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The outcome of the process should be a solution that allows the organization to succeed.
There are six criteria for an effective decision-making process:
- The focus is on what is important
- The process is logical and consistent
- It accounts for objective and subjective factors and uses both analytical and intuitive thinking
- It requires only as much information as is necessary to make the decision
- It encourages and guides information-gathering
- It is straightforward, flexible, and user-friendly
There are 8 elements involved in making a smart decision:
- Identifying the problem
- Identifying the objectives
- Identifying the alternatives
- Identifying the consequences
- Identifying the tradeoffs
- Working in the context of uncertainty
- Working in the context of risk tolerance
- Working in the context of linked decisions
- The Meta-Decision:
- understanding the problem
- identifying the basic nature of the decision to be made
- deciding which process will be used
There are 4 basic components that form the overall decision-making process:
- Framing
- Realizing and understanding the boundaries that are set on the problem
- Defining reference points to gauge success or failure of the decision
- Defining the metrics for the process
- Gathering intelligence
- Coming to conclusions
- Learning from feedback
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
- Position Analysis Questionnaire (PAQ)
- Six Main Areas
- Information Input
- Work Output
- Mental Process
- Job Context
- Relationships with Others
- Other Job Characteristics
- PAQ Areas - Information Input
- Where and how the employee gets the information required to perform the work
- Interpreting what is sensed
- Using various sources of information
- Watching devices/materials
- Evaluating/judging what is sensed
- Being aware of environmental conditions
- Using various senses
- PAQ Areas - Work Output
- The physical activities, tools and devices that are employed to perform the work
- Using machine/equipment
- General body movements
- Controlling machines/processes
- Skilled/technical activities
- Manual related activities
- Miscellaneous equipment
- Handling activities
- General physical coordination
- PAQ Areas - Mental Processes
- Reasoning, planning, and decision-making activities that are involved in performing the work
- Making decisions
- Processing information
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
Do you want to be a more effective communicator? If so, let's begin by taking a quick communication skills assessment. This assessment should take only 2 to 3 minutes.
For our Communication Skills Assessment, please click here.
Communication is the glue that holds organizations together. It affects the outcome of relationships, products, and systems. Simply stated, when you communicate, you share, or make common, your knowledge and ideas with someone else. Effective communication is sending and receiving a message so that the receiver understands the sender's meaning. There is often "hidden" meaning in a message which must be deciphered.
Communication gaps are caused by the failure to convey and or understand the information, intent, or meaning of another, especially between individuals with different perceptions. Stay tuned for more on communication next week!
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
Keep the four parts to the interview in mind. By doing so, you will be more likely to stay on task and conduct all interviews in the same manner, allowing for fair consideration of each candidate.
When building rapport, be sure to greet with a firm handshake, a smile, and a statement that lets the applicant know you are glad he/she is there. Treat all with respect and provide a positive image of the company, first explaining the structure of the interview and what is to be expected in terms of objectives and length of time.
When gathering information, be sure to ask questions concerning specific information in the resume and ask questions relating directly to your job description. Include behavioral questions such as, "Tell me about a time when..."
When giving information, use this as your opportunity to sell the position. Give the applicant enough information so that he or she is able to make an informative decision about the job at the end of the interview.
Finally, in closing, it is important to give the applicant the opportunity to ask questions. Allow time for this step. Then thank the applicant for the time and briefly explain subsequent steps, including a realistic timeframe of when the hiring decision will be made. Let the applicant know how to contact you if he/she has any further questions. Upon completion of the interview, review your notes and write down anything else you want to remember. Use your criteria checklist to objectively determine what skills your candidate has met.
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
If you find yourself faced with too many applicants to interview in person, you may want to consider using a telephone interview as another step in your process.
A telephone interview should be shorter than a face-to-face interview. Use this time to ask your applicant any questions you may have regarding his or her resume concerning items such as vague phrases or unclear information. If at the end of the interview you would like the applicant to come in for a face-to-face interview, simply set up a time and place.
If at the end of the call you no longer feel that the applicant meets the job requirements, simply thank the candidate for the time and state that while you do not feel that he/she is a good fit for this position, you will keep the resume on file for possible future opportunities.
Next, you'll be scheduling face-to-face interviews. Let the applicant know what to bring, such as a clean copy of the resume, a list of references, contact information for former positions, or anything else you require for the application and interview. Be sure the applicant knows how to get to your location. Allow enough time when scheduling interviews that neither you nor the applicant will feel hurried or pressured. Be sure that you will not be interrupted.
Four Parts To The Interview
- Building Rapport - introductions, small talk, agenda, objectives
- Information Gathering - take notes, questions including behavioral
- Information Giving - company and position background, duties
- Closing - applicant questions, thank you, next steps, check notes
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
Great leaders empower others so that they feel and act like partners in the business, increasing productivity, energy, and creativity.
So, what do people need in order to be empowered?
Information: People need to know what is going on in the organization. They can't act like partners in the business if they are in the dark. Managers often take for granted the knowledge and information they have that others do not. Does everyone know your vision?
Solve problems: Let people solve problems when and where they occur (instead of coming to you).
Make decisions: Let those who have to implement a decision participate in making that decision.
Responsibilities: Expand the scope of what people do through designated roles and responsibilities.
Keep in mind that most people have the ability to do more.
Remember, though, that people need varying degrees of structure and support in order to be successful. Part of your job as a leader is to assess the readiness of people and empower them only as they are prepared to take on more responsibility.
What types of support do your employees need? Coaching, directing, delegating, supporting?
Until next time...
Sheryl Tuchman, SPHR, SHRM-SCP
http://tools2succeed.com/
