Shirley Parsons’ Post

“QUALITY IS EVERYTHING, IT’S EVERYWHERE!” If you and I have ever had a conversation about our careers, it’s almost guaranteed that you’ll have heard me say this. Probably more than once. Quality is THE thread that weaves its way through every aspect of a business – hitting on every single department, process, decision – it's EVERYTHING! A career in Quality was always going to be for me. I literally can’t get enough of it and massively enjoy geeking out on the subject wherever possible. You see, QUALITY isn’t JUST about ensuring a product meets certain standards or a service meets expectations... It's the absolute foundation, the building blocks upon which exceptional businesses build trust, loyalty, and reputation. From the first exciting spark of a brand new idea to the final handshake with a happy customer – QUALITY is there at every stage of the journey. I’ve recently found a new love for putting pen to paper as I journal my latest moves and shakes within my Quality and Continuous Improvement career and so I’ll be sharing thoughts from my corner of the world over the coming weeks. If YOU are also someone who loves to geek out on the subject of quality, change, processes and metrics – then let’s connect! Until then… Remember that Quality doesn’t just show up in a job title, it’s EVERYTHING AND EVERYWHERE! #QualityMatters #BusinessSuccess #ExcellenceInAction 

Establishing a Quality Assurance team is still viewed as a non-value added overhead rather than a long-term investment with a direct impact on the bottom line. Teams must be structured to fulfill goals. What the structure looks like might have a big impact on your results as a company and as a department. While there is never a “one size fits all” approach to excellent team structures, there are some best practices that can be seen to work well in the organization, they tend to coincide with the size and stage of growth of the company.Employee Pooling Resources pvt ltd Praveen Mishra Anshul Pawar Gaurav Kumar Sourabh maheshwari Rishabh Mandal Raghu B.

What are the key #Skills and #Qualities to look for in a #Employee to foresee him as an #Asset material for the #Company ? #employeesareassets #training #coaching #peoplemanagment #jobskills A small #checklist can help to indicate the #potential #candidate : 1-Adaptability: The ability to learn quickly, adapt to new situations & be flexible in handling various tasks or challenges with ease , without panicking and losing mindset . 2-Problem-solving: A candidate who can analyze issues, think critically & generate effective solutions is invaluable , taking the whole team in confidence and along with . 3-Communication: Strong verbal and written communication skills are essential for effective collaboration & conveying ideas clearly. 4-Teamwork: The capacity to work well within a team, collaborate and contribute positively to group efforts. 5-Leadership: Even in non-managerial roles, leadership qualities such as initiative, decision-making and the ability to inspire others can be crucial. 7-Technical skills: Proficiency in relevant technical skills for the role demonstrates capability and efficiency in executing tasks, through which company can benefit and the image and name of the company is growing YOY. 8-Resilience: Employees who can handle pressure, setbacks and challenges with grace & perseverance r valuable assets. 9-Creativity: The ability to think outside the box, innovate and bring fresh perspectives to projects can drive growth & development. 10-Ethical behavior: Integrity, honesty & a strong moral compass r essential for building trust within the organization & maintaining a positive reputation. 11-Time management: Being able to prioritize tasks, meet deadlines and manage one's time efficiently is crucial for productivity. 12-Emotional intelligence: Understanding & managing emotions both one's own and those of others is vital for effective teamwork & leadership. 13-Continuous learning: A willingness to learn & grow professionally, staying updated on industry trends, technologies and best practices. Takeaway point is == Company success is all about how there employees are treated , trusted , trained and valued and how much the employee is focused to give value work (results ) for the company . #betterthinking #manpowermanagement #teammanagement #resourcemanagement #winningmindset #growthmindset note = image credit goes to the owner of the image .

Recruiting mindset during lean season. Qs 1 : Do you have another offer ? 2. What was your last day ? 3. Are you not working currently ? As. 1. No 2. xx/yy/zz (six months ago) 3. No Exploitation begins 👎 This is Indian recruiting scenario. #stoopingdown #badhiringpractice #hiring #corporateworld #venkyvibes

Don’t be fooled by client feedback surveys. Positive feedback is easy to give. Honest negative feedback is not so easy. Rather than being brutally honest, clients will instead offer veiled hints as to what they’re unhappy about. When you pick up on these, you’ll be well served to overinterpret them. Treat their minor complaints as major grievances and respond accordingly. Feedback surveys will become glowingly positive thereafter. Leave a like if this has been helpful.

Feeling undervalued at work? You're not alone. Here's how to strategically boost your visibility: Document Your Wins: Keep a running list of achievements, big and small. Quantify results when possible (e.g., time saved, client satisfaction). Proactive Communication: Don't wait for performance reviews. Schedule a meeting with your supervisor to discuss goals and seek feedback. Stretch Yourself: Seek out new projects or initiatives that showcase your skills and add value to the team. Be Your Own Advocate: Don't be afraid to subtly highlight your contributions during meetings or in progress reports. Find Allies: Build relationships with colleagues and mentors who can naturally speak to your accomplishments. Key takeaway: Recognition often needs a nudge. Your value is undeniable – don't be afraid to own it! #careerdevelopment #recognition #legalcareers #legalrecruiting #onwardrecruiting What are other strategies you've used to get the recognition you deserve?

