Wazua
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A HR puzzle, assist
Rank: Member Joined: 3/22/2008 Posts: 88
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@hindi ni riu, thanks, you have really put it well. Be sure if my balls were involved, I would not have brought up this topic. I have invested quite some amount in restructuring the shop. The next thing is the HR factor. I will not mind investing a little amount on a HR. I would want to develop a job description and appraisal tools. These will give me a bases for salary adjustments, firing, incentives and other staff issues.
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Rank: Elder Joined: 6/23/2009 Posts: 13,775 Location: nairobi
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Euge wrote:She should have left a long time ago.Make one of your clients pick a fight with her and that will give you grounds for summary dismissal. Then pay your client for a job well done.  Hehe. Euge wewe ni wazim :)
COOP 255,000 ABP 15.85; IMH 5,000 ABP 35.55; KQ 604,200 ABP 6.96; MTN 23,800 ABP 5.20
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Rank: Elder Joined: 8/4/2008 Posts: 2,849 Location: Rupi
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obiero wrote:Euge wrote:She should have left a long time ago.Make one of your clients pick a fight with her and that will give you grounds for summary dismissal. Then pay your client for a job well done. Hehe. Euge wewe ni wazim :) Mawinder tactics Lord, thank you!
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Rank: Member Joined: 5/2/2010 Posts: 305
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newcomer wrote:@hindi ni riu, thanks, you have really put it well. Be sure if my balls were involved, I would not have brought up this topic. I have invested quite some amount in restructuring the shop. The next thing is the HR factor. I will not mind investing a little amount on a HR. I would want to develop a job description and appraisal tools. These will give me a bases for salary adjustments, firing, incentives and other staff issues. @ newcomer ...by investing in a HR I hope you do not mean employing a HR. IMHO, in a small organization, you do not need one. The need for a HR comes in with demand (and number of employees), usually when you find yourself doing +30% of your productive time dealing with employees issues rather than focusing on your core activities. Develop sound processes, policies and procedures that can support your business up until that time. In that phase, consultancy would have a higher payoff and lower cost than having someone seated (pun intended) in your office.
“Once the last tree is cut and the last river poisoned,you will find you cannot eat your money" Traditional saying.
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Rank: Member Joined: 3/22/2008 Posts: 88
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hindi ni riu wrote:newcomer wrote:@hindi ni riu, thanks, you have really put it well. Be sure if my balls were involved, I would not have brought up this topic. I have invested quite some amount in restructuring the shop. The next thing is the HR factor. I will not mind investing a little amount on a HR. I would want to develop a job description and appraisal tools. These will give me a bases for salary adjustments, firing, incentives and other staff issues. @ newcomer ...by investing in a HR I hope you do not mean employing a HR. IMHO, in a small organization, you do not need one. The need for a HR comes in with demand (and number of employees), usually when you find yourself doing +30% of your productive time dealing with employees issues rather than focusing on your core activities. Develop sound processes, policies and procedures that can support your business up until that time. In that phase, consultancy would have a higher payoff and lower cost than having someone seated (pun intended) in your office. Of course, I meant consulting someone who can guide me on developing what you just wrote, the "sound processes, policies and procedures". Suggestion of one would be welcome.
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Rank: Elder Joined: 6/20/2012 Posts: 3,855 Location: Othumo
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newcomer wrote:hindi ni riu wrote:newcomer wrote:@hindi ni riu, thanks, you have really put it well. Be sure if my balls were involved, I would not have brought up this topic. I have invested quite some amount in restructuring the shop. The next thing is the HR factor. I will not mind investing a little amount on a HR. I would want to develop a job description and appraisal tools. These will give me a bases for salary adjustments, firing, incentives and other staff issues. @ newcomer ...by investing in a HR I hope you do not mean employing a HR. IMHO, in a small organization, you do not need one. The need for a HR comes in with demand (and number of employees), usually when you find yourself doing +30% of your productive time dealing with employees issues rather than focusing on your core activities. Develop sound processes, policies and procedures that can support your business up until that time. In that phase, consultancy would have a higher payoff and lower cost than having someone seated (pun intended) in your office. Of course, I meant consulting someone who can guide me on developing what you just wrote, the "sound processes, policies and procedures". Suggestion of one would be welcome. How many employees ...... can refer you to a nice lady who will assist you greatly Thieves
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Rank: Member Joined: 5/2/2010 Posts: 305
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newcomer wrote:hindi ni riu wrote:newcomer wrote:@hindi ni riu, thanks, you have really put it well. Be sure if my balls were involved, I would not have brought up this topic. I have invested quite some amount in restructuring the shop. The next thing is the HR factor. I will not mind investing a little amount on a HR. I would want to develop a job description and appraisal tools. These will give me a bases for salary adjustments, firing, incentives and other staff issues. @ newcomer ...by investing in a HR I hope you do not mean employing a HR. IMHO, in a small organization, you do not need one. The need for a HR comes in with demand (and number of employees), usually when you find yourself doing +30% of your productive time dealing with employees issues rather than focusing on your core activities. Develop sound processes, policies and procedures that can support your business up until that time. In that phase, consultancy would have a higher payoff and lower cost than having someone seated (pun intended) in your office. Of course, I meant consulting someone who can guide me on developing what you just wrote, the "sound processes, policies and procedures". Suggestion of one would be welcome. @newcomer...holla at me: idesk at execs dot com Would like to understand some details for me to determine what/who would be best.
“Once the last tree is cut and the last river poisoned,you will find you cannot eat your money" Traditional saying.
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Rank: Member Joined: 3/22/2008 Posts: 88
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@King G, I have three permanent and one on piece rate. I am most likely to add one in January. In a addition, I run the family estate that has two permanent employees and we use several casuals almost daily, but the most concern is my shop for now.Kindly refer.
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A HR puzzle, assist
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