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Organizational Structure

Why Is Health Care Staffing Such a Guessing Game?

November 21, 2014

Being in health care, we are finding it difficult to adequately determine the number of staff needed at any given time. We need to develop a forecast for staffing ratios for our busiest shifts. What sort of data should we be examining to accurately predict dynamic demand?

— Guesstimates Won't Work, training and appraisal assistant, health care, Beirut


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What Are the Benefits of Ranking to Determine Employee Performance?

September 15, 2014

Like many companies, we have an annual performance review of employees. At the beginning of the financial year, KPAs, goals, targets are mutually agreed. There is quarterly review of performance followed by annual review. Employees are rated on predefined performance criteria on a scale of 1 to 5. Subsequent to rating, we wanted our line management to rank employees against each other in order to have ranking order. Line management is not inclined to ranking, for obvious reasons. Is there any way to know if ranking is the right approach for our performance management?

— Really Clueless, assistant GM, manufacturing, Hyderabad, India


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What's the Tipping Point for Turnover?

September 15, 2014

We may have an attrition problem, but I'm not quite sure. Our turnover is between 12 and 15 percent the last three years, but this year is ticking closer to 20 percent. This does not include involuntary terminations due to downsizing/restructuring. We know some turnover is due to market factors, and some due to cultural growing pains (we've doubled in size the last five years). From an analytic view, how could we determine if our turnover might present a future lingering problem?

—Starting to Worry, HR manager, software/services, Minnesota


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How Do We Identify Future Key Roles for Our Company?

May 15, 2013
I am in a new role as Talent Acquisition Coordinator and need some help. What is the best way (or ways) to identify key roles in my company going forward? The big issue is being better able to anticipate those skill and talent needs and take steps accordingly. It sounds simple but can be incredibly hard to get it right —Anticipation, talent acquisition coordinator, telecommunications, Santo Domingo
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Restoring Workplace Trust

May 6, 2013
As trust is based on actions not words, our gut-level understanding of actual conduct and deeds determines who we conclude is trustworthy and not.
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