You might wonder why you would have to install guards on your woodworking or metal working machines. Aren’t manufacturers required to install guards on the machines they sell? The short answer to that is no. Many manufacturers continue to build and sell their tools without the necessary safeguards and electrical controls required by OSHA and various safety regulations. Current laws do not require the machine manufacturers to do so. OSHA requires that the employer make sure all of the machines that are used in the workplace comply with current standards. Simply stated, it is up to you to make sure your machines are properly guarded so you do not get hurt or hurt anyone around you. Unfortunately, not every machine will perform the intended function without posing an injury hazard to the operator. Therefore, you must make a reasonable effort to protect the operator from its inherent hazards. So where do most mechanical hazards occur? Moving parts pose hazards in three main places – The Point of Operation, Power Transmission and Other Moving Parts. The Point of Operation is the place where machine’s purpose takes place. For example, where a saw blade cuts wood or where a drill bit bores a hole. Common injuries include cuts ranging from minor to fatal, flying material chips, ejected parts and puncture wounds. These areas need to be guarded with chip shield or rigid barriers. The Power Transmission is the point where power is transferred from the machine’s motor to its point of operation. Belts, pulley and lead screws are a major source of crushed hands, entangled hair and clothing. These accidents occur quickly and often cause serious injury or fatalities. Exposed belts and pulleys should be covered with a panel that cannot be easily removed to protect the operator. Other Moving Parts include any other machine part that moves in a rotating, reciprocating or feeding motion. You might ask, “How do I know if a machine requires a safety guard? A good rule to remember is, “Any machine part, function, or process which may cause injury must be safeguarded. When the operation of a machine or accidental contact with it can injure the operator or others in the vicinity, the hazard must either be controlled or eliminated.” (From the OSHA Machine-Guarding Standard) After assessing the machines in your shop and performing necessary guarding, you should be confident that the machines are guarded to the relevant standards. If you are not sure that they are, it may be time to seek help from an expert. The purpose of hiring an expert is to help you provide a workplace free of machine hazards. Working with your safety committee, the machine guarding company will provide a thorough assessment of machine hazards. Next, they will implement a machine-guarding program that meets all manufacturing and regulatory requirements. The result is an enhanced bottom line due to the increased productivity, efficiency and morale of your company’s most valuable asset, your employees. Motor controls are another important item to review when performing a safety audit on a cutting or turning machine. The first step is to determine if the machine’s motor controls meet current standards. OSHA and ANSI standards require that machines have an emergency stop within the operator’s reach. It should be red, latch when pushed and have a yellow background. The standards also require that there must be a way to disconnect power coming to the machine. The switch must be able to be pad-locked in the off position. All machines must be equipped with a power outage device that does not allow the machine to restart automatically after a power outage. The operator must take an action, such as pushing the start button to restart the machine. Image the possibilities if a machine were to restart by itself when the power turns back on. The safety expert you choose will help you provide a safe workplace with OSHA Compliant Hazard Guards and encourage employee involvement through a custom machine guarding program. The result is an enhanced bottom line due to the increased productivity, efficiency and morale of your company’s most valuable asset, your employees.
