| How do you know who to hire, Who to train & | | | | is expected |
| when to fire - the summary below may may help | | | | 4. Pair poor performers with trained good performers |
| business owner make some critical decisions in | | | | Who to fire |
| steering their companies through common tasks. | | | | Business owners should always be hard nosed about |
| Who to Hire | | | | their policy to fire individuals. By adopting these |
| The list below some of the common criteria when | | | | policies in the long run management will avoid time |
| deciding who to hire | | | | wasting & long term costs. |
| 1. Hire the person that has the necessary skills | | | | 1. No second chance policy for anyone irrespective of |
| experience for the job | | | | length of service or popularity |
| 2. Ensure the person can be managed and will adapt | | | | 2. Fire anyone who does not follow management |
| to change | | | | instructions |
| 3. Go by first impression rather over qualification | | | | 3. Fire anyone who spreads rot |
| 4. Look for honesty over competence | | | | 4. Fire anyone who has lied or is suspected of lying. |
| Who to train | | | | 5. Fire anyone who puts the company 'at risk' |
| The summary below should be considered as good | | | | 6. Fire anyone who abuses company cash/property |
| practice when considering training | | | | 7. Fire anyone who ignores their duties |
| 1. Train all staff at regular intervals | | | | 8. Fire anyone who is abusive or harassing to others |
| 2. Train anyone who fails to deliver results | | | | 9. |
| 3. Train new staff to insure all personnel know what | | | | |