Jack Welch, former CEO if General Electric, stated his passion for making people GE's core competency. He used a system in which executives in the bottom 10 percent of a forced performance ranking were eliminated.
- What do you think of this approach?
- How does it fit with a total quality philosophy?
- How would you respond to someone who says, "I think all of my people are pretty good, if I fire the bottom 10 percent that would just give me a new bottom 10 percent - Where does it end?"
Jack Welch's approach to eliminate the bottom 10 percent of performers seems harsh to me. Everything in business is relative and can not be judged in the absolute. Certainly those team members who fail to perform should be eliminated. However, it is wrong to assign a number and draw a line in the sand. Consider the difference between those falling in ...
This solution discusses Jack Welch's strategy of eliminating the bottom 10 percent of executives annually, and how this program fits with the total quality philosophy, as well as addressing challenges to the philosophy.
Human Resources- Executive Assistant Job Description
Scenario: You need to hire the Executive Assistant for the new President. No job description exists for this position, but the position needs to be filled quickly. You obviously want to make a good impression on this assignment and fill the job with a top-notch candidate. Review the above linked article and create what you think would be the essential functions of the Administrative Assistant position.
Problem: Draft a position description including a position summary, 5 or 6 essential job functions - listing the most important first; education needed for the position, experience needed, any required skills, and any preferred skills that you would think appropriate.
Next, detail the most appropriate selection process for hiring for the position, from the writing of the job description, all the way to acceptance of the job offer.
Finally, how will the new employee at this level know that he or she is doing a good job? By what method will he or she be appraised and at what points after hire? Write one page that establishes clear performance appraisal process for the position. Use a method which would be suitable for application to all in administrative positions in the company.