A promotion can do a lot to make up for the longer hours and extra duties that many workers have wrestled with in the past couple of years. But firms often fail to see where employees who are learning on the job might fit into new roles.Read More
How should we use performance appraisals to determine training and
development needs for staff?
—Performance Management Newbie, HR manager,
A bad hiring decision can cost a company more than 1.5 times the mis-hire's salary, depending on the level of the role. With the right assessment, businesses can avoid this cost. Read More
I am a manager who has created a situation of perceived favoritism among my staff. I hired a new employee who happens to be a friend. I made the mistake of putting forth a work-improvement suggestion made by the new employee. She and I have been suffering the backlash ever since. How do I go about repairing this fiasco?
—Oops, office manager, government, Long Beach, CaliforniaRead More
How do we get managers to attend training sessions that are expensive and feature well-known trainers? The general attitude seems to be that they are 'above' the training.
—Irked in Administration, Government, Kingston, Jamaica
Manager of talent management, Doosan Infracore Construction Equipment, Seoul, South KoreaRead More
What is the distinction, if any, between meritocracy and pay for performance?
Our organization is considering implementation of a multirater feedback 360-degree system. We are concerned about the change.
We fear that moving from a forced distribution system of performance management eventually would lead to all employees being rated as average performers. The differences in employee performance would be lost. Other than forced distribution, what methods could we use to measure performance?