The International Organization for Standardization developed the ISO 31000 family of standards with the intention of creating a set of guidelines and principles in dealing with an organization’s management of risk. ISO 31000:2009 provides these general principles and guidelines for risk management. ISO 31000 intends to create a paradigm that is recognized universally by companies and practitioners, developing and employing the process of risk management as a replacement to an array of methodologies, processes and standards that varied from industry to industry and country to country. The ISO 31000 family currently includes, ISO 31000, which examines the principles and guidelines of risk management implementation. The IEC 31010, details risk assessment and management techniques and ISO 73, which is the guide to the standard vocabulary of risk management. ISO 31000 is intended to provide practical principles and aid organizations in creating a process and framework for managing their risk factors in a systematic, credible and transparent fashion. ISO 31000 is not a set of standards that organizations can become certified in. Rather it is a practical set of guidelines designed to assist organizations in the implementation of responsible risk management, to ensure that the individuals who need to manage risk and in fact doing so, to evaluate an organization’s risk management practices, and to assist in the development of codes, standards and procedures as they relate to risk management.In implementing ISO 31000, risk management procedures can be compared within an organization against a set of recognized international benchmarks. This provides for the development of sound principles and effective risk management. In addition to ISO 31000, the ISO Guide 73, further ensures that any organization is on the same page in discussing risk management.BackgroundFirst published on November 13, 2009 ISO 31000 establishes a standard for risk management implementation. ISO Guide 73 harmonizes and revises the vocabulary of risk management and was also published in November 2009. ISO 31000:2009’s function is to adaptable and applicable to any individual, group, association or any private, public or community enterprise. ISO 31000 was not developed with any specific field of study, industry or management system in mind. The ISO 31000 standards family’s goals are to provide best of practices, guidelines and structure where all risk management operations are concerned.ScopeISO 31000 sets a guideline for the design and implementation risk management, as well as, outlining its maintenance within an organization. With the practices of risk management formalized the adoption of risk management standards that accommodate companies who need ‘silo-centric’ enterprise management system will be greater, than previously experienced. ISO 31000’s enables the strategic management of an organization’s operational tasks within its processes, projects, and functions to align all of the objectives of risk management. ISO 3100 is designed to aid organizations in the increase of reaching objectives, promote a more proactive management, identify risk and treat it appropriately, improve the identification of threats and opportunities, help in the compliance of regulations and legal requirements. ISO 31000 is also intended to improve governance and financial reporting, increase stakeholder trust, create a reliable standard for planning and decision making, improve organizational controls, effectively manage risk treatment resources, increase operational efficiency, improve health and safety, improve environmental protection, improve incident management and loss prevention, increase learning and resilience within the organization.ImplementationISO 31000’s intent is to be incorporated within the management systems currently in place and to improve risk management. This is done by the formalizing the processes rather than through a complete overhaul of legacy practices; by aligning organizational objectives, embedding systematic reporting mechanisms, and the creation of uniform evaluation metrics.
It seems that in the tough and competitive global market place, those organizations that have a focused and productive work force have the edge over businesses without a united team pulling together towards a shared goal. The role of the HR department these days is to ensure this cohesion is present, and ensure the staff are happy and keen to help the organization as a whole. There are a whole manner of strategies and tools that can be implemented to ensure a team of employees are productive and focused on the job at hand. The days of preparing procedures and working with company policy are long gone. Here to stay is strategy and planning so that an organization can benefit long term from a team of employees who are working hard to ensure the company is successful. There are many different aspects of a human resources role. Human capital management is one important aspect of HR. This is the general organization and management of the employees, viewing them as individuals with their own strengths and weaknesses as opposed to just a tool to be utilized as the CEO of other senior managers see fit. From pre-hire right through to exit, there should be thorough strategies in place for ensuring any member of staff is able to reach their full potential, is given the right roles and responsibilities for their individual skill set and is able to develop in other areas through additional training and learning as appropriate. By treating employees as individuals and allowing them the space to grow and develop in their careers, a company will benefit from a much happier and more productive team.Talent management is another important area of the new human resources role. This is identifying key players in the organizations at all levels and implementing a development plan so any future transitions are without problems. This is a process that involves ongoing interviews with staff, assessments and plenty of planning. Identifying possible future senior management is important in an organization because it enables easier decision making and planning when it comes to the future of the company.Monitoring the overall performance of employees is another important responsibility that falls to human resources. There are tools that can be used to help with this process, including employee performance management software. This can not only help make the assessments but it can store the data and track trends too. Software like this is invaluable when it comes to monitoring progress and identifying talent. These are just some examples of what professionals in the human resources field are responsible for in the modern business world. There is another new trend too and that is to hire a third party company to carry out all human resources. By doing this you can make sure you have only the very best on your team and you have the peace of mind that nothing or nobody is slipping through the net. Human Resources has changed over the past few years and now encompasses much more strategic thinking than it ever did before. Bringing along invaluable tools such as employee performance management software and carrying out a host of tasks with customer satisfaction surveys and plenty more besides, isn’t it better that you hire the professionals to do it in your organization?
