There is some inclination by our execs to want to enshrine a training policy to make sure training of employees takes place/gets done. I'm not necessarily opposed, but I also am not convinced it's going to help much. We want to boost participation rates, but I feel like forcing employees to seek out training could backfire.
—Development Dilemma, agriculture/forestry, Lagos, Nigeria
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
What can employers do when they have invested heavily in their employees’ development and then the employees resign some time later?
— Losing Talent and Money, HR service director, staffing, Barbados
How do I demonstrate the development impact of coaching on our leaders?
— Weights and Measures, health care, Florence, South Carolina
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