Business Lessons 6: Systematic Designation

In all types of management, it is always an essential necessity to properly designate the workforce into the jobs in which they could perform with efficiency.

 

These are some guides for systematic designation of employees:

1. When the employees competence has been determined, give him the job. It is also recommended to allow trainess while good employees are on the job so they could learn from them and their skills. It is best to reorganize after several trainess learn from best workers, the purpose is to share  their best to another field.

2. When the employees competence has not been determined, place him on a temporary designation. The puspose is to minimize possible damage and to check what area of work he could be efficient.

3. When incompetence is proven, demote or dismiss him under management prerogative rule. Demote him if he could be useful in some other minor aspects of work.

4. When his position is protected by law on security of tenure, he may be dismissed by promoting him to a confidential employment category. In that sense, he is no longer protected by security of tenure law.

5. Or assign a difficult undertaking [nearly impossible] for a possible ground of insubordination.

6. Hollow Promotions Techniques:

A. Promote to a position without function

B. Promote to a position which does not exist

C. Promote to an existing office which will soon  be dissolved

7. Avoid designation of two friends in one place, there might be no professional competition.

Systematic designation of employee is an ingredient to an effective management.