Practical HR Tips, News & Advice. Updated Daily.
In yesterday’s Advisor, we presented the first 5 of our 10 sins of performance appraisers. Today, we cover the last 5—are any of your managers guilty? If so, are you taking steps in your training to correct them?
Most organizations have a performance management program, and most companies admit that their program doesn’t work as well as it should. It’s easy to blame the system, but most of the problem is with the appraisers themselves.
Yesterday’s Advisor presented attorney Christine D. Mehfoud’s advice regarding well-executed internal investigations and how they boost compliance programs. Today, Mehfoud’s 5 simple steps to conducting an effective investigation.
In yesterday’s Advisor, we shared some of the results of our nationwide survey on HR metrics. Today, more of our findings, including measures of turnover, compensation, and training.
It’s tough to train for all HR contingencies—the feds are always keeping an eye out for administrative, civil, and criminal infractions. But attorney Christine D. Mehfoud says an organization need not worry so long as its compliance program is supported by thorough internal investigations. Are you training appropriately?
You may have regular training sessions, but is your target audience really learning the material? There are many methods and models when it comes to learning and retention, and today, we consider Bloom’s Taxonomy—and how you can use it to take a fresh look at how you train employees.
Yesterday’s Advisor reviewed the good and the bad of preemployment inquiries that all of the people who interview at your organization should be aware of; today, we present a few of the just plain ugly questions that hiring managers must be trained to avoid at all costs.
During an interview, it’s not just the prospective candidate who needs to be on his or her toes. Interviewers/hiring managers must ask the right (that is, legal) questions in order to both make the right hire and keep the company out of court.
In yesterday’s Advisor, we reviewed a few of the benefits of mentorship along with some different types of mentoring put forth by the United States Office of Personnel Management (OPM). Today, we present a few more of OPM’s various styles of mentorship.
Mentorship can be a very useful training tool in any organization. An effectively implemented program will not merely communicate valuable skills information, but it can enhance company culture, create opportunities for succession planning, and increase engagement.