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What happens when organizations encourage employees to
participate in the performance appraisal process? Often at risk during the
appraisal process are such intangibles as commitment to the
organization, satisfaction, perceptions of fairness, and motivation to
change/improve behavior. The
positive benefits of increasing employee participation may surprise you.
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In search of a new skill, I experienced déjà vu all over
again as I attended a conference for internal management
consultants. Consulting competencies in the categories of Business
Management and Interpersonal/Personal defined effective consulting.
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In a recent Supreme Court decision, it was decided that a disparate impact claim could be brought
under the Age Discrimination in Employment Act (ADEA). This case, known as Smith v. City of Jackson,
resolves conflicting decisions in lower courts, with some circuit courts (e.g., the Second, Eighth, and Ninth
circuits) having previously ruled that the ADEA did allow plaintiffs to bring disparate impact claims, while
other circuits (e.g., First, Seventh, Tenth, and Eleventh circuits) had ruled that the ADEA did not allow
plaintiffs to bring disparate impact claims. Some of the questions raised by this ruling for employers are addressed
in this review.
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The industrialized world is growing older. How can you avoid the pain of losing more than 40
years of experience with each retiree? Three specific suggestions -- get it before it walks out
the door; expose the crisis; bring them back -- may help you get your company moving against the
rising tide of knowledge drain.
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A reader asks the question: I've been asked to find a better way to hire new managers for our fast growing
retail furniture company. We've kicked around the idea of using personality tests or even assessment
centers. Is this a good idea?
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