Finding the right person…

 I know of a trainig institute, which had an excellent trainer. People held him in high esteem. His training sessions were most sought after. The Institute’s Director resigned due to some reason and the management was desperate to find a replacement. As the management was very imporessed with this trainer, he was appointed as the Director. Now, his time was spent more on administrative issues, managing people and organizig things he had not done before. He didn’t have the skills for the new assignment. More than that, he didn’t like what he was now supposed to do. He missed doing training for which he had less time now. He barely survived for a year before resigning. During the perid, the institute faced several problems including the staff turnover. It turned out to be a bad management decision. The institute lost a very good trainer and got a relatively incompetent manager.

The incident highlights far reaching consequences of poor management decisions. Such decisions are common, despite plenty of guidelines and management theories on human resource management. The unfortunate part is that the people who take decisions are seldom held responsible. It is only the people who are victim of such management decisions are often accused of not delivering the goods.

True, management decisions are not always easy. There are compulsions because managers are also part of a larger system. But managers have a huge responsbility. In matters of recruitment, promotion or assigning roles to people, the criteria should be relevance of experience, competence, skills and attitude. In a nutshell, managers should adopt the attitude of ‘finding the right person’ for different positions. Each position is important, no matter what the level is –  a driver, a secretary or a unit head/director.


4 Responses to Finding the right person…

  1. vibha says:

    VOW!! is the word that comes after reading this post Afsir. You are so right in highlighting the importance of ‘managers’.

    Jim Collins’s Good To Great’s core message is this only. “Right people on the bus. Wrong people off the bus. Right people on the right seats”.

  2. smmahzar says:

    So true, Right person should be selected for specific job by the management. It is good for the organization and it is also good for the persons’s career path.

  3. Thanks, Vibha for this excellent comment. Sums it up very well.

  4. Indrani says:

    Yes finding the right person best suited to the job is important. The right job enhances your life. It is personally fulfilling because it nourishes the most important aspects of your personality. It suits the way you like to do things and reflects who you are. It lets you use your innate strengths in ways that come naturally to you and it does not force you to do things you don’t do well. While all this is true, there is another dimension to it. Sometimes it may happen that a Manager selects a person to do a job not entirely suited to his aptitude and competence. But it is found that when the employee continues to work (though hesitant and unwilling in the beginning) he realises his hidden capabilities and eventually goes on to excel in the field. Both deserve credit here – the Manager for assessing the potential of the employee correctly and the employee for not losing confidence and accepting defeat and ultimately succeding in the new sphere of responsibility. I think it works both ways.

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