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Dear Workforce

Is It Possible to Compile Performance Data on Team Unity?

November 21, 2014

We want to create actionable performance reviews beyond the once-a-year activity. Our aim is to gather insight on how people interact as individual contributors within teams. Our big challenge is we have a large geographically distributed workforce of technically skilled contributors that frequently need to collaborate on projects. How can we begin gathering meaningful performance data on individuals and how they contribute to a team?

—Useful Metrics Please, Software/Services, Bethesda, Maryland


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What Are the New-School Recruiting Tactics for Old-Fashioned Managers?

October 29, 2014

Are there best practices or techniques for using social resumes and mobile recruiting tools when sourcing candidates? I'm looking for guidelines on making sure we see each résumé without it becoming a time management issue. Our goal is the same: Find the best available talent, but our team is primarily trained to recruit the old-fashioned way.

—Old School, recruitment services practice manager, manufacturing, Anniston, Alabama


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Should We Change HR Practices as a Public Company?

October 29, 2014

Our privately held company recently went public. How are human resource practices different from a privately held company to one that is publicly traded? Is there a checklist for us?

Not Used to Public Scrutiny, Naples, Florida, financial services


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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 Develop Specialized Competencies?

August 29, 2014

How do we develop competencies for lenders? We thought about doing it around loan origination, but that seems too volatile. Plus, we don't want people pushing loans just to meet performance objectives. Any hints on how we can tackle specialized competencies such as this?

— Competencies on Loan, Polokane, South Africa


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