Dear Workforce Q&A
Networking with your colleagues is a good resource to help solve your HR dilemmas -- networking with the Experts is a GREAT resource. Learn from the input of the experts on issues and topics in this complete archive of questions and answers. Do you have an HR question? Just ask!
-
What Is the Best Way to Benchmark First-Year Turnover?
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.
-
We Are Beset by Shoddy Attendance. Should We Fire Everyone and Recruit New Workers?
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 Do We Elicit Cultural Insights From Job Candidates?
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.
-
How Do We Form an Advisory Board?
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.
-
What Is the Difference Between Career Growth and Career Development?
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...
-
How Do We Determine Who the Top Performers Are in Our Company?
What are ways that we can determine who our company's top performers are?
-
How Do We Change the Culture of Our Not-for-Profit?
How could we apply the principles of human resources management to behave and operate just like a for-profit business?
-
How Do We Design Training for a Four-Generation Workforce?
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.
-
What Is Peer Review and Do We Need It?
How is peer review defined? Do we need it?
-
How Do We Change Job Titles Fairly?
What factors should we consider when redesignating titles among leaders in the same or similar job grades?
-
How Do We Measure Innovation, Loyalty and Other Abstract Concepts?
How do we make abstract ideas concrete, such as commitment, ability, innovation, loyalty and so on? Is it a matter of building better job competencies? Better job descriptions? We know our employees work hard, care about the company and strive to do...
-
Top Performers vs. Critical Performers: Semantics or Meaningful Distinction?
What is the difference between top performers and critical performers, if any?
-
What Are the Differences Between HR Practices in the U.S. and in the Caribbean?
I will be transitioning soon from the Caribbean to the U.S. What must I do to prepare to quickly gain employment in the human resources field? Are there special regulations, systems and methodology on which I need to focus?
-
How Do I Coach for Engagement?
I have been reading everything I can about employee engagement and feedback. How do I use the knowledge, in a practical way, to improve my leadership/coaching?
-
Why Do HR Pros Largely Ignore Tuition Programs?
Why do human-resources and talent-management professionals tend to overlook the value of tuition assistance?
-
Does Employee Involvement Equate to Engagement?
Is there a distinction between employee engagement and employee involvement? We're looking for an objective and meaningful way to measure it.
-
Do Core Competencies Really Boost Performance?
We hear the phrase “core competencies” thrown around quite a bit, but how should we define it? In other words, how do we understand our core competencies within the context of boosting our organization's performance?
-
What Is a Foolproof Method to Test for Analytical Skills?
Our new accountants generally do a fine job dealing with routine compliance issues. When it comes to analytical skills, however, most of them are severely lacking. They are unable to project or think beyond the basic answers.
-
Should We Put Exit Interviews Online?
Should we put our exit interview process online? What are the drawbacks?
-
How Do We Keep Contingent Workers From Jumping Ship?
My company provides staffing services to the manufacturing industry. Contingent workers historically have a high turnover rate.
-
How Can We Be Certain Our Workers Perform at a High Level?
Our leadership wants to breed culture that drives high performance, yet it seems to be an abstract concept. How do know we are getting optimum performance from our employees—and hence our organization?
-
What's the Best Method for Assessing Sales Incentives?
How do we figure out the return on investment of our employee rewards and recognition programs, particularly those for salespeople?
-
How Do We Preserve Our Culture in an Age of Virtualization?
Our company has been successful because we keep things on a personal level between our senior managers and employees. We don't want to lose that close-knit feel, but we also see the value of using virtualization.
-
How Do We Help People Adapt to Dynamic Situations?
Some of our employees are set in their ways, and it's hard to persuade them to learn new things. What can we do as an organization to help them adapt to dynamic situations?
-
How Do We Determine a Healthy Turnover Rate?
How do we determine a healthy level of turnover in our organization?
-
How Do We Ask the Right Interview Questions?
During the interview process, is there a good way to assess each candidate so I can narrow down the search in a timelier manner? I was hoping for some kind of checklist. Or would this actually be a hindrance rather than a help?
-
How Do We Become a Learning Organization?