A company’s employees are its main asset and its most powerful tool. Team members may receive financial compensation for their work, but providing added incentives to encourage them towards greater achievements within the business environment can prove a highly effective way to keep morale up, encourage greater work ethics, and ultimately improve your business processes and bottom line profit. Employee service awards and annual performance awards for business can really help towards this end and awards can be given for many different achievements. Parties and Events Annual dinners, summer balls, Christmas parties, and other parties are a regular occurrence for most businesses and these are a great opportunity for the business to help reward the performers within the organisation. Awards for business are inexpensive but they show recognition for top class performances from staff. The actual reason for giving an award can vary from lifetime achievements to greatest yearly performance and you can even throw a few joke awards in too. Corporate Awards For corporate awards, it is usual to offer the recipient something more than a cup or medal. Beautiful plaques can be inscribed with a company logo and engraved with a message for the winner. Gifts like tankards, clocks, hip flasks, and glasses can also make great awards for business and many can be customised through the addition of a personalised engraving or message. Service Bonus It is also commonplace for companies to recognise those employees that have been with a company for a long period of time. In these cases, awards may be presented for 5 years, 10 years, and 25 years of service and the awards can vary from a cash bonus or a bonus in the pay packet to gift vouchers or beautiful engraved gifts. Awards for Business Awards for business are a good way to celebrate the achievements of individuals and teams within the company. Such awards can range from glass plaques to brushed steel hip flasks and while some offer complete customisation so can be used for any event, others are specifically made for events like company golf tournaments and more. Choose your awards and reward employees for the work they have done for your business this year.
It is a nanosecond of knowing. Intuition is that part of us that seems to just know things. That is how intuition works. An intuition is essentially when you just know something. You may not know why you know it, but suddenly you know something. As you move about your life and you encounter people, places and things the intuitive part of you sometimes in life can become confused and we can get caught in our own illusions or own self-deception because it may be information that is not coming to us first-hand or we have heard it from someone else, or we begin to doubt ourselves or we are not in touch with our intuition, but we are listening to voices in our heads from our past and we lose sight of the truth. The power of intuition is to shift our state. It is when we reflect the light coming towards us and the light within us most importantly. The brilliant light within us, which is our soul. The soul within us is our own brilliance and that we reflect that light out in a new and different way. We have a new prospective. Where the active part of you comes in to create more magic in your life is to get clear about what you want, to surround yourself with positive people, places, and things. To experience gratitude every day and to not compromise your intuition. Because the light within us shines upon us because we ask for that light and then we do not act on it. We do not reflect it back to ourselves by taking action. What I can tell you is that with practice your intuition will begin to speak to you in your soul and it will begin supporting you readily. That is how you build your intuitive confidence. You ask, you listen, and you act upon the guidance. Here is the thing. This is such a precious secret and it is going to sound so obvious. If you are willing to act immediately, and I mean immediately upon the soul’s guidance you will have everything you want. Everything you want that is truly real for you and not what society says you should want or even what you think in your ego head mind space you should do or what you should have. But, you will create a life that is absolutely authentic and delicious and pure because you are not betraying yourself. Also there is something else we get tripped-up with is stagnancy. That is a big one; stagnancy; stuck. People say, “I feel stuck.” Have you ever said that? You may have heard your friends say it or your clients say, “I am so stuck.” There is one primary reason people get stuck. They have this amazing gift of knowledge within that will give them an answer every single time, on queue, specific even with dates and times and they do not act on it and then they wonder why their life is not moving forward. Can you tell I am wound up about this? I am wound up about this because this is just so, so powerful. Has this ever happen to you where your personal will says I am going to make this work come hell or high water. And, if it is not working and your intuition is saying, wait, slow down, give it up, whatever it is telling you and you are not listening to your intuition and you are always banging your head against the wall, then you need to stop and listen. Just in closing, I want to answer that one thing on my bullet point that I did not do. Why do the best business people rely on their intuition above all else? The reason is your intuition is right. That is why. If you begin developing your intuition more and more you will always be guided in the best way for yourself. **If you would like to learn how to take your life and your business to the next level by becoming a apart of a global movement of unlocking women’s power as economic catalysts, being intuitive and trusting yourself to be expressive in creating wealth and making a massive impact in the world. Check out how at http://www.Proverbs31WomanExperience.com
