Entrepreneurship

MODULE 4: The 4Ms

QUARTER 2 - TLE_ICTAN11/12EM-Ia-2

Introduction
Hiring the right people is crucial for the success of your business and that's why
entrepreneurs should have a formal hiring process in place when looking for new staff.
By putting time and work into finding the right people, you will improve your chances
of hiring the best performers and avoiding costly and painful mistakes. Many
entrepreneurs have good instincts about whether someone is right or not for the job.
But you shouldn't rely just on gut feelings. The recruitment decision should be founded
on solid, objective factors.

Learning Targets
At the end of this module the learners should,
• identify qualities of qualified people for one‘s business;
• tell how to recruit qualified people for one‘s business enterprise;
• identify how to engage to your employee;
• evaluate your selves for being a qualified people for one‘s business.
• construct a Curriculum Vitae/Resume;

Lesson 4
Manpower

Discussion

Common traits of a good employee Develop these qualities to become a better

employee:
1. Dedication - strong sense of support and loyalty to a business or career role.
Committed employees are often more purpose-driven in both their personal lives
and their careers.

2. Confidence - Confidence and productivity often work well together. Confident

employees not only believe in their own abilities to manage tasks, but they are
also more likely to convince managers, coworkers and customers of their abilities
as well.

3. Reliability - Reliability is an important factor in knowing that the job will get done
and it will get done well. Reliable employees are valuable in the workplace
because they prove that they can finish their tasks without much supervision.
 4. Teamwork - By demonstrating strong teamwork skills, you can also exhibit a
series of other desirable skills. Being a team player is crucial when ensuring that
you‘ll be a positive addition to the current team.

5. Independence - When you can work independently, your employer can also more
easily rely on you to complete job tasks without the need for much supervision.

6. Leadership - Strong leadership skills can help you move your company forward.
They can also help you guide your team members toward developing skills of their
own. Influential leaders have a wide collection of skills, including self-confidence,
reliability and honesty.

7. Interpersonal/communication skills - can benefit you in almost every type of job.

During your career, you will likely spend a significant amount of time
communicating with customers, co-workers, vendors or managers. Strong
interpersonal skills ensure that these interactions are positive and effective.

8. Self-awareness - allows you to understand your strengths and weaknesses. It

can also help you recognize when to ask for help or feedback on your work,
allowing you to improve your skills continuously. The greater you develop your
self-awareness skills, the easier you will be able to reflect on the skills you‘ve
gained since beginning in your position.

9. Integrity - Integrity includes traits like accountability and honesty. Integrity also
means being honest about your capabilities and preferences. For example, with
high levels of integrity, your co-workers can come to trust you to be honest with
your ability to complete a project.

How to hire the right people for your business

Here are 7 steps to avoid bad hiring decisions.
1. Assess your company's culture.
To recruit the best people, you need to know what your company needs.
What is its mission? What are its values? What type of individuals fit in? What
mindset are you looking for? Look at potential candidates with this bigger picture
in mind and see how they rate.

2. Create detailed job descriptions.

If you don't have a clear idea of what employees are supposed to be doing,
you will have a hard time hiring the right person. Create job descriptions for each
position in the company, reflecting the responsibilities, level of skills and
experience required. Make sure to clearly communicate the job requirements to
candidates during interviews.

3. Prepare well-structured interviews.

 Create an evaluation scorecard that can be used to grade and compare the
performance of candidates on a series of criteria. When it's time to interview, it's
a good idea to have more than one conversation with serious contenders and
include other people in the process such as an HR person and the manager to
whom the new employee will report.

Use behavior-based interviewing techniques. These involve inviting

candidates to describe how they have handled specific challenges in previous
positions. Past performance is one of the best predictors of future performance.
You can also present them with a scenario involving a difficult situation and ask
them how they would handle it.

4. Test.
Requires the skills for which the person is being hired. Why not ask the
candidate to drive a truck if they will have to do that or give a sales presentation
if that's in their job description?

5. Look beyond the CV.

The best qualified candidates on paper may not be the best fit for the job.
Ask about the candidates' interests, ambitions and priorities. If working for a big
company with a big salary is their dream, they might have a hard time working
for a small firm.

6. Ask for references.

It's always safer to take the time to verify references. Reference checks
remain one of the best sources of information about candidates. Also consider
doing a bit of independent research by seeking out people who know or have
worked with the candidate in the past.

7. Bring them onboard.

Once you have recruited the best, you need to conduct orientation
program. Besides patient training and consider pairing the new employee with a
more experienced staffer who can mentor and coach the person during his or her
early days in the workplace.
Finally, keep in mind two simple principles—job-relatedness and
consistency. Make sure you document each step of the process and have solid,
objective, evidenced-based reasons for deciding to hire someone or not.

How to Engage Employees Now that you have completed your survey and interpreted
your data, you need to know how to increase employee engagement. Once you have
determined the areas that need reinforcement, there are many strategies you can
implement to help drive your team to success.
1. Get to know them.
2. Provide them with the tools for success.
3. Let them know how the company is doing.
4. Allow them to grow.
 5. Support them and the authority you’ve granted.
6. Recognize your team and their hard work.
7. Encourage teamwork among employees.
8. Find employees that care about the customer.
9. Listen to and act on employee feedback.
10. Create a workplace environment free of fear.
11. Motivate, inspire, and coach your employees.
12. Let them show you how well they can lead.
13. Encourage their personal development.

Curriculum Vitae vs. Resume:

CV (Curriculum Vitae) Resume

• Emphasize skills.
• Used when applying for a position in
industry, non-profit, and public
sector.
• Is no longer than 2 pages, with an
additional page for publications
and/or poster presentations if
highly relevant to the job.
• After 1 year of industry experience,
lead with work experience and place
education section at the or near the
end, depending upon qualifications.
• Emphasizes academic
accomplishments.
• used when applying for positions
in academia, fellowships, and
grants.
• Length depends upon experience
and includes a complete list of
publications, posters, and
presentations.
• Always begins with education and
can include name of advisor and
dissertation title or summary. Also
used for merit/tenure review and
sabbatical leave.

Apply what you have learned!

Activity A. Finding Jobs

If you were a fresh graduate in your college course or freshly graduates of SHS and need to find job.
1. How do you prepare yourself for finding a job that you think fitted your skills?
 2. What do you do to make you hired in your chosen company?

3. What things and ways to prepare for finding a job?

Activity B. Finding Right People for the job:

If you were a Company Manager

1. How can you assess person–job fit before hiring employees? What are the methods you think would
be helpful?

2. How can a company determine person–organization fit before hiring employees? Which methods do
you think would be helpful?

3. What can organizations do to increase person–job and person–organization fit after they hire
employees?

Activity C. Curriculum Vitae/ Resume (Research for your answer)

What is Curriculum Vitae?
 What is Resume?

What are the composition of curriculum vitae?/ Resume?

How do you prepare an impressive Curriculum Vitae?/ Resume

Activity D. Starting to find a job

1. Cut out a post of a Job Hiring that you think fits for your skills and knowledge.
2. Paste it here:

3. Create a good Curriculum Vitae/Resume base on your cut out post that you think fits for you. (Make
sure that it is presentable, use a separate bond paper for your CV/Resume)