Some of you may have already done a rating calibration, and some of you may be doing one in the future. I appreciate your time and effort. I would like to share my experience facilitating rating calibration (please note that this is a personal reflection and unrelated to my current company or role). Why is rating calibration necessary? There are errors lurking in evaluations such as the halo effect and the comparative error etc. Of those evaluation errors, errors based on the evaluator's impression can often be prevented by conducting an evidence-based evaluation that matches the evidence with the definition of the scale. However, I believe there is an evaluation error that even evidence-based evaluation cannot prevent. That is the leniency/harshness of the evaluation. Looking at the same evidence and scale, individuals may perceive it differently, leading to variations in ratings. To address this subjectivity, I believe calibration is essential. During my facilitation of rating calibration, I conscientiously approached the challenge of subjectivity, aiming to leverage the opportunity to enhance the overall organizational effectiveness. Specifically, drawing inspiration from Professors Nonaka and Takeuchi's SECI model, I incorporated it into my role as an HR practitioner (If you are not familiar with the SECI model, I highly recommend searching for it.). People who are familiar with evaluation will be able to rate sensibly. It is, so to speak, a state of tacit knowledge for those people. The tacit knowledge was verbalized through questions and facilitated so that other evaluators could understand it. I asked them to talk specifically about the evidence for their rating, so that others could visualize the evidence. I then asked other raters what rating they would give the same evidence, and if they could not rate it, I asked what further evidence they would need. This is where the leniency/ harshness comes in, so we had further discussions to come up with a unified rating for the organization. Through this process, I experienced how the tacit knowledge of an individual is converted into language, and through discussion, explicit knowledge as an organization is generated. By continuing this calibration, it has become tacit knowledge in the organization, and as a result, the time required for calibration has been reduced. I hope this insight proves valuable to you. #calibration ＃evaluation #performancemanagement #rating

Drayton recently worked with a high-growth, branded food manufacturer to secure a new Operations Director. This Private Equity backed business needed a strategic thinker with the ability to take a hands-on approach to drive efficiencies and optimise performance across the business' supply chain. Using SHL's OPQ assessment, along with a combination of ability assessments, our in-house psychometrician, Sophie Edwards, was able to assess candidates' predicted performance across a number of competencies which Drayton and the Client identified as being crucial for success in this role.   The Universal Competency Framework, created by SHL, has 20 different competencies which Drayton use to predict performance in specific relation to working preferences or tendencies to behave in certain ways. In this mandate, the following competencies, with accompanying definitions, were chosen: Deciding and Initiating Action - Makes prompt, clear decisions which may involve tough choices or considered risks. Takes responsibility for actions, projects and people. Takes initiative, acts with confidence and works under own directions. Initiates and generates activity. Applying Expertise and Technology - Applies specialist and detailed technical expertise. Develops job knowledge and expertise through continual professional development. Shares expertise and knowledge with others. Uses technology to achieve work objectives. Delivering Results and Meeting Expectations - Focuses on customer needs and satisfaction. Sets high standards for quality and quantity. Monitors and maintains quality and productivity. Works in a systematic, methodical and orderly way. Consistently achieves project goals. Coping with Pressures and Setbacks... Continue reading: https://lnkd.in/ef-_jX4V #psychometrics #psychometrictesting #opqassessment

Six-Month Probation Period Pointers. 👇 The six-month probation period is a crucial timeframe for assessing a candidate's fit. But is it enough to determine long-term suitability? Consider the following when assessing: 🎯 Clearly Defined Objectives - Establish transparent, measurable goals from the outset. New hires should understand the expectations and competencies required during their probation. 💬 Consistent Feedback Loops - Regular, constructive feedback allows employees to adjust their performance continuously, rather than waiting until the end of their probation. 🔄 Continuous Assessment - Use the probation period for ongoing evaluation, considering not just immediate job responsibilities, but also cultural fit and future growth potential. From my recruitment experience, a candidate's adaptability, eagerness to learn, and ability to integrate with the team are strong indicators of long-term success. A well-structured probation period can indeed provide valuable insights into a candidate's potential. Thoughts on this? 🤔 #Recruitment #SupplyChain #Probation

Managers who create high levels of job satisfaction step into these 6 critical roles: 1️⃣ Team Builder: Creates a positive, inclusive, and purpose-driven team, where people can be their best. 2️⃣ Balance Respecter: Maintains the boundaries between work and personal life. 3️⃣ Rewarder: Recognises people and pays fairly. 4️⃣ Challenger: Keeps work varied and challenging. 5️⃣ Developer: Supports people to learn and grow. 6️⃣ Empowering Leader: Enables people to work autonomously and make decisions about their work (without being controlled). We've all seen and worked with managers with high and low levels of job satisfaction. Those who improve job satisfaction begin by examining their role. Which role has most impact on job satisfaction in your experience? Credit: Siobhán McHale