| 1> | | | | want to fire. |
| | | | Just because a person was miscast for a job does |
| In Economics 101 I learned the basic laws of supply | | | | not mean that person is not capable of being a good |
| and demand. When the demand was high and the | | | | employee. Simply put, a liability in one context could |
| supply was low . . . prices went up. From an | | | | be an asset in another. Are employees being |
| employer’s perspective, I would say that | | | | expected to perform work that doesn’t suit |
| lesson accurately describes today’s job | | | | their skills, attitudes, or personalities? |
| market. | | | | ·First of all, companies who take the time to |
| The economy is great. Companies are growing. | | | | identify and assess the strengths and weaknesses of |
| Corporate demand for quality employees to feed | | | | their current employees are wisely protecting |
| that growth is high. But because of low | | | | themselves from costs associated with unnecessary |
| unemployment, the supply of quality job applicants is | | | | terminations and increased recruiting efforts. |
| far smaller than most companies have grown | | | | ·Secondly, when employees are performing in |
| accustomed to. With recruiting costs escalating, | | | | positions that best suit their interests, skills, and |
| mistakes and wasteful use of human resources are | | | | personalities, they are less likely to leave. |
| more obvious than ever. | | | | ·Finally, properly cast employees tend to get more |
| Some of the best candidates for available positions in | | | | work accomplished. When more work can be |
| your company could be right under your nose. | | | | accomplished by fewer people, pressure is reduced |
| Promoting from within is relatively easy when | | | | to find more people in a job market in which top |
| you’re talking about top performers. But what | | | | prospects are scarce. |
| about those employees who just don’t seem | | | | Have you taken inventory of your human assets |
| to be getting it done? You know . . . the ones you | | | | lately? |