the right job when hiring, promoting or putting someone in charge of a project. Like many things this is easier said than done.
One effective practice is to ask a set of key questions to ensure the right person is matched to the right job.
Key Questions
Before hiring or promoting a person to a position it is helpful to ask these questions:
- Does the job need doing?
- What skills; abilities; knowledge and experiences are needed?
- What tools and authorities are needed to accomplish the job?
- Is the mission of the job clear to all? (The boss, the employee, others in the organization working with this employee.)
Related Best Practices
Other Resources
- "Match Game", by Kevin Kern discusses best practices to match project needs and skills on IT jobs on the Projects at Work, a project management website.
Author
The author of this page is John Sund
John Sund has a wide variety of leadership and management experiences in private firms, public office and non-profits.
John has worked for five years in private law practice. He has seven years in the legislative arena: three years in a senior staff position and four years as an elected Representative in the Alaska legislature. He served as President and CEO of Waterfall Group; a company that managed a 60 room hotel, restaurant and bar, commercial retail property, air taxi and built and managed a large remote salt water fishing resort in southeast Alaska. For sixteen years he was a founding partner of Silver Lining Seafoods, officer, Board member and Vice President of NorQuest Seafoods, a seafood processing business that grew from a start up to sales over $100 million. He has also served on many public boards, commissions and non-profit organizations.
For the last decade, John has worked as President of Stellar North LLC, with small and medium size companies and non-profit organizations to develop solid strategic plans to build profitable and sustainable organizations.
Education:
- Northwestern School of Law at Lewis & Clark College: Juris Doctor LLB
- Western Washington University: B.A. History; B.A. Political Science; Education Certificate