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
A strategic bottom-line focus remains a critical leadership trait, but it alone won't be sufficient in the evolving global economy, according to a recent study.Read More
The increase reflects, in part, large job losses among less-senior workers in the recession, according to the Bureau of Labor Statistics.Read More
We are seeking a way to evaluate individual managers for effectiveness at our company of fewer than 200 employees. Generally, 360 reviews are not recommended for companies of our size. What other tools could we use?
—Doing a 360, human resources manager, finance/insurance/real estate, Chestnut Hill, MassachusettsRead More
How do we make managers more aware of the importance of looking after their people?Read More
How can we track on-the-job training for a wide array of jobs and projects? We believe the tracking is necessary since most of our training is delivered through mentoring on the job.Read More