Need to conduct a criminal background check on someone (a prospective investor, a potential date, a suspicious-acting neighbor, etc.)? Good news: The U.S. Is one of the few countries in the world where you can check to see is someone has a criminal record without their express permission (provided you are not using the criminal background check for employment or credit-granting purposes). In other words, criminal records are generally considered public records here. But though public access to criminal records is more open in the U.S. than in most countries, it’s still less comprehensive than it could be. The only truly comprehensive repository of U.S. criminal records is the FBI’s National Crime Information Center (NCIC) database, which is national in coverage and updated daily. But private citizens and businesses do not, as a general rule, have access to this FBI database. Instead, the public must search on a state-by-state basis, or in some states, on a on a county-by-county basis (the latter occurs in a few states which do not provide statewide criminal records searches to the public). Today, you can easily order criminal background checks online, through any of innumerable websites offering this service. But before you jump, read on. You really need to understand the type of info that’s available to the public and the types of searches that can be conducted before you plunk down your money. Frankly, there are more than a few online companies out there that do shoddy, incomplete criminal records searches, and may well report that your subject is “clean” when in fact he/she has a rap sheet a yard long! Knowledge is power — learn a little about criminal background checks BEFORE you order one. DATABASE VS. ON-SITE SEARCHES There are two ways to run criminal background checks — by means of statewide database searches or by having a researcher personally visit courthouses and search the records for you in person. There are advantages and disadvantages to each method. Statewide database searches are quick and relatively inexpensive. But these statewide databases have to be compiled from information submitted by the counties, and this takes time. So such databases are always somewhat out of date. Also, there may be some counties in a state which fail to report their data, in which case the database search is providing less-than-complete results. BUYER BEWARE: Virtually all Internet websites offering you “instant” criminal background checks are using statewide databases. BE CAREFUL to review the “Coverage” of those databases. You may be surprised to find that a search claiming to cover California, for example, is in reality covering only half or less of California’s counties. That’s why database searches alone are not adequate for situations where timeliness and completeness are vital, such as pre-employment screening. Although database searches allow you to search a wide geographic area inexpensively, it’s a good idea to utilize the other type of criminal search as well — hiring a researcher to search courthouse records in person. In on-site searching, timeliness and thoroughness are assured. But this type of criminal search method also has a disadvantage — you only get results for a single county (assuming you’re only having the on-site search done in one county). HOW TO SEARCH For many applications, the best strategy is to use both methods of search, that is, to order an on-site search for the subject’s county of residence plus a database search for his/her state of residence. That way, you’re getting very timely and complete results for his/her county and at the same time searching a wider area as a precaution (you can of course also order nationwide criminal database searches online). You should always start with a Social Security Number Trace (SSN Trace), which will reveal your subject’s address history, i.e., Where has he/she resided within the past seven years? Once you know this, you know where to search for criminal records. Seven years is the maximum time period generally used in pre-employment screening. However, if your search is not employment related, it may be permissible to search even further back. ALIASES Also, always conduct searches on any aliases your subject has associated with his or her SSN. For example, if the SSN Trace reveals that your subject Pat Warner has also used the name Ron Warner (Ron being his middle name), search on the name Ron Warner as well. This costs a little more but is necessary for completeness, for the obvious reason that your subject may have committed a crime and then been convicted under an alias. If your subject has more than one alias (which is unusual) you should search on all of them. Note that a female subject should be searched using her maiden name if she’s gotten married within the past seven years. BUYER BEWARE: Most criminal background checks you can order on the Internet simply skip this vital step of checking aliases and maiden names. That way, these websites are able to offer you a low price for what seems to be a valid criminal background check. However, such searches are completely unreliable. Make sure that, whomever you order these searches from, they’re doing a complete and thorough job! An incomplete criminal background check may well turn out to be much worse than none at all.
