Our company has identified a skills deficit among line managers. Specifically, they are not doing as good a job as necessary of developing strong relationships with those they supervise. How could we develop a "competency framework" to deepen their learning—especially emphasizing the growing importance of building an engaged workforce? What role-playing or other exercises are proving most effective?
Employee data breaches are becoming like leaky roofs for companies—frustrating but familiar. Since early 2006, there typically have been four to six media accounts of human resources data breaches per month.Read More
Police radio dispatchers in Columbus, Ohio, allege in a class-action lawsuit that the city illegally required them to disclose detailed medical information to supervisors to justify taking sick leave.Read More
Employers would be required to report the cost of health insurance coverage they provide to employees on annual W-2 wage and income statements under a recommendation by the Bush administration.Read More
The question of whether the Americans With Disabilities Act requires employers to offer disabled workers a vacant job if a more qualified applicant is available remains unresolved. The case in question involved a Wal-Mart employee.Read More
Tens of thousands of National Guard and Reserve soldiers have had problems reclaiming their civilian jobs over the past six years, according to Defense Department figures released by Sen. Edward Kennedy on Thursday, November 8.Read More
Our company is putting a mentoring program together. While reviewing the proposal recently, I realized we have no metrics to determine its success. What are some good best practices to follow for tracking whether our mentors themselves are more effective after receiving the training?