Workshop Four - Personnel
- What is the company? How does it perform tasks? Who speaks for the company? The authority and responsibility to conduct commerce.
- Recruitment and Retention
- Personality, Character, Presentation, Work Ethic, Qualifications
- Who you hire determines who you are and what you are able to become!
- Advantages of Working for a Small Business
- Real Responsibilities (and Varied)
- Seeing the Consequences of Actions (on the Frontline)
- Ability to Really Make a Difference (and to Provide Input)
- Sources of Employees
- Schools (Interns), Employee Referrals, Help-Wanted Advertising
- Job Descriptions
- Must take into consideration strengths/weaknesses of employee.
- Always must insist on flexibility relative to duties.
- Evaluating Prospects
- Application Form, Cover Letter, Resume
- Interviews (Many), Writing Sample, Check References
- Get References, Don't Give; Single Contact for References
- Test Applicant, Criminal Record, Driving Record, Credit Report, Physician Statement, Drug Analysis
- Personnel Policies
- Probation
- Representation
- Work Week
- Vehicle Use
- Payment
- Travel
- Bonus
- Employee Purchases
- Time-Off
- Safety
- Medical Insurance
- Disposal of Property
- Pension
- Acknowledgment
- Conduct
- Confidentiality
- Training and Development
- Assignment of Mentor, Get First Impressions, Lay Out Mission
- Providing necessary knowledge and skills/improving morale.
- Provide detailed instructions, oversight, interaction, and follow up.
- Performance Review
- Compensation
- Early in Business, Must Compensate for Inadequacies
- Be wary of incentive plans, such as sales commissions.
- Profit sharing plan to encourage performance and teamwork.
- Fringe Benefits - amounts to another third of payroll costs.
- Social Security, Health Insurance, Time-Off Benefits (Rich)
- Attempt to Piggy-Back on a Larger Group, SEP Retirement
- Conclusion
- No second-class employees! Must be committed to quality.
- Maintain an arms-length relationship.
- Make personnel management a day-to-day priority.