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Additional info for 100 Great Business Ideas: From Leading Companies Around the World (101 . . .)
Establishing and communicating a precise job description and clear standards is your job as a manager. Any manager who neglects to clarify and communicate job responsibilities and standardswho says things like, "I'm not sure Bob is getting the job done; he's not working on the things I consider important. I'll have to get around to talking to him about this"is simply not managing. If the selection element is the most important of Select, Direct, Evaluate, and Reward, then clearly describing the job's content and standards of performance is the most important element of the selection process.
Develop and install effective quality cost model. 3. Achieve the following short-term objectives: a. Reduce reject rate by 50 percent over next three months. b. Establish three effective continuous improvement teams within three months. c. Complete quality documentation program within six months. Completed by: ____________________________________ Page 6 ing. To be as specific and descriptive as possible, use action words like those listed in Exhibit 1-2. , other managers who have related responsibilities or who depend on services to be provided by the new person.
No matter what level of job you are trying to fill, identifying its tasks and responsibilities is absolutely essential. State every job's tasks and objectives in measurable terms, such as quantity, quality, and time. After all, the basis of business is measurement. To create a job that, when it is described, does not include measurable elements is to ignore performance standards. We tend to think that standards of performance come into play only when it's time to evaluate employees, but they also play a key role in selecting new hires.