7
Zweig Group is social and posting every day! C O N N E C T W I T H U S
positions
facebook.com/ ZweigGroup
twitter.com/ ZweigGroup
linkedin.com/company/ ZweigWhite
blog. ZweigGroup .com vimeo.com/ ZweigGroup
Is it time to hire? Thinking it’s time to create a new position or make a new hire? Here are a few examples of good reasons to do so.
By LIISA ANDREASSEN Correspondent H ow do you know when it’s time to create a new position? When does one set of responsibilities go from being part of one person’s job to a new hire? New positions and/or transfers of responsibilities are dependent on business needs – simple as that. ANALYZE FIRST. Laura Hartman, senior manager of HR business partners at Kleinfelder (San Diego, CA) – a 1,900-person global science, architecture, and engi- neering consulting firm – says that if it appears that the scope of an employee’s job is no longer matching up with their job description, that they do an analysis to see if this is a new job or a reclassification to an- other current job. “In determining where/when the responsibilities go, we look at the work the employee is performing to see if it makes sense to keep the duties with one employee or if it’s really two different jobs,” she says. Hartman illustrates with the following scenario that relates to the implementation of a new accounting po- sition: “We had a biller position. This person was responsible for working with the project managers to create the bills and get them out to the client. During the imple- mentation, we realized the responsibilities of this po- sition were changing and it was necessary to upgrade the requirements and responsibilities of this posi- tion to include more of an accounting function. Dur- ing this process, we realized our project administrator had some similar duties as the old biller position. It
was necessary to look at the duties of both positions and more clearly define the roles and responsibilities of each position. The end result was creating new bill- er descriptions, but updating the project administra- tor position to better reflect the responsibilities and expectations of that position – and to also make sure we didn’t have people doing duplicate work!” Andrea Herran, principal at Focus HR (Barrington, IL) shares that there are several reasons that a new position needs to be created. She outlines them as fol- lows: New skills/knowledge needed. This is when the business is growing and previously you had a person in “maintenance mode.” Now the necessary skills and knowledge need to be upgraded to keep up with the re- sponsibilities or new demands. For example: You have a bookkeeper who has been doing AP and AR. Your company is growing and you need someone to be more strategic, work with the bank, determine cash flow. Now you need an accounting manager/controller. Growth. You need more people to do the work need- ed. For example: You have technicians who install your systems at the client location. When you started, you had one installation a day and one team was sufficient. Now you have three installations per day on average and you need another team. Overload. This is when you have one person who has been taking on more work, does various activities/ tasks, or the job is getting bigger than one person. This can be harder to determine when to bring on another person or create a new job. Some factors to keep in mind: 1) Is the person needing to work overtime or See HIRE, page 8
© Copyright 2015. Zweig Group. All rights reserved.
OBER 5, 2015, ISSUE 1122
Made with FlippingBook Annual report