Hire for Passion.doc
Content
Hire for Passion as much as Talent and Nourish that Passion
Part I- Hire for Passion as much as for Talent
“True leadership is born out of a guiding vision and a passion to accomplish a noble task and
inspire others to develop and release their potential. It derives its fulfilment from success of
others through personal sacrifice “----Myles Munroe
Hiring the best person is more than just filling a position with the right skill, knowledge,
Competencies rather than it is acquiring the right people that will make a difference and add
value to the entire organization. During the recruitment process, organization Human resources
managers use check list for related education to ascertain literacy, relevant work experience to
assess ability to deliver expected results, task specific skills to benchmark the candidate’s
knowledge on the job.
Then the next focus is on the candidates resume that highlights the skills acquired through school
and job experience while vision, mission and enthusiasm are usually considered as secondary.
While skill and experience are important attributes that should always be considered, talent and
passion are equally vital to real job performance success and should be given greater weight.
Candidates need to be competent in their position but skills for the most part can be learned and
strengthened with time while motivation, teamwork and values can’t be imposed. People do their
best when they are doing things that they naturally do well through talent and enjoying doing
better with passion. When people are performing jobs which acquire training,
but lack of talent and driving passion they tend to be mediocre and disengaged of their core
focus.
Hiring decision on quality of an individual’s skills sets that he / she can offer at a particular
moment and start focusing on their intense passion to deliver results. Recruitments are
predominantly based on skill set get a more diverse group of people relative to their level of
passion and connection. Conversely if hiring is based on passion than it will result in having a
highly passionate group of people with more normal distribution of skills but it takes something
special to have passion for the things that we do.
When evaluating potential hire, managers looks for three strong qualities … competence,
character and skill of an employee as a team player but missing a crucial ingredient which is as
important as the talent package described as passion to perform. People become more creative
when they are more strongly intrinsically motivated driven by interest, enjoyment, satisfaction
and a sense of personal challenge in the work they are doing as they engage more deeply with the
work.
Part II - Nourish the Passion
The organization’s recruitment processes sets as a platform of an employee’s journey to its
destination. However employers develop its own career development plan to ensure employee
growth and development as its continual cycle through training (internal or external) , job
rotation , on the job training , attachments etc so that employee become passionate of their
existence in the organization to do job better.
An employee existence in an organization may not be that effective until he /she has the
eagerness to take up challenges and passion to do better. Organization’s vision of continual
development journey to excellence is always the first priority with a lot of effort focussed on
people development. One of the simplest ingredients to achieve its entire purpose, results with
existence workforce is through putting right people at the right place boost by nourishing the
passion of individuals.
Organizations develop nourishing styles to suit its workforce as it may vary due to the work
involved. Nourishing the passion is all about doing thing better. The single important thing to
fuel intrinsic motivation is to support people progress in the work that they are so passionate
about. This is a progress principle and it applies seemingly minor small wins that can lead to
great breakthroughs.
The progress principle by understanding what progress and setbacks people are experience day
by day, getting to the root causes, and doing whatever to remove barriers enhances the catalysts
to progress.
Firstly everyone than looks at the leaders as an inspirational partner towards nourishing passion.
Inspirational motivation builds itself through self confidence. Most leaders use spiritual
motivation through daily prayers ensuring day’s works is performed without any disturbances.
While this may not be appropriate policy of the employers but getting daily together creates a
work culture of respect, honesty, locality etc. Once this culture is developed teamwork creeps
itself. Employer and employee relationship becomes stronger while people become more
fanatical of their capabilities.
Furthermore the confidence prompts employers to delegate task to people and provide support
services with close monitoring. Evaluations are conducted to ascertain gap analysis which
creates environment for development through training. Training objectives are than identified
with opportunities for improvement (OFI’s) which adds more to people’s inbuilt confidence and
passion to do things better until journey to excellence is achieved.
Part III – Finally look to yourself
The organization values human capital as it most valued asset who determines the success and
survival of the industry. As a HR manager of the industry the thought of talent, passion and
creativity maze theory (Relationship & Productivity) are the core focus of the industry. It
involves recruitment & selection, induction, training & development, career planning which
greatly contributes to people and knowledge growth.
The process of understudying individual profiles of every people is equally important which may
not be considered as a motivating tool but it plays an important part by giving an insight
assessment of people capability, potential and calibre.
Selecting the right people at the right time with right mindset, right attitude to perform. It than
set the platform for future development. A comprehensive induction program is required on the
first day to ensure people are energised to utilize full potential, understand desired outcomes and
strives to achievements.
When task are allocated to people knowledge and skills assessed but the hidden element which is
the most important is attitude which in most circumstances prevails performance. The continual
performance improvements styles of frequent tool box meetings, identifying gaps and providing
trainings, evaluation of performance and addressing a smarter way of doing things are
motivational inspiration. Others creativity are in the forms of recognition through compensation
through rewards, certificates, increments, family trips bring in more sprit to honour and
ownership to perform.
While all focus on developing peoples talents, competencies, skills it is always appropriate to
that leaders conduct their own assessment using the 360 degree feedback analysis tool. This
provides inner picture of people’s perception of their leaders and also provides an opportunity to
know what is required to make things do better.
