We are a big retail organization that is just starting to launch job evaluations for all our positions. Our ultimate goal is to make sure people have an opportunity to grow and are in jobs that best suit their interests/goals. We realize no system is perfect, but what are some solid methods or approaches to sort out the most relevant data to use when making our assessments?
— Shed Some Light, HR Manager, retailing, Illinois
We've been hearing about this idea for a while, but as I understand it, assessment centers can be pretty pricey. Given that we have a tight budget, is there a good way to assess whether the ROI is there for us? We're a medium-sized company and putting a premium on strong leadership.
—Assessing Our Options, senior HR consultant, legal/consulting, Zagreb, Croatia
Startup software company DeskTime joins crowded market for employee-productivity tools.Read More
Supervisors spend 17 percent of their time, or nearly one day per week, overseeing poorly performing employees.Read More
Big Blue doesn't see talent management as big. Or at least not as big as data mining and social networking. And I'd say IBM is right.Read More
On an annual basis, IT jobs were up 3.4 percent in 2011, more than double the rate of growth that IT employment experienced in 2010 of 1.5 percent. Read More
What is the secret to curbing chronic churn in our call center?
—Answering the Call, training manager, health and fitness, Florida
We recently had our annual audit and learned we need to improve employee motivation and empowerment. What do other companies do to meet this requirement? What type of tool could we use as a process to measure our personnel's awareness of the relevance and importance of their activities and how they contribute to the achievement of the quality objectives?
—Cognizant of Quality, safety and compliance coordinator, manufacturing, Sterling Heights, Michigan
What is the No. 1 HR metric we should be reporting to our CEO?
—The Most Important Thing, product manager, software/services, Quebec