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Items Tagged with 'development'

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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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Can a Development Plan Reduce Turnover?

July 10, 2014

Our company is coping with average turnover of 40 percent. Could HR make a development plan that effectively reverses this trend?

— Failure to Communicate, telecommunications, Santiago, Chile


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How Do We Develop a New Generation?

February 11, 2014

Our company soon must replace a number of senior-level boomers nearing retirement. How do we develop younger high potentials to take over as senior executives? Does it take a different approach than we used in years past?

— Our Future Is Our Past, senior organizational development officer, financial services, Gaithersburg, Maryland


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How Do We Encourage Accountability for Development?

February 11, 2014

How do I convince my supervisors why they need to be accountable for employee development? Some of them get it, but others seem to view this as an increased responsibility that belongs to the HR function. What training resources could I use to make the case? 

— Not Persuasive, staff coordinator, health care, Colorado Springs, Colorado


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Team Coaching for Highly Motivated Employees

October 15, 2013

Our employees often work in teams, executing projects or drumming up innovation. How valuable is it for us to implement coaching for these folks who are already highly motivated? We were considering some type of "team coaching," although we don't really know if such an animal exists.

—Pleased with Our Employees, but not Complacent, engineering/architectural, Washington, D.C.


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Stoking Performance Management Leadership

October 15, 2013

We are currently engaged in the process of training all of our managers in the principles of exemplary leadership. To support this effort, we want to move away from a "control and compliance" approach to performance management. How do we redesign our tools to promote employee ownership, accountability, and commitment through a set of shared values and goals?

Culture Warrior, senior vice president human resources, financial/insurance/real estate, Sarasota, Florida


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