During management meetings, discussion invariably turns toward the subject of continuous change. We want to become a learning organization, making any necessary changes that will help us be more customer-oriented.
-
How Do We Prove the Value of Training to Our Executives?
Where can I find data on reinforcement of training? Our learning and development group wants to prepare a report for our executives.
-
What Is Wrong With Our Recruitment Process?
Our human resources department attracts and selects top-notch candidates, sells the company very well and arranges a solid orientation program for newcomers.
-
How Do We Cope With Generational Conflict?
What best practices do leading companies apply when managing a multigenerational workforce?
-
Is a Multirating System a Fit for Us?
Should our company use multirater feedback?
-
Should We Re-Evaluate Our HR Staffing Ratio?
How valid is the old 1-to-100 ratio of human resources staffing?
-
How High a Priority Is Time-to-Fill When Filling Vacant Positions?
How important is the time-to-fill metric in the health care industry? Our top management puts a lot of stock in this, which is understandable.
-
How Should We Use Retirees to Train Our Younger Workers?
Our organization would like to implement cross-training in light of a large number of seasoned employees who are approaching retirement.
-
How Do We Get People to Work Overtime?
Aside from a few people, we have a horrific time getting employees to work overtime. We have to practically beg for volunteers.
-
What Are Drawbacks and Advantages of Performance Appraisals Without Rating Scores?
My company is considering using a performance appraisal that does not have scores or ratings. How popular (or not) is this type of approach? What are the pros and cons? I'm trying to gain some knowledge about best practices in this area.
-
How Do I Keep Morale Up During a Merger?
Our hospital company is forming a joint venture whereby two hospital labs will run independently. This means about 200 people who now are classified as hospital employees will become employees solely of the new lab company.
-
How Do I Break Into Other HR Areas Besides Recruiting?
After six years as a human resources professional, I have wandered from my original career path.
-
Do Background Checks Really Help Us Avoid Hiring a Problem Child?
We are evaluating the benefits of background checks. Do they really work as advertised?
-
Should We Require Employees Who Leave to Repay Tuition?
We are re-evaluating our tuition-reimbursement policy. We'd like to know if other companies require departing employees to pay back company-paid tuition if they leave within a certain length of time after receiving this benefit.
-
How Do We Rebuild Trust Between Employers and Managers?
We have a department that has gone through many changes and managers during the past five years. The level of trust in the department from employees to managers is at an all-time low.
-
Our New Hires Need Customized Economics Training. Would Establishing 'Knowledge' Competencies Be of Any Use?
As a financial services company, how can we devise useful competencies for our knowledge workers? Our new hires need basic courses in economics and skills to use our customized econometrics model.
-
How Do We Convince Execs That an EAP Is Needed?
We have put lots of thought into developing a good framework and broad operational standards for a new employee-assistance program. This approach to “people management” is new to our executives.
-
How Do We Get Managers to Loosen Control Over Employees?
Rather than enabling our employees to innovate, our management tends to stand in their way. They would rather exert tightfisted control over employees.
-
Should We Dispatch With Annual Performance Reviews?
What are the alternatives if we scrap the annual performance review?
-
How Do We Approach an Employee Who Has Concealed Something?
We have an employee who inadvertently broke some inexpensive equipment while on the job, but did not tell management about it. How should we handle this? The item can be replaced for less than $100, so cost isn't the issue.
-
How Do We Assess the Risks When Using Personality Tools?
Is our financial-services company treading on dangerous ground if we rely too heavily on pre-employment personality tests? How much reliance is too much?
-
Is There a Meaningful Distinction Between Workforce Planning and Succession Planning?
What is the difference between workforce planning and succession planning?
-
What Do We Do About Managers Who Snoop on Employees?
Our company is helping to build a light-rail train line at an airport. A key objective: demonstrating on-time performance and service, even before trains are put into operation.
-
How Do We Know if HR Outsourcing Is Right for Us?
We are considering outsourcing our entire staffing process to an outside vendor. How do we assess the advantages and disadvantages of this?
-
What Is the Connection Between Self-Assessments and Employee Reviews?
