Like many companies, we have an annual performance review of employees. At the beginning of the financial year, KPAs, goals, targets are mutually agreed. There is quarterly review of performance followed by annual review. Employees are rated on predefined performance criteria on a scale of 1 to 5. Subsequent to rating, we wanted our line management to rank employees against each other in order to have ranking order. Line management is not inclined to ranking, for obvious reasons. Is there any way to know if ranking is the right approach for our performance management?
— Really Clueless, assistant GM, manufacturing, Hyderabad, India
We may have an attrition problem, but I'm not quite sure. Our turnover is between 12 and 15 percent the last three years, but this year is ticking closer to 20 percent. This does not include involuntary terminations due to downsizing/restructuring. We know some turnover is due to market factors, and some due to cultural growing pains (we've doubled in size the last five years). From an analytic view, how could we determine if our turnover might present a future lingering problem?
—Starting to Worry, HR manager, software/services, Minnesota
How could we determine the duration of a job rotation?
—Time Sensitive, transportation & distribution, Hong Kong
The point is that while experts have their processes and special methods, it is the leaders who determine their value and effectiveness.Read More
I am in a new role as Talent Acquisition Coordinator and need some help. What is the best way (or ways) to identify key roles in my company going forward? The big issue is being better able to anticipate those skill and talent needs and take steps accordingly. It sounds simple but can be incredibly hard to get it right
—Anticipation, talent acquisition coordinator, telecommunications, Santo Domingo
As trust is based on actions not words, our gut-level understanding of actual conduct and deeds determines who we conclude is trustworthy and not. Read More
The employees being hired already work on GM's business at HP and are expected to be on GM's payroll within six months. An undisclosed number of HP employees currently assigned to GM are not affected, the companies said.Read More
Temporary employment as a percent of total employment — the temporary help penetration rate — slipped to 1.89 percent in August from 1.90 percent in July.Read More
Overall, there were 62 percent more acquisitions in the first half of 2012 than the first half of 2011.Read More
The 3,000 jobs figure could grow, as Motorola Mobility expects to consolidate other offices into the new downtown space and add more if it is successful in releasing new products in the fast-changing market for cellphones and other wireless devices.