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Employee Career Development

Dear Workforce How Do We Move Toward a Formal Approach to Cross-Training?

September 7, 2011
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What are the basics of designing an effective job-rotation system? The managers in our company have said they would like to see a formalized system developed to help cross-training or "cross-skilling" their employees.
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Dear Workforce How Do We Implement Job Rotation That Serves Both Top Performers and People Who Have Hit a Performance Plateau?

September 7, 2011
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How do we apply a job rotation policy to provide opportunities for both 'star performers' and 'plateaued employees'? What should be the ideal duration for a rotation?
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Dear Workforce What Should We Consider Before Implementing a System of Multirater Feedback?

September 7, 2011
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Our organization is considering implementation of a multirater feedback 360-degree system. We are concerned about the change.
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Dear Workforce What Should We Seek to Learn From 'Stay' Interviews?

September 7, 2011
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I'd like to start implementing “stay” interviews. Which kinds of questions should we be asking, and how do I convince managers that these interviews are important?
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Dear Workforce How Is HR Different Between the Public and Private Sectors?

September 7, 2011
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Are there key differences in how human resources should be practiced between the private sector and government? I am seeking training that would help me understand all the nuances involved when making recommendations about hiring of new government employees.
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Dear Workforce How Do We Answer Questions of Unfairness With 360 Reviews?

September 7, 2011
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When conducting a 360 review, is it fair to withhold which employee gets what say on the review? The manager and I have jointly identified the top eight employees who interact most with individuals. Based on their levels of interaction or reporting lines (supervisor, subordinates), we assign a weighted average to each person. Although the feedback from the reviews is positive, questions have arisen as to the fairness of this arrangement. Our office is close-knit, and we want to avoid opening up “negotiations” on this. What do you suggest we do?
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Dear Workforce How Could Performance Tools Help Us Boost Motivation?

September 7, 2011
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How can I use performance-assessment tools to boost employee motivation? We aren't trying to frighten people into higher levels of performance, but we are interested in enhancing overall performance by giving employees nonmonetary incentives to go the extra mile.
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Dear Workforce How Do We Establish Assessment Centers?

September 7, 2011
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What factors must we consider when establishing assessment centers?
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Dear Workforce How Do We Use Performance Tools to Keep Employees Motivated

September 7, 2011
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My software company uses a performance management system that’s been great in helping identify star performers. However, we’re not as confident in its ability to motivate people. How do we use performance management to motivate, and thus retain, these highfliers? How do we keep them contented and productive? Aside from boosting their compensation, what are some innovative strategies?
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Dear Workforce How Do We Judge Return on Investment From Our Education-Assistance Benefit

September 7, 2011
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We are reviewing our voluntary education-assistance program, which presently provides up to $2,500 to eligible employees. For courses that cost more, employees can apply for an exemption, which must be approved by the employee’s VP and our VP of human resources. I have heard of some corporations that require a "service return contract" that binds employees to the company for a specified period once a company-paid college degree is earned. What are other companies requesting, aside from these contracts, to get a better return on investment for offering this monetary education assistance? How do we make sure we don’t pay for somebody’s education only to watch them jump ship?
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