homework help!!!!! (best answer 10pts)?

Question

pretend you are a director of sales & you have a turnover problem the reason is a bad match between the employee's skills, and the job. What can I do to solve this problem?

Answer 1

fire that person....and hire someone who has more job-appropriate skills...

Answer 2

There are 3 answers to this question:

1) Is to fire the employee and find someone with skills that can do the job.

2) Is fire yourself as Director because you should make sure the person has the skills prior to hiring them.

3) If you like the employee and feel they have good potential, you can send them to a class to obtain the skills needed for the job.

Answer 3

If I were a director and had to hire people, I would try first to find out what kind of people they are and if they are the kind of persons that I need for my business to prosper.
I can say that I am not a director, but my boss has made a few hiring in the past two months...and during the training period.....5days....has asked me what I think about my new colleagues. ....... So far.....I was right....about who will and who will not be good ......
Next, after you found the right person......you train her or him.....but you have to take care to give them proper training.....Cause if you put someone who is not good at that job to train them.......than you want get a better one;)
After the training you should have a testing period......the new employee should work for you for a limited time, with the possibility to make it an undetermined period, if they prove to be what you business need....During this period you should check on them, try to correct what they learned wrong, evaluate them
If you follow this steps....and take them seriously.....I believe it is almost impossible to get a bad match between the employee's skills, and the job
Of course, there is one more thing to keep in mind.........good employees must be motivated to stay in your company....otherwise......it's just a lost of time and energy to train them.....others will profit from that.....your competition

Answer 4

Double check the training process, if that seems fine double check the HR process of hiring, and what their expectations are at hiring. Both of these would be minimal cost and provide information on how the process is being handled. Also they are the most objective methods of checking to see an error in the business practice, which can be changed.

Finally, if both of those seem fit for the deal: the training is correct, and so is HR - but the job continues to have a turnover, I would ask HR to constitute a plan to check on workers: weekly, monthly, and specially at quitting time - to try and gather information on what is bothering people.

Once that becomes clear, attack the problem by changing - if we're adding too much work for the training, for example, increase the training. If we are hiring underqualified personell because qualified people are not applying, increase the benefits and do another run of advertising to attempt to catch attention of the qualified people.

Answer 5

What you need to do is evaluate your hiring technique. You may have a problem with hiring people who are not qualified to do the job and therefore stress out over meeting obligations. You may also be hiring over-qualified people who have high expectations of advancement in position or pay that are unrealistic, causing employee disatisfaction.

The best case scenario is to hire up to the level of skills/experience needed to do the job and no more, but possibly less. If hiring less, you would want to incorporate some sort of training program to bring their skill levels in line with the job.

Bottom line: You can do something with under-skilled employees but there is little you can do for over-skilled unless the positions for advancement are available.

Answer 6

During the interview process you need to make sure that the applicant understands the position you are hiring for. You need to make sure that the applicant is capable of performing the duties of the position. Another option is to split the position into 2 separate jobs and make sure you are not overwhelming the employee with too much responsibility. Is the job at hand more than one reasonable person can handle. If not than you simply are hiring the wrong people, perhaps a personalitiy profile can assist in the hiring decision.

Answer 7

Re-assess the employees' skills and the job requirements... Retool the requirements to match the abilitiies of the employees, as well as laterally transfer the employees who's skills do not match the requirements for the task.

Oh... and get a new HR person... they'er not doing a very good job.

Answer 8

The first thing I'd do in that situation is to try and enthuse the staff with the product. If the staff are exicted and want to sell the product then this will rub off on the customers.

Secondly, the staff will receive bonuses should your targets get met. Should they gain something from being good staff then they may become good.

Thirdly, as an alternative should all the others fail : Fire everybody and get a new workforce (easier said than done - and you'll have to write heavily about the downside in this report - but I have done it in my job and survived

Answer 9

Re-evaluate your hiring procedure and requirements. You need to hire more qualified personnel. Begin by deciding what skills your employees really need and scan through resumes or applicants, eliminating those who don't qualify. You may also want to develop a training program for employees, so they can be successful for you. A third step you may want to take is more assigning a mentor to help the employee through the first months or year of the job, so when he or she has difficulty, they know where to go for answers.

Answer 10

Give additional training to your existing employees to assist them in development of the skills they will need for the job and when conducting interviews to fill the spots vacated do not settle for someone who does not already have those skills or who does not show a quick learning ability. Make yourself available to your employees for them to ask questions and treat all of their questions with respect and answer as best you can.

Answer 11

you identify the most effective skills required to overcome the problem
you meet with all staff to give an overall picture of how the organisation requires change
you do an appraisal of employees identifying specific training needs
you set up a series of skills building courses either in house or external according to the needs identified
you set up a meeting individually with staff to review and encourage their progress
you set a general meeting staff which positively feeds back the way the enhanced skills are improving the working of the organisation
you review progress individually with staff and by monitoring the overall effectiveness within the jobs done