Difference between revisions of "Right person for the right job"
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*[[Hiring and Interviewing]] | *[[Hiring and Interviewing]] | ||
*[[Effective Job Descriptions]] | *[[Effective Job Descriptions]] | ||
*[[Project Management Execution]]== Other Resources == | *[[Project Management Execution]] | ||
== 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 [[Template:Projects at Work|ProjectsAtWork]], a project management website. | *[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 [[Template:Projects at Work|ProjectsAtWork]], a project management website. | ||
== Author == | == Author == | ||
Revision as of 08:04, 21 July 2014
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 ProjectsAtWork, a project management website.
Author
The author of this page is John Sund