Selecting, Managing, Motivating and Developing for High Performance
On
7th March, Friday evening, I attended an interesting talk on
‘Selecting, Managing, Motivating and Developing for High Performance’. It
was organized by Indian Society for Training and Development’ Mr. Nigel Copsey
– A UK based HR consultant was the speaker. He has several years of experience
in assisting people to explore their capability, recruitment, getting high
performance and retaining talent. He basically addressed the complete working
life cycle of an employee from the recruitment to retirement.
How
do we get best from an employee, as manager? Simple. By offering the best to
them. He involved the audience, when do you enjoy your work? High moral and
motivation is possible by Right job and right management, as per McQuaig System.
He explained both of them.
90%
of selection is done by interview, but only 14% of them is effective. The
interviewer gets some impression about the candidate in the first 30 seconds,
that carry forward through out the interview. After selecting the right
candidate, many times after six months we realized that ….So what is wrong?
There are always three level of assessment. 1. Looks as if can do 2. can do and
the most important 3. will do Right job depends upon ability and willingness.
Ability can be acquired. It can be measured as speed of thought. How quickly the
candidate can think, analyze and grasp new things. Many tests measures, numeric
capability, verbal reasoning, logic etc. Willingness is depends on temperament.
He
explained in detail four characteristics/trait of individual. Competitive v/s
accommodating. Sociable v/s analytical. Consistent/Patient v/s driven.
Structured v/s independent. He
elaborated it with accounting clerk and account manager examples. Then we
discussed some practical problem like…suppose in an account office, if manager
retired, who will get promotion as manager. If highly competent accounting clerk
get promotion as manager, he will not be suitable for manager job and if he does
not get promotion then he will be demoralized. Can we change temperament of a
person? Etc….Then he talked about
Emotional Intelligence is combination of maturity, stability, attitude/values
and self motivation. If structured interview is added in recruitment procedure
then chances increases of getting right candidate from 14% to 40%.
He
also explained the second branch of McQuaig system, right management. After
analyzing person as per the four characteristics, how effectively he can be
communicated? How to assign task to different kind of individuals? People are
generally unwilling to change unless it is a temporary change.
Again
he addressed two practical examples. One lady complaint that her boss always in
hurry. When she approaches her for solution, without listening completely he
suggests something, which is inappropriate. Now if she follow that suggestion,
then definitely it will turn out wrong, if do not follow then also problem. How
Nigel guided her to deal with such boss. There are many books about dealing with
boss also.
Once
at interview, he asked to talented candidate, “what was the greatest challenge
you have faced? “ He replied, “Ya…Once I had to prepare tea for six
persons….” Generally all the candidates reply “Better prospects” when
they asked, “why do you want to change the job?” In reality, there are many
factors. Any person, will not take decision to change the job overnight. One
should ask a list of at least three reasons for chaning the job to candidate….
It
was really informative session. HR professional uses many such
tools/instruments. McQuaig System is just one of them. It is similar to some
other tool at some extent. He have just touched a tip of iceberg in limited time
frame. For further discussions here are the contact details: [email protected]
+44
(O) 1732 - 453822