Quotes About Personnel

In my experience, any trend that reaches the point where large organizations are inflicting it on their personnel has a high statistical probability of being stupid.

Giving too many privileges to senior personnel can only damage morale. The struggle between nobles and commoners will always exist at some level, but when mutual suspicions are neutralized by working together closely toward common goals, this tension can be energizing rather than debilitating. There

It isn't safe to go to the parks. Toxic chemicals ruin the air and water. There is vandalism, even crime, and conscientious park personnel are demoralized.

You can control your own destiny a little bit better in college. It's hard to control all the variables, especially with the salary cap and things like that, in pro football. You can't keep your team together, and you are going to have more changes all the time. Personnel decisions aren't always made by you, especially who you bring to your team.

Drones are a tool, not a policy. The policy is assassination. While every president since Gerald Ford has upheld an executive order banning assassinations by U.S. personnel, Congress has avoided legislating the issue or even defining the word "assassination.

Although my family - parents and sister - all work in the personnel management business, their real passion is performing, amateur operatic societies and so on.

Our police, our hard-working police, that our extraordinarily committed and dedicated military personnel, I'm really pleased that they are getting a good paid parental leave scheme.

For magazines seeking to extend their reach into podcasting, half the battle is finding members of staff who don't sound like the kind of people you wouldn't care to be stuck in a lift with.

Nobody would be left to round out the workforce and execute the business plan.

As a business owner or manager, you know that hiring the wrong person is the most costly mistake you can make.

There is no business in America that would be prevented from taking results into account when making personnel decisions.

Managers are the basic and scarcest resource of any business enterprise.

What you manage in business is people

There are hundreds of electromagnetic cases where spacecraft have been observed by police, military personnel and civilians to affect car engines, radios and other electric devices.

Structuring jobs to fit personality is almost certain to lead to favoritism and conformity. And no organization can afford either. It needs equity and impersonal fairness in its personnel decisions. Or else it will either lose its good people or destroy their incentive. And it needs diversity. Or else it will lack the ability to change and the ability for dissent which (as Chapter 7 will discuss) the right decision demands.

I think a lot of personnel decisions come down to who's the best player today, like if we had to throw 'em in a game today versus what could their upside be 18 months from now. A lot of times, those are two different answers. That's the difficulty of player personnel.

Through partnerships and the use of technology, there is an opportunity to help veterans and transitioning military personnel find new career and educational opportunities.

Health care needs are paramount after a disaster, and medical personnel fight against time to reach and assist victims.

In 1975, the Americans suffered a spectacular military defeat at the hands of North Vietnam and the Vietcong, with U.S. helicopters seeking to rescue leading U.S. personnel from the tops of buildings as Vietnamese guerrillas closed in on the centre of Saigon.

Individual assignments treat people like interchangeable parts, widgets or screws to be shuffled from drawer to drawer. In combat under this system, new guys showed up one at a time, and often got shot all too quickly.

the military started the campaigns by turning off the personnel system

Hire good people, and leave them alone.

I have started or run several companies and spent time with dozens of entrepreneurs over the years. Virtually none of them, in my experience, made meaningful personnel or resource-allocation decisions based on incentives or policies.

Trying to get the right person in the right job can take a lot of time and energy. Let's face it. Isn't it easier for a leader to just put people where it is most convenient and get on with the work? Once again, this is an area where leaders' desire for action works against them.