This article is not aimed at any individual, leaders or organisations. It is for the purpose of total quality improvements.
As a quality assessor, I have to critically review tons of issues including human capital. To review fairly, I will need to consider matters from eagle’s eye point of view.
Touted the first Bill Gates of civilised world, Fan Li provided in his 12 Golden Rules of Business Success – the Rule #1:
Ability to know people’s character. You must perceive evidence of characteristics from experience.
Characteristics of an individual based on competence, awareness or being trained or acquiring life experiences. And this had been my “argument” with a representative of a well-established Certification Body.
When doing comparative studies, we have to age-the findings to the actual time frame. A candidate in 2010s should only be compared with a best staff of some 20 years ago (1990s) when every situation had been rightly assessed to given its limitations.
To say people like Ronaldo or its coach Sir Alex Ferguson of Manchester United was a total and instant success, is not true. They only came up tops at later points in life.
Decision-makers have to map out the entire perspective on whether to hire or keep an individual as asset or just tagging along.
1. During his or her time of tenure, even though he or she scored less goals or KPIs, was the goal an important goal?
e.g. If Charles scored one goal in his career out 10 matches, was the goal a critical goal? If its scored in a win 1-0 match in an FA cup final, then that goal he scored was critical to the team. Compared to Alex scoring 3 goals in a 5-3 loss. Sure, Alex scored 23 goals in his season but 3 of these goals in one match was against a “relatively weak” opponent and yet, his team still lost the game.
2. Having 9-, 10- and 20-perfect As, from studies or even rated experiences requires a big clap on the back and congratulations to winners. We have to really salute their efforts. Those who acquire winners service should encourage further growth through life-long learning process instead of just hiring them and letting these winners running around unsupported, morally and technically.
Winners and those who miss the marks should receive equal and non-preferential treatments. Just because some people did not get straight-As, doesn’t mean that they are not good in what they suppose to work on or continual develop.
If a straight-A student considered himself or herself “retired” from the field of learning, then he or she has no business in contributing further to objectives of an organisation.
3. Assessors have to be very fair to others. We all have at one point or another started from the basement, tinkering around. Someone has to give us opportunities to progress and they did. Other times, we build our own interest.
Nit-picking and cherry-picking will only worsen the long-run situation of attaining great human asset capital.
For instance, before becoming an assessor or a business owner, which industry did one come from?
There are too many cases where a chemical engineer or an accountant became so successful in running multi-billion businesses of non-related areas such as IT or a franchise of restaurant.
The one being assessed should only be fairly judged based on the work or project that he or she will be included for. Not what is required of a job title as that job title is just a title. The job description is more so important as there’s performance indicators to be attached to it.
The assessor’s set goal for the candidate must be pre-determined and should not be taken lightly.
Critical assessment requires situational analysis of what is required to be accomplished and aged-time frame of one vs. a historical figure.
One cannot go back to the past but has to go forward with an eye of past achievements.
After a writer had widely published his or her thoughts, it is very hard to make any corrections. As we have critical assessors, we too need critical readers who are willing to give allowances for mistakes to happen. Let’s encourage others and ourselves to be better, all the time.