The comeback of company-sponsored get-togethers is providing a year-end boost for the city’s hospitality industry, which was slammed by the recession. Corporate bookings are up significantly from last year at many hotels, restaurants and other venues.Read More
Online, informal and social learning are increasingly part of the corporate training mix; their elements are often blended with traditional classroom sessions to create a recipe for training success. As a result, face-to-face learning has become rarer and is reserved for specialized, highly complex or contextual material.Read More
Training budgets shrank slightly in 2009 as companies zeroed in on efficiency and high-value learning, ASTD report finds.Read More
We are an animation company and work on multiple projects of varied complexities. The individual performance evaluation is done based on similar KSAs (knowledge, skills and abilities) defined for specific roles. Our challenge: how to normalize the performance across different projects for individuals with same ratings when evaluating pay hikes/promotions. We will not be able to consider them at the same competency level because their work is of varied complexities.
Despite attention to onboarding and engaging them, we can’t seem to retain our early-career professionals (those with fewer than five years’ seniority). For example, we have implemented engagement interview with management team members, provide a new-hire engagement program, and orientation workshops—yet turnover among young professionals remains unacceptably high. What are we doing wrong? More important, how can we reverse the trend?
Each year our management directs our staffers to write their own evaluations for appraisals. These written evaluations then become the basis for appraisals. Realizing that one size does not fit all companies, we nevertheless want to create some type of standardized format to use for these self-assessments. How should we structure it so we are reasonably sure that the questions generate honest responses from employees? What other pitfalls should we take note of?
In measuring the bottom-line impact of its tuition assistance program, Verizon Wireless stands out from most companies.Read More
Tuition assistance benefits typically have not been assessed for their bottom line impact. But some see the programs as vital to employee development and retention.Read More
What methods and strategies can be used to recruit for salaried positions requiring shift work (particularly of new college grads)?Read More
I know that federal regulations are tightening for internships at for-profit organizations. What do we need to know?Read More