We are creating employee self-assessments and employee review documents. Should the self-assessment mirror the employee review in the questions being asked? Some folks here believe the questions ought to be identical.
-
How Much Are Bad Hires Costing Us?
We want to fix our recruiting after some bad hires. How can we measure the effect, in dollars and other costs, of poor hiring decisions?
-
How Does Southwest Airlines Screen Candidates for Culture?
What screening and assessment process does Southwest Airlines use? We are trying to screen for people who fit into that type of culture and are having a difficult time.
-
What Does Engagement Really Mean?
How should we define employee engagement? Is it more than good morale and camaraderie?
-
How Do We Get Our Paperwork in Order for New Health Care Requirements?
Which standard form (if any) must employees fill out when they decline health care coverage?
-
How Many Positions Should Our Recruiters Be Filling?
Are there industry averages for how many positions a recruiter should fill every month/quarter/year?
-
Decisions at the Top Aren't Well-Received. How Do We Get Execs to Notice?
How do we convince our management that top-down decision-making may be hurting our business?
-
How Do We Prove the Return on Investment of Coaching Certificates?
Our organization is conflicted about certifications for coaches. The HR department wants to send our internal coaches/managers through a certification program, but upper management first wants to do a cost-benefit analysis. How do we make the case?
-
What Reaction Should We Expect From Employees When We Launch Succession Planning?
Senior executives at our midsize organization believe it's time to begin succession planning. How do we explain the potential impact to employees, including the effect on career development?
-
How Do We Know With Certainty the Value Our HR Department Provides?
How do we methodically measure the true value of our human resources function?
-
What Is the Secret to Motivating People in Tough Times?
Like many organizations, we're forced to try and do more with less. How do we still innovate and keep people motivated/inspired to keep giving their all?
-
How Do We Persuade Software Developers to Keep Their Skills Up to Date?
We have terrific software programmers who are technically proficient. Most show little interest in professional development beyond writing more code. How
-
How Big Should We Be Before Hiring an HR Manager?
How many employees should we have to justify hiring a human resources manager?
-
How Do We Teach New Supervisors That It's OK to Be Assertive?
I am a new supervisor really struggling with what seems like a simple problem.
-
How Should We Address the Interrelated Issues of Pay, Career Growth and Work Flow?
The results from our employee survey identified three areas of concern: rewards and recognition, career advancement, and work organization/work flow.
-
How Much Salary Are Top Graphic Designers Getting These Days?
We are getting ready to recruit graphic designers and want only the best. What is the average salary range for top graphic designers?
-
How Do We Persuade a Good Manager to Get Better?
What should we do when an otherwise strong and productive manager resists coaching?
-
What Best Practices Do Organizations Use to Retain Contact-Center Staff?
What is the secret to curbing chronic churn in our call center?
-
How Do We Get Beyond Adequate Performance?
Some employees are close to being fired for not meeting performance standards. But our company has never had a formalized system to counsel people about job expectations.
-
How Is Worry About Home Mortgages Affecting Employee Relocation?
How is the mortgage crisis affecting corporate relocation policies?
-
How Does Wellness Affect the Bottom Line?
We are planning a program next year to focus on health and wellness as a key strategic element of our economic growth. Is there any conclusive evidence to support the idea that wellness produces a direct financial gain?
-
How Do We Convince Execs Who Are Skeptical of Performance Management?
We have no performance review or assessment procedure in place.
-
Where Should We Begin When Developing HR Competencies?
What are the steps to developing a competency framework for human resources?
-
How Do We Train Managers to Welcome and Promote Diversity?
We want our managers to play an active role in promoting greater multicultural diversity among our workforce.
-
Will A Checklist Help Us Recruit More Effectively?
How can I find a standard checklist or procedure for upper management to
-
How Do We Correlate Performance Management and New Training?
How should we use performance appraisals to determine training and
-
Why Is It Important to Empower Employees?
We recently had our annual audit and learned we need to improve employee motivation and empowerment.
-
How Do We Turn Engineers Into Managers?
We have terrific engineers who are highly skilled and highly motivated. When it comes to leadership, however, most do a lousy job making the transition. This is despite the fact that we offer established leadership programs.
