•••• TRADE NEWS
Appointing the right person for the job
EMPLOYMENT IS AN EMOTIONAL ISSUE IN SOUTH AFRICA . WITH THE CURRENT UNEMPLOYMENT RATE ON A 14-YEAR HIGH OF 27,7 %, IT IS IMPORTANT TO UNDERSTAND THAT THE SUPPLY FAR EXCEEDS THE DEMAND .
34
SENWES HR
With the unemployment rate as high as it is , one would think that organi sations can pick and choose as they see fit , or can they ? Before appointing someone in a position in an organisation , a few factors should be considered . In Talent Management it is referred to as Person / Jobfit , which is a process of defining a set of technical skills and behavioural competencies needed of a person to be successful in the job at hand . There is truth in the saying that : “ We hire people for their technical skills and then fire them for their personality .” When a person leaves the employment of an organisation , it could cost 75 % to 150 % of that employee ’ s annual salary to refill the position . Thus , it is crucial to match the right person to the right job , to ensure that the employee remains with the organisation , stays engaged and committed , and also makes a lasting contribution .
Research has found that a significant staff turnover figures adversely influence organisational effectiveness and disrupt performance and productivity . In order to hire the right people for the right positions and to ensure that they know what is expected of them at all times , it is recommended that the process be formalised by taking time to develop a job description with relevant detail such as :
• Minimum relevant levels of qualification .
• Minimum relevant levels of experience .
• Purpose of the job ( there should be a short , high level description of what this person will be responsible for ).
• Performance Outcomes ( group all tasks toge ther
DEC-MAR 2018 • SENWES Scenario