Difference between revisions of "Right person for the right job"
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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. | ||
== Key Questions == | [[Link title]]== Key Questions == | ||
Before hiring or promoting a person to a position it is helpful to ask these questions: | Before hiring or promoting a person to a position it is helpful to ask these questions: | ||
#Does the job | #Does the job need doing? | ||
#What skills; abilities; knowledge and experiences are needed? | #What skills; abilities; knowledge and experiences are needed? | ||
#What tools and authorities are needed to accomplish the job? | #What tools and authorities are needed to accomplish the job? | ||
Revision as of 07:03, 21 July 2014
Put the right person in the right job when hiring or promoting. 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.
Link title== 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.)
Resources
- "Match Game", by Kevin Kern discusses best practices to match project needs and skills on IT jobs on the ProjectsAtWork, a project management website.
Author
The author of this page is John Sund