During management meetings, discussion invariably turns toward the subject of continuous change. We want to become a learning organization, making any necessary changes that will help us be more customer-oriented. We're having trouble getting beyond the discussion phase, though. How do I persuade our management team to let human resources spearhead this cultural change?
—On the Sidelines but Hoping to Play, HR manager, publishing, Sydney
Where can I find data on reinforcement of training? Our learning and development group wants to prepare a report for our executives.
—All Ears, performance development consultant, communications, Dallas
Our human resources department attracts and selects top-notch candidates, sells the company very well and arranges a solid orientation program for newcomers. Yet other departments seem to cause a high rate of turnover soon after the probation period and during the first year.
How do we improve our recruitment process and avoid these setbacks?
—It Hurts When They Leave, human resources manager, services, Alexandria, Egypt
What best practices do leading companies apply when managing a multigenerational workforce?
—Generation Gaps, HR project manager, Canberra, Australia
Should our company use multirater feedback?
—Hearing Voices, employee and organizational consultant, government, Washington
How valid is the old 1-to-100 ratio of human resources staffing?
—Keeping Up With Changing Times, HR manager, services, Raleigh, North Carolina
How important is the time-to-fill metric in the health care industry? Our top management puts a lot of stock in this, which is understandable. However, I want to make sure that not only do we fill positions quickly, but more important, we get the best available candidate.
—Quality Not Quantity, health care recruitment specialist, health care, Poughkeepsie, New York
Our organization would like to implement cross-training in light of a large number of seasoned employees who are approaching retirement. How can we go about keeping these experienced folks on as consultants after they retire? What is the key to making this solution work?
—Training and Retaining, human resources director, services, Colton, California
Aside from a few people, we have a horrific time getting employees to work overtime. We have to practically beg for volunteers. We're considering a rotating schedule of mandatory on-call weeks in which the entire workforce shares the inconvenience of pulling extra hours. Would this work? What else could we try?
—Frazzled in HR, software/systems, Knoxville, Tennessee
My company is considering using a performance appraisal that does not have scores or ratings. How popular (or not) is this type of approach? What are the pros and cons? I'm trying to gain some knowledge about best practices in this area.
—To Rate or Not to Rate, Performance Analyst, financial services, Des Moines, Iowa