In our recent employee opinion survey, staff in the finance department identified rewards, recognition and career advancement as their top three concerns. Which area should we focus on improving first?
— Priority Setter, Utilities, South Carolina
How do we recruit (or groom) “contagious” leaders — people who spread their skills and develop more leaders? I know it won’t be easy, but give me some idea how to go about establishing this type of leadership culture.
— Leadership Sickness, Oil and Mining, Alabama
We have been moving slowly to integrate social learning in our LMS. We want to include tools that boost the nature of collaboration among our workers, especially among those who are stationed remotely. How do we evaluate social learning platforms to find the best match? How heavily should we rely on employee feedback?
— Socializing at Work, vice president of talent, manufacturing, New York
What are common practices that employers follow when a current employee turns up with a failed background check? What are some instances that would or should result in termination and what are some violations that could be deemed acceptable?
— Background Noise, HR associate, software/systems, New York
What is the best strategy for succession planning in an organization that is top-heavy with aging employees?
— Looking to the Future, senior corporate D&T adviser, energy, Abu Dhabi
How could we figure out an ideal percentage for allocating our recruitment spending? We presently spend about 30 percent of our recruiting budget on search functions, 25 percent on advertising, 35 percent on referrals, and 10 percent on boomerangs. Does this sound reasonable?
— Math Problem, HR manager, wholesale trade, India
Research reports suggest companies are finding it hard to hire externally. Has this led to an increased rate of internal promotions on average? How are companies filling jobs that become available if there truly is a skills shortage? Our small firm wants to figure out the best strategy to fill jobs that may become vacant in the near future.
— Sizing Up the Future, manager, services, Amherst, Massachusetts
With dynamic change coming to the health care industry, we are looking at redesigning our training road map. How do we keep pace with the changes to make sure our career development programs are touching on the most vital things?
— Staggered, human resource executive, health care consulting, Illinois
I’m working on a project team to boost how we design, deliver and administer performance-based learning. There doesn’t seem to be an out-of-the-box way to do this for our services organization of 600 people. Strategically speaking, how do we achieve our goal?
— Map But No Direction, Health Care, Jacksonville, Florida
What is the protocol when our executive team requests salaried employees to perform work outside their job description? It is a situation that has occurred before, resulting in some salaried workers having to work weekends/off days to keep up with their regularly described duties. Job duties of a salaried employee often are fluid, but would it be better for us simply to abandon job descriptions? I wonder about things like employee burnout, turnover, stress levels and engagement.
— Concerned VP, energy/utilities, Newfoundland