Do you use this approach to Position Contracts?
============================================================ Do you use this approach to Position Contracts? ============================================================See full color web version and even listen to this PVT, visit: http://www.SeniorManagementServices.com/pvt-94-position-contracts.html~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ "I couldn't wait for success... so I went ahead without it." -- Jonathan Winters ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~============================================================ More Org Chart boxes than people? ============================================================In previous issues of Profitable Venture Tactics (PVT), I have discussed how to develop your Strategic Objective, Organizational Strategy, and Org Charts. For best results you must develop these in order, before you develop your Position Contracts.1. Strategic Objective 2. Organizational Strategy 3.
Org Charts(For more information on these topics, see PVTs 2, 3, 4, 9, 11, 22, 29, 36, 42, 58, 60, 65, 81)In this issue, I will attempt to tell you how to determine the best sequence to develop Position Contracts.Whether you're in a business start-up or small business, you face this one problem:"More boxes (on the Org Chart) than people."In other words, when you first develop your company's Org Chart, you see how the number of positions (boxes) exceeds available people to fill them. So inevitably, certain people must occupy two or more positions at once.While filling more than one position has inherent problems, it also complicates how you sequence the development of Position Contracts. Let me explain.============================================================ What are the limitations of this "Standard Approach?" ============================================================If you stick to the "standard approach" to developing Position Contracts, you'll use the following strict procedure.You develop the Position Contract for the President (or CEO, or an equivalent title). You then have this Contract approved and adopted. (For more on Position Contracts, see PVTs 15, 18, 81)Then you proceed to the next management level (typically VPs).
Again, you (or someone) would write the Contracts for approval (with likely revisions) and adoption.Diligently, you continue this process down your entire Org Chart, one level at a time, until you reach the lowest positions.Here's the Good News:This "standard approach" is good since it sticks to the idea that a Contract for any position must be derived from its immediate managing position ("above"). Thus, the process is orderly and logical.Now, the Bad News:The problem is that this "standard approach" does not address your realities of start-ups or small-businesses.In these situations, the President typically fills many positions, including some of the company's low-level functions. In this case, your objective is to replace yourself in each position (even the presidency, if you wish), beginning at the lowest levels and progressing upward.So, you have two opposing movements:1. Replacing yourself ("moving upward") and 2. Developing your Position Contracts ("moving downward").Unfortunately, these movements rarely meet in a convenient location on the Org Chart or at a convenient time in your company's growth.This is annoying because you might want to hire a Payroll Clerk but, according to this "standard approach," you should not employ that Payroll Clerk until your development of Position Contracts has reached that level in the Finance Department.Since this "standard approach" is not consistent with start-up or small business priorities, you may want to abandon it for a more realistic, more effective strategy.Before developing Position Contracts, you should:1.
Develop your Organizational Strategy and Org Chart. (Only then can you determine which positions have no personnel to fill them.)2. Develop the Position Contract for the position you will ultimately occupy.3. Store all Position Contracts in their associated Operations Manuals.As I have mentioned before, a Position Contract is very different than a "job description." Why? A job description is NOT a binding contract.Next week, I will discuss a more effective approach to developing Position Contracts,~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ "Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great." -- Mark Twain ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Until next week...Quest^ions? Comments? Call me at (800) 637-8182 or send me an email.Best Regards,, Principal/Consultant Your partner in streamlining business.PS.
If you're not on our P V T Roster, sign up (fr#e) at: http://www.SeniorManagementServices.com* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *(c) 2005 , All rights reserved. You may use material from the Profitable Venture Tactics eZine in whole or in part, as long as you include complete attribution, including live website links and email link..
Mike Hayden is Founder/CEO of Senior Management Services and the Documentation Express in Silicon Valley, California. Mr Hayden is the author of "7 Easy Steps to your Raise and Promotion in 30-60 Days! The book that smart bosses want their employees to read."ISBN 0-9723725-1-2. More articles at http://www.SeniorManagementServices.com/pvt-information.htmlITCS reports 3rd Quarter Results; Exceeds Expectations
Atlanta, GA (ContentDesk) November 19, 2005 - IT Computing Services, Inc (ITCS), a leading provider of Web Based Time and Attendance Systems, announced the ITCS-WebClock continues to grow at an accelerated rate. ITCS-WebClock Web Based Time and Attendance Software - Exceeds Third Quarter Expectations.ITCS reported the ITCS-WebClock, web based time and attendance product line over doubled its revenue during the 3rd quarter as compared to the 2nd quarter of 2005. The ITCS-WebClock also adds an additional 26% to its client base increasing its span into 5 countries. ITCS does not anticipate any slow down in this trend due to the exceptional value and low costs associated with our time and attendance product. The ITCS-WebClock continues strong traction in the web based time clock software market place exceeding our expectations. Large to small business are able to recognize the value and high return on investment enabling our growth.
The ITCS-WebClock continues to penetrate the online...
ITCS reports 3rd Quarter Results; Exceeds Expectations
Payroll > ITCS reports 3rd Quarter Results; Exceeds Expectations
?Insourcing? Is In Vogue When It Comes to Human Resources Edison, New Jersey based Checkpoint HR offers a new way for mid-sized companies to manage payroll, benefits and human resources administration. The term ?outsourcing? has become a double-edged sw
For Immediate Release: ??????March 3, 2004"Insourcing" Is In Vogue When It Comes to Human Resources(Princeton, NJ) Edison, New Jersey based Checkpoint HR offers a new way for mid-sized companies to manage payroll, benefits and human resources administration.The term "outsourcing" has become a double-edged sword.
