You must assess people!

Being an HR guy, you must assess and pass judgement whether you like it or not. You must provide feedbacks be it positive or negative. In other words, you must take side, cannot sit on the fence and become a Mr Nice Guy all the way. In this organization, assessments are part of people development process. In April 2005 I was assigned to assess a group of so-called potential scholars who will be sponsored by this organization. These were best students from best schools in the countries who scored well in their SPM trial exam. One of the group is in the photo. My assignment was to keep them in a very controlled environment for 3 days and saw how they interacted, mingled, discussed and solved problems among themselves. I must note their leadership, teamwork and communication skills. At the end of the confinement, there was one-to-one interview which wrapped up the whole thing and eventually sealed their fate whether they could be part on this organization. 

"Turkmenistan is somewhere near Sudan"

In this organization, employee recruitment is a serious business. A series of assessments in form of suitability, eligibility and finally interview will turn off the impatient. Today I interviewed direct hires on contract term for possible absorption in permanent scheme. It was a behavior-based interview where past experiences were used to gauge future potential. Some were really matured answering questions confidently on their working experience, some were not. The beautiful ones normally fell in the latter category. One of them was a secretary to a senior manager in charge of overseas operation. She was doing secreatrial things, managing boss's appointments and meetings, processing invoices and staff traveling overseas. " Your boss traveled frequently to Turkmenistan, right? Tell us how do you plan his trip. By the way, where this Turkmenistan is?", so the question went. She said, "Near Sudan I guess". She was young and beautiful and just married to an engineer in her department. "Tell us why we should hire? We met more than 20 people today. Why you are so special from thre rest". Blank response.

Lesson Learnt: Male employees with family responsibilities are more committed. They are more matured. Take them in.

Managing those nearing the end

I attended Group HR Managers meeting today at the Headquarters. The main agenda was to discuss staff movement. In this organization, those who have spent more than 6 years must should be transfered to other subsidiaries or sister companies for exposures and development purposes.
The list was projected to the big screen and the Company HR Manager would table plan for his staff. The session was as busy as the fish market where the whole transaction started with a short presentation followed by a negotiation and then closing of deals. Some of the 'fishes' are nearing retirement age of 55. Unfortunately for them there are no takers due to old age which is rightly associated with high medical cost. Even worst is the fact that there is no specific development for them. Comments like " to retire in the Company", "to conduct training and learning to young ones" , "send to the Virtual Room" are heard. No positive words heard.

LESSSON LEARNT: Do not differentiate your staff based on age. The older worked harder. The younger may not be loyal. But they are all you have to run your plant and process invoices. Be close to them.