Dealerships that pay for technicians to attend the tool-maker's school may receive higher reimbursement levels, though maintaining quality of service and reputation primarily drive participation. Read More
My company underwent a recent merger that created a need for new managers. Our organizational structure also is changing to run much flatter. The newly merged organization is looking for a way to identify candidates for the new management jobs. Historical data on performance either is lacking or not available. How do we go about the task of assessing which employees to interview for the management roles?
— Data Blackout, organizational development specialist, manufacturing, Teaneck, New Jersey
Even though we have fewer than 200 employees, how could our human resources function develop career paths for them?
—-Forward Thinker, HR director, publishing/communication/advertising, Dearborn, Michigan
What are the steps in developing an effective executive selection process?
—The Future Is Now, finance/insurance/real estate, Plantation, Florida
With the start of a new year, I am trying to assemble a brief guideline to help our supervisors and managers identify key employees within their department. What suggestions do you have as we begin this list? Would you suggest some criteria we could use?
— New Year, New Practices, HR analyst, manufacturing, Farmington Hills, Michigan
A new survey shows 19 million employees are angling to change their jobs in 2013.Read More
Infusing comedy into workplace culture has the potential to improve employee communication skills, build a tight-knit team of employees and lower turnover rate.Read More
On Jan. 7, 2013, MediaTec Publishing Inc. bought Workforce from Crain Communications Inc. MediaTec's president, Norm Kamikow, provides his thoughts on the purchase.Read More
Finding a qualified partner in the employee benefits industry can help companies adjust to the ACA regulatory landscape. Accreditations are enhancing their knowledge.
In the last year we have had an influx of new hires who are either unable to come to work on time or call in to report that they won't be coming to work. We have a firm policy on attendance and timeliness and terminate after several warnings. How should we address this issue in a way that reinforces the importance of timeliness? Are other companies having this problem? Should we just begin firing people and start the recruitment process all over again?
—Fed Up, business services, Portsmouth, New Hampshire