To some it implies a cost-effective solution, and to others it implies a movement of jobs away, often to the detriment of many.
In fact, one of the "hot" issues in the 2004 Presidential Campaign is the claim that when US corporations "outsource" IT and service jobs overseas, American workers are the victims.Checkpoint HR, one of the nation's leading BPOs (Business Process Outsourcers), is an example of a fast growing service company that by conventional wisdom would be defined as providing an "outsourcing" solution but who actually "insources" its services to mid-market companies that seek a single source solution for payroll, benefits and human resources administration.The...
Payroll > ?Insourcing? Is In Vogue When It Comes to Human Resources Edison, New Jersey based Checkpoint HR offers a new way for mid-sized companies to manage payroll, benefits and human resources administration. The term ?outsourcing? has become a double-edged sw
ITCS reports 3rd Quarter Results; Exceeds Expectations
Atlanta, GA (ContentDesk) November 19, 2005 - IT Computing Services, Inc (ITCS), a leading provider of Web Based Time and Attendance Systems, announced the ITCS-WebClock continues to grow at an accelerated rate. ITCS-WebClock Web Based Time and Attendance Software - Exceeds Third Quarter Expectations.ITCS reported the ITCS-WebClock, web based time and attendance product line over doubled its revenue during the 3rd quarter as compared to the 2nd quarter of 2005. The ITCS-WebClock also adds an additional 26% to its client base increasing its span into 5 countries. ITCS does not anticipate any slow down in this trend due to the exceptional value and low costs associated with our time and attendance product. The ITCS-WebClock continues strong traction in the web based time clock software market place exceeding our expectations. Large to small business are able to recognize the value and high return on investment enabling our growth.
The ITCS-WebClock continues to penetrate the online...
ITCS reports 3rd Quarter Results; Exceeds Expectations
Payroll > ITCS reports 3rd Quarter Results; Exceeds Expectations
VeriTask Software Announces Version 2.0 of its Improved Time and Attendance Solution
Irving, TX (ContentDesk)January 17, 2006 - Fingerprint, Bar-code, PIN support, Network compatibility and more detailed Reports, make Biometric Employee Punch Clock" 2.0 a very powerful tool for accurate Time and Attendance Control.
Biometric Employee Punch Clock" is an affordable solution for small, mid-size and large companies. The use of fingerprints to identify each employee prevents time theft and avoids buddy-punching," a factor that by itself could cost the company up to 10% of its total annual payroll. The associated expense of printing badges and auditing paper-based timesheets is also eliminated. Additionally, the solution saves time by reducing the necessity of modifying passwords or PINS when the employees forget them and provides Door Access Control, improving the security on each facility.New and more detailed reports can be...
Payroll > VeriTask Software Announces Version 2.0 of its Improved Time and Attendance Solution
PDS Signs Three New Contracts
PDS, an award-winning developer of web-based human resource and payroll systems, today announced that it has signed agreements with three new customers implementing Vista, its HR, payroll and benefits solution.
FCStone Group, Inc. of West Des Moines, Iowa, a recognized innovator in commodity risk intelligence, Sifton Properties Limited, London Ontario's premier builder of fine homes and supplier of rental accommodations, and Tendercare, Michigan's #1 provider of diversified long-term care services, join PDS' extensive list of Vista Human Resource Management System (HRMS) clients.
"Service bureaus were not providing the functionality that ourgrowing company needed, so we began investigating in-house solutions," said Kathy Holmes, HR manager of FCStone, LLC.
"We looked at the top HR and payroll solutions and PDS was the best fit for our requirements.
Our IT department liked the Vista platform and the functionality of the system.
We look forward...
Payroll > PDS Signs Three New Contracts
We Stand Firm With The Romar Group, Inc.
The management of The Romar Group, Inc., said today, "We stand firm with Romar and its commitment to right size its operation in an effort to build a more productive and efficient business. Over the next four quarters, Romar will announce to the public certain plans to grow its businesses which could include overhead reduction, additional lay-offs or terminations of non-productive employees, salary cuts, ESOP and major projects on the horizon or on the books.Romar recently experienced cash flow issues that caused problems for some of its employees and vows to make it right.
Romar's shareholders and investors have asked for an investigation of accusations made by a recent unknown group of presumably ex-employees, that Romar management mismanaged funds, mistreated employees, and inflated numbers and intentionally issued bad checks.
Preliminarily, the presumed ex-employee claims are grossly misstated, exaggerated and unfounded.
Romar's combined sales and interest...
Payroll > We Stand Firm With The Romar Group, Inc.
The Infopreneur's Big, Fat Offline Pay Day
How Infopreneurs Can Produce $1,000 Pay Day's Offline, Even If You'veNever Done It Onlineby Alexis DawesCopyright 2004I've been selling my own self-published information products (mainlye-books) online for the past 3 years. Is it profitable? Definitely.But as any seasoned information marketer will vouch, it takes time to build up your name recognition online. You'll have to spend considerable effort to develop word-of-mouth web site traffic. It's rare that you start off making $1,000 a day.But...
The Infopreneur's Big, Fat Offline Pay Day real estate Do you use this approach to Position Contracts?
Payroll > The Infopreneur's Big, Fat Offline Pay Day
ink cartridges Do you use this approach to Position Contracts?
real estate Do you use this approach to Position Contracts? Payroll
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