-
How Do We Know When It's Time to Hire an HR Director?
How many employees should we have before hiring a human resources manager?
-
Are HR Manuals Outmoded in the Digital Age?
What's the point of giving out human resources policy manuals? Our employees don't read them, and they seem to be a waste of time and money to prepare them.
-
How Do We Sustain High Motivation?
What strategies are effective for ensuring employees remain motivated during the recession (critical since companies are asking them to do more work with fewer resources)?
-
How Do We Turn Engineers Into Managers?
We have terrific engineers who are highly skilled and highly motivated. When it comes to leadership, however, most do a lousy job making the transition. This is despite the fact that we offer established leadership programs.
-
Are Training Departments Becoming Obsolete?
I work in the training and development department of a company that competes in the cellphone industry. Each of our departments has very specific tasks and functions.
-
How Do We Overcome the Perception of Favoritism?
I am a manager who has created a situation of perceived favoritism among my staff. I hired a new employee who happens to be a friend. I made the mistake of putting forth a work-improvement suggestion made by the new employee.
-
What Value Do Our Employees Contribute in Real Dollars?
How do we effectively measure the value that our human capital contributes toward bottom-line results? Other than turnover, absence rates, etc., are there more meaningful metrics that shed light on the direct dollar effect that our employees have?
-
How Do We Determine an Applicant's Flexibility and Problem-Solving Skill?
I have been told to look for the following traits/competencies when interviewing job applicants:
-
How Do We Measure Whether Our Work/Life Programs Make Employees More Productive?
How do we analyze the effect that our work/life benefits have on employees' productivity?
-
How do We Sustain Collaboration Between Business Units as Our HR Function Moves to a Different Floor?
As part of an expansion, our company plans to shift the human resources and finance departments to different floors, away from the business.
-
Is There Anything New to Learn About Retention?
How do we cope with what seems to be a reprise of the 'war for talent'? Retaining top talent is becoming a big issue in our organization, especially since we don't have a lot of flexibility on bonuses and raises.
-
How Do We Effectively Recruit Our Next Execs?
What steps do we take to develop an effective executive-selection process?
-
Why Don't Our Managers Want to Attend Expensive Training?
How do we get managers to attend training sessions that are expensive and feature well-known trainers? The general attitude seems to be that they are 'above' the training.
-
How Come Our HR Decentralization Was a Miserable Failure?
About a year ago, our human resources department decided to decentralize. This decision was based upon negative feedback from business units regarding the performance of the HR team. One year later, things have gotten much worse.
-
How Could Our Not-for-Profit Boost Retention Even Though We Can't Compete on Salaries?
Retaining top talent is emerging as a big issue, but our organization can't rely solely on increasing salaries and bonuses to keep our best people. For one thing, our competitors are often larger and can offer more money.
-
What Impact Does Unscheduled Absence Exert on Our Productivity?
We know unscheduled absences can cut into productivity. But how can we learn whether too much absenteeism is indicative of larger cultural/engagement issues in our culture?
-
What's the Most Important Thing to Remember When We Analyze Jobs?
What is the best starting point when conducting job analyses? We have a number of jobs to examine in our 1,000-employee organization, and don't want to spin our wheels. Is there a top five do's and don'ts list or something similar to help us plan?
-
How Do We Get Managers to Loosen Control Over Employees?
Rather than enabling our employees to innovate, our management tends to stand in their way. They would rather exert tight-fisted control over employees.
-
Are Training Departments Becoming Obsolete?
I work in the training and development department of a company that competes in the cellular phone industry. Each of our departments has very specific tasks and functions.
-
What's the Answer When Employees Form Exclusive Cliques?
Get people talking together. Don't permit 'scape-goating' to damage workplace camaraderie.
-
What Can HR Do To Boost Acceptance Of Our Ethics Program?
Our company's ethics program is viewed as unimportant by management and employees. What can HR do to boost interest in our ethics program and its importance?
-
What Are the Keys to a Successful In-House Outplacement Program?
You need to provide support of all kinds: emotional, financial, practical, along with advice to help employees who are forced to seek new jobs.