A recent paper by the American Council for an Energy-Efficient Economy listed ten programs that spurred companies and customers to economize energy. The findings certainly show that behavioural programs can be astonishingly effective.Improving energy efficiency is an important topic on the program of most organisations these days. The benefits are numerous, from lowering carbon footprint to the most outstanding of all cutting down on costs with energy. So million dollar question is: How to enhance business energy efficiency?There are many ways to do so but this is not quite what I want to talk about in this column. I won’t be recommending you change all the lights in your concern to LED lights, even though that is one the most cost effective ways to enhance your business’ energy efficiency.In this paper I’d like to contest what is more effective consumer education or infrastructure updates. One could say that by bringing together both you could achieve greater results but that you will have to adjudge once you have finished reading this article.Purchaser education has proven to be an effective way to better energy efficiency of households and businesses alike. When combined with programs that apply social science to energy conservation it can incite individuals to beat down consumption and make decisions that will enable their businesses to save as well.Such programmes are an attractive way to reduce energy consumption since they have low upfront cost and require little change to existing business processes / lifestyles. Nevertheless, simply relying on consumer/employee education might not be adequate. There is a real danger that energy efficiency gains seen from consumer/employee behaviour will go away over time.That is when infrastructural upgrades come into the picture. Even though they require a greater upfront investment if evaluated properly and done right such upgrades could generate better benefits. The downside is that most of these benefits will only be noticed in the long term. But there isn’t a better time to start upgrading your company with more energy efficient machinery. With many governments around the world creating funds to subsidise these changes. For instance here in the United kingdom the Government is creating the Green Investment Bank.If you are unsure of which route to take in order to save energy. Why not ask for specialist help. Hire an energy consultant or an independent energy broker to inspect your premises and offer the best and most effective options for you company.
Many businesses today require staff scheduling systems to manage work shifts of staff who are working multiple shifts and are working around the clock. Too many business owners and managers labor over the employee schedules when they can and should be spending time on more value-added tasks in their businesses. As such, it is important that every business and organization adopt an effective scheduling system that makes this key employee management function less arduous and more flexible. In the simplest form, an effective, simple employee scheduling system allows the creation and printing of weekly employee shift schedules. It should be able to schedule significant employees on day/evening and night shifts while allowing ease in customizing start and end times. A good system will allow ease of access and editing of information, analysis of data, and make distribution of schedules easy and simple. This allows the ability to accurately track and forecast employee absences and staffing needs on various shifts. It assists in mitigating scheduling conflicts and minimizes over-staffing. This is particularly valid when the scheduling system is interfaced with a workload measurement system to view productivity of your business or organization operations. Productivity workload measurement systems used in many businesses and organizations must be easily interfaced with the existing employee-scheduling system. Many of the more powerful staff scheduling systems today allow shift assignments to be made, the summing up of employees’ work hours, and the review of their committed overtime, on-call time, leave time, and premium hours. A good staff scheduling system should allow for the scheduling of tasks and breaks and provide key information about training and mentoring requirements. In addition, it should provide detailed cost reports on labor expenditures for determination of budget variances related to worked hours, overtime, and premium pay. All staff