Elizabeth Brown to Trulia, Nicole Gardner to McLennan Cos. and Steve Cohen to BenefitMall
Is there any logical grouping or hierarchical order of the factors that affect talent management? For example: imprecise career paths, engagement, skills development, subjective performance assessments.... Are there rules about which ones are foundational and which ones get built on the foundation? —We Need a Solid Foundation, training and development program leader, telecommunications, Montreal
Employers shouldn’t be the potty police. When an employee has to go, an employee has to go. Unless an employee seems to abusing bathroom rights, let employees be.
With the proliferation of smartphones, most employees have a recording device in their pockets. How do you protect your business against the possibility of employees using these devices to gather damaging evidence against you?
Our industry -- healthcare -- is booming. We're seeing lots of new hospitals and clinics getting set to open, creating a demand for skilled and experienced employees. That has us a little worried about staff attrition. We expect to lose some people, but what are some practical steps we could implement to get out ahead of this issue? —A Little Nervous, assistant HR manager, health care, Singapore
Our CEO and top human resources leader recently separated from the organization – about three months after the release of our most recent survey results. What is the best strategy to get the new CEO and HR leader engaged in developing an organizational response? Please note action planning is now occurring at the department level. — Adrift without an Anchor, HR manager, government, Minneapolis
Bevy of so-called solutions to curbing costs are caught in the crossfire as authors debunk such fixes as wellness plans and predictive modeling formulas.