Part I- Hire for Passion as much as for Talent
“True leadership is born out of a guiding vision and a passion to accomplish a noble task and
inspire others to develop and release their potential. It derives its fulfilment from success of
others through personal sacrifice “----Myles Munroe
Hiring the best person is more than just filling a position with the right skill, knowledge,
Competencies rather than it is acquiring the right people that will make a difference and add
value to the entire organization. During the recruitment process, organization Human resources
managers use check list for related education to ascertain literacy, relevant work experience to
assess ability to deliver expected results, task specific skills to benchmark the candidate’s
knowledge on the job.
Then the next focus is on the candidates resume that highlights the skills acquired through school
and job experience while vision, mission and enthusiasm are usually considered as secondary.
While skill and experience are important attributes that should always be considered, talent and
passion are equally vital to real job performance success and should be given greater weight.
Candidates need to be competent in their position but skills for the most part can be learned and
strengthened with time while motivation, teamwork and values can’t be imposed. People do their
best when they are doing things that they naturally do well through talent and enjoying doing
better with passion. When people are performing jobs which acquire training,
but lack of talent and driving passion they tend to be mediocre and disengaged of their core
focus.
Hiring decision on quality of an individual’s skills sets that he / she can offer at a particular
moment and start focusing on their intense passion to deliver results. Recruitments are
predominantly based on skill set get a more diverse group of people relative to their level of
passion and connection. Conversely if hiring is based on passion than it will result in having a
highly passionate group of people with more normal distribution of skills but it takes something
special to have passion for the things that we do.
When evaluating potential hire, managers looks for three strong qualities … competence,
character and skill of an employee as a team player but missing a crucial ingredient which is as
important as the talent package described as passion to perform. People become more creative
when they are more strongly intrinsically motivated driven by interest, enjoyment, satisfaction
and a sense of personal challenge in the work they are doing as they engage more deeply with the
work.
Part II - Nourish the Passion
The organization’s recruitment processes sets as a platform of an employee’s journey to its
destination. However employers develop its own career development plan to ensure employee
growth and development as its continual cycle through training (internal or external) , job
rotation , on the job training , attachments etc so that employee become passionate of their
existence in the organization to do job better.
An employee existence in an organization may not be that effective until he /she has the
eagerness to take up challenges and passion to do better. Organization’s vision of continual
development journey to excellence is always the first priority with a lot of effort focussed on
people development. One of the simplest ingredients to achieve its entire purpose, results with
existence workforce is through putting right people at the right place boost by nourishing the
passion of individuals.
Organizations develop nourishing styles to suit its workforce as it may vary due to the work
involved. Nourishing the passion is all about doing thing better. The single important thing to
fuel intrinsic motivation is to support people progress in the work that they are so passionate
about. This is a progress principle and it applies seemingly minor small wins that can lead to
great breakthroughs.
The progress principle by understanding what progress and setbacks people are experience day
by day, getting to the root causes, and doing whatever to remove barriers enhances the catalysts
to progress.
Firstly everyone than looks at the leaders as an inspirational partner towards nourishing passion.
Inspirational motivation builds itself through self confidence. Most leaders use spiritual
motivation through daily prayers ensuring day’s works is performed without any disturbances.
While this may not be appropriate policy of the employers but getting daily together creates a
work culture of respect, honesty, locality etc. Once this culture is developed teamwork creeps
itself. Employer and employee relationship becomes stronger while people become more
fanatical of their capabilities.
Furthermore the confidence prompts employers to delegate task to people and provide support
services with close monitoring. Evaluations are conducted to ascertain gap analysis which
creates environment for development through training. Training objectives are than identified
with opportunities for improvement (OFI’s) which adds more to people’s inbuilt confidence and
passion to do things better until journey to excellence is achieved.
Part III – Finally look to yourself
The organization values human capital as it most valued asset who determines the success and
survival of the industry. As a HR manager of the industry the thought of talent, passion and
creativity maze theory (Relationship & Productivity) are the core focus of the industry. It
involves recruitment & selection, induction, training & development, career planning which
greatly contributes to people and knowledge growth.
The process of understudying individual profiles of every people is equally important which may
not be considered as a motivating tool but it plays an important part by giving an insight
assessment of people capability, potential and calibre.
Selecting the right people at the right time with right mindset, right attitude to perform. It than
set the platform for future development. A comprehensive induction program is required on the
first day to ensure people are energised to utilize full potential, understand desired outcomes and
strives to achievements.
When task are allocated to people knowledge and skills assessed but the hidden element which is
the most important is attitude which in most circumstances prevails performance. The continual
performance improvements styles of frequent tool box meetings, identifying gaps and providing
trainings, evaluation of performance and addressing a smarter way of doing things are
motivational inspiration. Others creativity are in the forms of recognition through compensation
through rewards, certificates, increments, family trips bring in more sprit to honour and
ownership to perform.
While all focus on developing peoples talents, competencies, skills it is always appropriate to
that leaders conduct their own assessment using the 360 degree feedback analysis tool. This
provides inner picture of people’s perception of their leaders and also provides an opportunity to
know what is required to make things do better.