scheduling systems should greatly assist in the professional management of employee time and attendance. Overtime is an area that requires constant review because of associated cost but also because of unionized standards related to not exceeding specific work hours per day or per work period. A good staff scheduling system will allow ease of access to this metric (overtime) for common work periods including the standard one-week and two-week periods; semi-monthly, monthly, four and six-week periods. Knowing the numbers and where employees are assigned to is crucially important in ensuring adequate shift coverage and to be able to make adjustments to avoid over/under staff conditions related to unforeseen fluctuations in workload demand. Creating standard schedules for a set number of weeks is available when revised budgets require adjustment of employee staffing levels. The schedules can be easily adjusted to meet specific requirements of each company, division or group of employees. Flexibility in how easy it is to adjust schedules is one of the key differentiators between different staff scheduling systems. It is important to check this when comparing various staff scheduling systems. Only by seeing it done in a live demonstration can the simplicity or complexity be realized. Keeping track of employees’ certification, training, and re-certification dates are often important requirements of many businesses and organizations. A scheduling system that alerts you to specified number of days from expiration allows effective management of these key required dates. Trending of employees requested time off reasons (i.e. training or absent), planned days off, and planned vacation for any time period allows you to easily backfill the vacancy in a timely manner based on position, skill requirement, employee availability, work hour limits, and any other criterion. Lastly, a good scheduling system allows ease of completion of time sheets for each employee related to worked hours, overtime, on-call and premium hours that can be easily interfaced with a business’ or organization’s payroll system.
A independent medical peer review uses historical data analysis as a basis for a strong foundation of pre-certification analysis. This is an area of the review process that aids the organization in rapid determination of the upcoming patient needs upon diagnosis and allows for the standardization of quality care to be applied to each patient that fits the historical profile. While each case of new disease presents itself as a single occurrence in the individual patient’s life, it is unlikely that it is an unique occurrence in the historical records of any substantial health care organization. Therefore it is likely that established protocols exists for the treatment of a particular condition, a independent medical peer review can assure this is the case.In addition to the standards of care that are well established with in a particular organization, needs analysis and case assessment are used to compare the quality of care to the nationwide standards so that regional discrepancies are eliminated. This is one of the main values of independent medical peer review. If there is a new standard protocol of treatment for a particular disease or condition, it becomes apparent in the medical records review whether or not these state-of-the-art standards are being followed. Sometimes an organization is completely unaware that certain standards have changed or that they have been improved. This may be because of lack of sufficient research staff, latency in training protocols, or simply because certain treatments have always been done in a certain way by an organization and there is a empirical inertia that slows or inhibits modernization and improvement through change. A independent medical peer review can help identify and cope with these issues.A independent medical peer review will discover problematic areas and highlight suggestions for improvements which quite frequently are beyond the bounds of the knowledge base of any particular organization. Even when there is sufficient knowledge in the individual staff members, there is often resistance to change that is an individual’s idea even if they are a strong change agent. For improvement to be manifested in an organization it needs to be part of an overall plan of quality of care improvement that is mandated to all of the organizational staff as the accepted agenda for it to have any chance of being implemented.
