Where can I find information on the average number of applicants who do not pass background checks? About 3 percent of our applicants fail, and I want to see how we compare to other large employers.
—Screen Test, recruitment manager, hospitality, Atlanta
We are paying to train and develop our employees, but many are leaving for other opportunities shortly after their training is complete. I know this is not uncommon, but it makes us wonder if we can force them to repay the money we've invested in them. Seeing them leave makes us wonder if training really is a retention tool. What should we do?
—Doubts About Training, assistant manager, human resources, construction, New Delhi, India
How do we know if our first-year attrition rate is healthy? We have sources to compare overall attrition, but have not found a benchmark for attrition during the first year of employment.
—Turnover Tension, manufacturing/production, Manassas, VirginiaRead More
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
We are trying to screen for culture and need to develop interview questions that tell us whether a job candidate will embrace teamwork and altruism, possess a self-depreciating demeanor and yet take their work seriously. If interview questions aren't the best way, please suggest an alternative.
—In Need of “People” People, retailing, Santa Fe, New Mexico
We want to form an advisory board to be separate from our board of directors. Primarily we are seeking educators, researchers and technologists in the HR field. How do we (A) start such a process, (B) approach and entice professors and (C) keep them interested in participating?
—Advisory Advice, director of human capital technologies, technology services, Beaverton, Oregon
What are ways that we can determine who our company's top performers are?
—Taking Stock, wholesale trade, Seattle
Is there a distinction between career growth and career development? And why should we care? Our organization has a number of professional employees working in a career field, which makes us wonder if providing training and development really is as important as experts say.
—Growth or No, HR consultant, finance/insurance/real estate, Lagos, Nigeria
How could we apply the principles of human resources management to behave and operate just like a for-profit business?
—Battling Uphill, HR manager, education, Karlstad, Sweden
Our organization has four generations in our workplace. We need to change the way we deliver training and development so that our learners are engaged, interested and eager to apply their knowledge to their work. (Sometimes I see younger workers bored with the training and reading their portable devices rather than paying attention to the lecture.) As we design and deliver training, what steps should we take to achieve this objective, recognizing that different generations may learn differently?
—Generation Gap, health and safety officer, government, TorontoRead More