Company:Mac Trading and Contracting

A Great Company achieves excellence in three areas:

1. People 
2. Product 
3. Purpose 

1. Great Companies Have Great People 

Sounds simple, but this is probably the hardest part. This is the area that is constantly in motion and change, and this needs attention on a daily basis. So how do Great Companies accomplish excellence with their people? 

1. Give employees the opportunity to learn and grow professionally.  

In great companies, managers look for ways to match their employees’ skills and passions with the organization’s needs. They do this by interacting frequently with their direct reports. They notice what the employee is good at doing. They find out what their employees are interested in learning or accomplishing, and they help advance careers by promoting their strengths.  

2. Create policies to ensure employees are working with people they respect.

Great Companies don’t hire people who are dishonest, mean, or lazy. Great Companies hire for cultural fit. Skills can be taught, but fitting into the company culture can’t. Great Companies methodically hire people with the right skill sets and also the right values and ethics. Studies have shown that when employees like and respect those they work with, they’ll not only work harder and get more enjoyment from their efforts, but they’ll stay with the company longer. 

3. Create a Culture of Trust.

Employees in Great Companies trust the people they work for and they are confident that they will be treated with fairness, respect, and honesty. Trust is a powerful retention tool and Great Companies honor that fact. Although the employees may not always agree with the decisions their leaders make, they do trust that the decisions will be ethical, legal, and ultimately best for them and the success of the company.

4. Provide employees opportunities for growth.

Great Companies allow their employees to make mistakes, figure things out, to get good at things, and solve problems without breaking their spirit and drive.  Great Companies reward and celebrate successes while encouraging their employees to stretch their skills and their capabilities. Great Companies know that challenging work is a motivating tool.   

2. Great Companies Have A Great Product 

In Great Companies, all on board are united and working together on one team to produce an excellent product, provide a valuable service, or create something that all of them mutually consider of great value. Employees all share a strong belief, passion and faith in the product. Employees strive for perfection in whatever role they hold because they value the product. 

Great Companies have employees who take pride in what is produced, created, serviced or designed. Both employees and customers know that the mission of the company is enriched by their contribution to the Product. 

3. Great Companies Have Purpose 

And last, but not least, Great Companies share two commons purposes. 

First: They all have a clearly defined purpose, a reason for being, that everyone understands and considers important. If asked, every employee could tell you the role he or she plays in achieving that purpose. For example one Great Company, Hasbro Inc. has a purpose that every employee works daily in their individual roles to support: They “Make the World Smile, One Child at a Time”. They don’t just make toys, they serve a greater purpose. 

Second: All Great Companies have another purpose: To create a working environment that supports their valuable employees and rewards excellence, honesty, mutual respect, and fairness. Great Companies support a culture where people work hard to get results and where they are appreciated for their efforts because that too is the purpose of doing business.  

The books, the articles, and the feedback from HR leaders on the topic of “What Makes a Great Company” basically all end up with the same answer. Depending on the author, the order of importance may vary, the factors contributing to the three areas may vary, and the focus on details of each area may vary. But the bottom line is: A Great Company must achieve excellence with its People, its Product, and its Purpose. 

It’s not easy to create this significant and powerful thing. It requires real focus and consistent effort on the part of the company’s leadership, and buy-in from every employee to create the structures, processes and systems, and to inspire and hold people accountable every day to the high standards that the company has set. To quote an HR colleague: “A Great Company is a place where employees can do great things, while having a great time with others who they like and respect, and all the while know that their work is serving a purpose and confirming their reason to stay each day”.

Developing and maintaining clear, concise and informative job descriptions is a significant part of the recruiting and hiring process.

A good job description not only identifies the key components, qualifications and essential job functions, but it also provides an idea of the job duties and responsibilities that the individual in the position will be asked to perform each day. However, if an employer is not careful it may run into trouble, so it’s crucial to keep the following tips in mind when preparing a job description.

1. Obtain Input of Current Employees

Sometimes, the employer’s idea of what a job entails is much different than the reality. That’s why conducting a thorough job analysis is a good starting point when drafting a job description.

Employers should obtain input from individuals currently holding the position, as well as the employee’s supervisors and those who interact with employees in the position on a regular basis. Consider the work the individual in the position is actually required to perform and how long he or she actually spends performing each task.

2. Choose the Job Title Carefully

The job title really sells the position the employer is seeking to fill as is it often the first thing a candidate views in the job advertisement. Therefore, ensure that the job title accurately describes the position without causing confusion. The employer should also provide an idea of how the job title fits within the organization and who the position reports to, or who will be reporting to the position with respect to the organization’s reporting lines.

3. Detail Skills and Qualifications

A good job description notifies candidates of the qualifications, skills and experience needed to perform a particular job, whether it be a specific educational degree, course or certification. However, in listing any required qualifications, an employer should also consider where it is able to be flexible. For instance, a candidate could offset insufficient work experience with a higher level of education or formal training. Conversely, a candidate may compensate for insufficient education or formal training with a higher level of work experience. While an employer may want an employee with multiple skills and qualifications, it should really zero in on what it considers to be the most important skills and qualifications needed for the job.

4. Provide Essential Job Functions

A clear job description will let a candidate know all of the specific tasks, duties and responsibilities that he or she will be performing on a daily or weekly basis. Employers should also consider whether any of the essential job functions may be performed with an accommodation, such as specific tools or equipment, and be prepared to answer any related questions from candidates.

5. Explain the Workplace Culture and Environment

It is important to convey to candidates what the workplace culture will be like, including:

• Whether the position will be working with clients and customers; or
• Whether it will be behind the scenes.
• Whether the position will entail a good deal of personal interaction;
• If the position will include a good deal of physical activity or heavy lifting; and
• Whether the job entails exposure to dangerous fumes, odors or chemicals.

This is all critical information a candidate will need to ascertain whether he or she is interested in the position.

6. Provide Competition and Benefits

Providing compensation and benefit information can give candidates a good idea of how the job is structured, such as:

• Whether it will be compensated on an hourly or salary basis;
• Whether the position is entitled to overtime;
• Whether the position will be eligible for benefits; and
• If not, what the eligibility requirements are.

It is also a good idea to explain how the position will be evaluated and reviewed, and describe any opportunities for advancement.

7. Avoid Discriminatory Words and Phrases

It is imperative to steer clear of potentially discriminatory words and phrases in job descriptions which may land the employer in hot water. Even if subtle, the use of such words may deter individuals from applying for a position.

Use gender-neutral language such as “chairperson” instead of “chairman” whenever possible. An employer should also avoid unconscious bias and using language suggesting a preference for individuals of a certain age, citizenship, national origin or gender etc. Additionally, make sure candidates know that the organization is an equal employment opportunity employer.

I am a very hard-working graduate with a Bachelor degree in Accounting. I am equipped with technical accounting skills and a practical understanding of how to apply accounting and business knowledge. I learnt from my college years that accuracy and precision in all tasks result in increased efficiency and successful problem resolution. I am enthusiastic and motivated person who is committed to a career in the accounting field. My years in sales I gained a lot of confidence in myself. My communication skills got better and through the years, I improve my active listening, open-mindedness, and nonverbal communications with the clients that helped to closed deals.

All your information will be kept confidential according to EEO guidelines.