Part II of TPO’s IV Part series on Succession Planning! Introduction When an employer is caught with a vacant management position, there is often a knee-jerk reaction to fill that position with a warm body that resembles what the organization feels management should look like. However, as outlined in Part I of our series on Succession Planning, identification of critical positions and future vacancies as well as individuals who might potentially fit into these vacancies will give the organization a larger and more qualified pool from which to draw. Parallel to identification of key positions in the organization is the determination of future critical success factors for the position. What are the skills and competencies needed in the future for critical positions? How will you determine a potential candidate has demonstrated the skills and competencies for success? It is also important to identify why key talent is leaving the organization and make a conscious choice that culturally ingrains “passing the torch.” It can be challenging to recruit for a key management position based on “future” needs and goals. However with an eye to future customer needs, future market conditions, and what it will require to be competitive, organizations can outline a management profile for the future. Once identified, it becomes easier to target those skills and experiences in current and potential employees. Strategic and Future Focus Key management talent is crucial in the hyper-competitive global economy. Organizational talent becomes a competitive advantage and is just as important to organizational growth as adequate capital and a sound business model. Organizations today need executive and staff talent who have the vision to take the organization to the next level, as well as manage up, down, and laterally. Developing talent takes time and often becomes a “nice to do” item on organizational check lists. Many organizations are engaged in finding warm and safe places to avoid pain and find it difficult to focus on the very things that could help them rise above that stage. Organizations tend to focus on in-the-moment issues — putting out fires, such as cash flow, increased production, increased costs, and filling the ever revolving door of vacancies with qualified and talented people. Goal of Recruitment It becomes more important in current market conditions to be very clear about the specifics of the open position as well as how the organization will “sell” itself to prospective candidates. While perks, bonuses and traditional rewards are not at the level we saw in the technology boom of the mid to late 1990’s, companies are aware that by strategically reviewing the Total Remuneration issues such as health benefits, compensation, child care, relocation costs, etc., they can provide an attractive “package” for potential candidates – especially if those candidates are already employed by competitors. Key factors to identify in the recruitment of qualified employees are: • Critical cultural success factors • Recruitment policies and systems that must change to reflect current practices as well as future goals • Non-viable job descriptions that must be rewritten in order to have a clear understating of the tasks and responsibilities • Personality traits of a high performing employee (with regard to a specific position as well as organizationally) • Competitors and potential candidates to cast a broad net for potential new leaders • Recruitment processes that must be systematized to ensure consistency of screening techniques, predictive assessment, reference checking, orientation and training. Talent Identification – It is easy to identify a handful of people whose departure would be devastating to the organization. It is somewhat harder to identify current employees who are already thinking beyond their job, thinking bigger, and have the potential to make a bigger impact on the organization. The task is simpler in small organizations, but becomes a serious search in larger organizations. Once identified, current employees are prime for development to move up into the management positions. Advantages of developing current employees are retaining of institutional knowledge that often leaves with departing executives; current employees have first hand knowledge of the organization and industry, and it provides a way to retain good talent. Our next installment in this series will focus on the development of internal talent. Targeting and Recruiting Talent – When looking outside the company for talent whether executive or otherwise, most skilled recruiters will target the company’s competition – individuals who are already engaged in areas that the organization has identified as a potential gap in knowledge/skills or expertise. Passive candidates are typically the best qualified for positions you need to fill and also may be less susceptible to multiple offers. The recruitment process starts with clearly outlined objectives, skills, experience and knowledge needed to perform the position successfully – the nuts and bolts of this starts with an up-to-date job description. Additionally, defining what specific expertise will be needed now and in the future will help to identify individuals with a broad knowledge base. Expertise in only one area can be a handicap in today’s global market. Critical Success Factors – in addition to key position specific job skills critical success factors for key talent are: • Knowledge of the industry or industries • Vision to take the organization to the next level – often overlooked and under valued in looking at current employees. • Broad understanding of business and it’s global operations • Flexibility – the right approach at the right time • Reasoning and problem solving skills • Strategic skills required to control costs, increase revenue and be competitive However, not all organizations are created equal. The strategic skills required to grow an organization are not always transferable to another. To conclude, when employers recognize the inherent benefits of developing an integrated recruitment plan to their succession planning system they have recognized one of the greatest costs in their business environment – the total cost of turnover as well as the potential loss of top talent. The next part in our series will focus on training and development processes that help ensure growth and development of key talent, but will also become a competitive advantage in the recruitment process. If you are ready to put a proactive recruitment process into your organization, contact TPO to facilitate development one that fits your business needs. TPO can also provide that extra help you need in your next recruitment.