Building a New

Venture Team and

Planning for the
Next Generation
Felicia Monika
Monica Rosella S.
Stefanus Erik S.
 Leadership in the New Economy
• Effective leaders exhibit certain behaviors. They:
– Create a set of values and beliefs for employees and
passionately pursue them.
– Define and then constantly reinforce the vision they have for
the company.
– Respect and support their employees.
– Set the example for their employees.
– Build credibility with their employees.
– Focus employees’ efforts on challenging goals and keep them
driving toward those goals.
– Provide the resources employees need to achieve their goals.
– Communicate with their employees.
– Are willing to take risks.
Building an Entrepreneurial Team:
Hiring the Right Employees

• Avoiding Hiring Mistakes

The following guidelines can help
entrepreneurs to avoid making costly hiring
mistakes as they build their team of
employees.
 RECRUIT
“RETIRED” LOOK INSIDE THE
WORKERS COMPANY FIRST

Elevate Recruiting to a
Strategic Position in
the Company

ENCOURAGE
EMPLOYEE
USE THE INTERNET
REFERRALS
AS A RECRUITING MAKE EMPLOYMENT
TOOL ADVERTISEMENTS
STAND OUT
 Avoiding Hiring Mistakes
• Create Practical Job Descriptions and Job
Specifications
– perform a job analysis, by:
• developing a job description
• creating a job specification
• Plan an Effective Interview
– Develop a series of core questions and ask them of every
candidate.
– Ask open-ended questions (including on- the-job
“scenarios”) rather than questions calling for “yes or no”
answers.
– Create hypothetical situations candidates would be likely
to encounter on the job and ask how they would handle
them.
 Avoiding Hiring Mistakes

• Conduct the Interview

An effective interview contains three phases:
breaking the ice, asking questions, and selling the
candidate on the company.
• Contact References and Conduct a Background
Check
Creating an Organizational Culture That Encourages
Employee Retention
A sense of purpose
• Company Culture
The distinctive, Respect for work and life
unwritten, informal balance
code of conduct that
A sense of fun
governs an
organization’s
behavior, attitudes, integrity
relationships, and
style diversity

Participative
management

Learning environment
• Managing growth and changing culture
as company grow from start-up businesses into the growth phase and
beyond, they often experience dramatic changes in their culture.as a
company grows, not only does its culture tend to change but so does its
need for a management infrastructure capable of supporting that growth.

Job design. • Job simplification

In some • Job enlagrement
• Job rotation
companies, • Job enrichment
work is • flextime
• Job sharing
organized on • Flex place
the principle • Telecommuting
• Hoteling
of :
• Rewards and compensation
the rewards and employee gets from the job itself are intrinsic
rewards, but managers have at their disposal a wide variety of
extrinsic rewards to attract, retain, and motivate workers

Pay for performance compensation system

Stock options
 Management Succession : Passing the
Torch of Leadership
How to Develop a management Succession Plan
• Step 1. Select the successor
when considering a successor, an entrepeneur should consider
taking the following action :

Make it clear to every family member involved that he or she is not

required to join the business on a fulltime basis.

Do not assume that a successor must always come from within the family

Give family members the opportunity to work outside the business first to
learn firsthand how others conduct business