Human Resources Management Quotes

Steve Jobs has a saying that A players hire A players; B players hire C players; and C players hire D players. It doesn't take long to get to Z players. This trickle-down effect causes bozo explosions in companies.

If performance management were a movie, it will become less 'Gladiator' and more 'Moneyball.'

I've advised clients to fire or take other serious action against executives and other managers who, in my judgment, had engaged in harassment or other misconduct.

Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?

Industrial technologies that allowed for increased mechanization in 19th-century armed forces also spurred Frederick Winslow Taylor to develop his 'Scientific Management' doctrine in Philadelphia steel mills.

If we get the right people in the right job we've won the game.

In the long run, no matter how good or successful you are or how clever or crafty, your business and its future are in the hands of the people you hire.

Our attitude has always been that if you hire good people and provide good wages and good jobs and more than that - if you provide careers - that good things will happen to your company. I think we can say that that has been proved by the quality of people that we have and how they have built our organization.

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

To be honest, we spent many years at Warner, and in the very beginning, there was a very passionate team that worked alongside us on a daily basis. Every year that went by, we would lose just about every single person that worked directly with us, to the point that I honestly couldn't have picked up a phone and gotten one person who knew me.

Some corporations are extremely well managed; some nonprofit organizations are. It has nothing to do with the sector. It has to do with quality of management.

The people who run a university are far more qualified and intelligent in handling people than someone who inherited his money and used it to buy a pro team.

Given my earlier experience as the longest served CM of the erstwhile undivided A.P., I focused on choosing right people in the right place with clear priorities in the departments that were vital to attract large-scale investments into the state.

We do everything in India that we do globally, and it is the largest country by headcount for us globally.

The business of business is people.

I think high turnover is definitively the investor's enemy, so you don't want to bring a high-turnover philosophy to this business. You want to have a long-term philosophy.

Specialized management courses are useful but should come well after the complexity of management and business are understood.

It struck me that most businesses have less than 100 employees, but most payroll services were going after bigger companies.

We have already seen evidence that, notwithstanding the addition of substantial resources, we are experiencing great stress in recruiting and not inconsequential retention problems.

Our operations in China are materially similar to our U.S. peers who also operate and have employees there.

The ultimate proof of confidence for a small-business owner is, are they hiring employees?

We hired a CSR person at Twitter, years before we hired our first sales person, to make sure we had a culture and impact of doing good.

Scientific management promised to replace rules of thumb with accurate measurements.

If you run a global business, it's so important that you understand what happens in each place, and you can't do that remotely. I don't want to go anywhere and leave and not have seen the people who work for us. That doesn't feel good.

Life was easy was back in the days before human resource departments controlled business and someone decided we all should be politically correct.