Dangerous Signals In My Organization Case Study

Danger Signals in my Organization The number one cause of failure in my organization is getting the right people in the right position. Too often, the hiring principles of my organization are compromised due to the need of placing someone in the position immediately. This, in turn, will then create a big snowball effect for the department. If an inadequate department manager is put in place with very little background skills of leadership, they will cause a lot of miscommunication going up the chain of management as well as down the chain to hourly sale associates. Hourly sales associate become fearful of communicating information with new management staff that creates an extreme lack of communication throughout the whole department. The organization …show more content…
Employees are being hired at a fast pace. The only qualification being evaluated is age. There is no background experience being examined or previous employment. The rapid hiring process of department managers creates more issues within the department.
II. Having incompetent managers will create a toxic work environment. The five levels of leadership should be screened when hiring for any management staff. This includes finding a “Highly capable individual who will make productive contributions through talent, knowledge, and good work habits” (Collins, 2001, p.20).
III. The human resource department and hiring management team will be responsible for finding qualified candidates. When a member of the hiring management team or human resource department is not available for an onsite interview, a second interview will be set up with the potential candidate so that both parties can evaluate their …show more content…
The human resource department will be responsible for the act of overseeing the entire hiring project. They will oversee that management is holding up their end of the hiring process and conducting their interviews up to new company standards.
VI. Success will be measured by the number of candidates that are hired versus the number of candidate that are retained after their 90 day period.
VII. Celebration will occur when all open positions have been filled with a permanent employee. There will be a in house company catered lunch for all of those involved in the hiring process and the feedback process as well.
VIII. The expected completion time for total hiring project will be about 90 -150 days once the interview process begins. This allows enough time for adequate background check and new employees to complete their 90 probation