Our company has been successful because we keep things on a personal level between our senior managers and employees. We don't want to lose that close-knit feel, but we also see the value of using virtualization. How do we incorporate the technology while preserving our culture?
—Vexed by Virtualization, HR generalist, construction/engineering, Indianapolis
Some of our employees are set in their ways, and it's hard to persuade them to learn new things. What can we do as an organization to help them adapt to dynamic situations?
—Stuck in a Rut, learning and development specialist, Milan, Italy
How do we determine a healthy level of turnover in our organization?
—Number, Please, human resources consultant, manufacturing, Solihull, England
During the interview process, is there a good way to assess each candidate so I can narrow down the search in a timelier manner? I was hoping for some kind of checklist. Or would this actually be a hindrance rather than a help?
—Need for Speed, HR specialist, Nonprofit, Wausau, Wisconsin
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