Employee engagement is not just HR's responsibility. While HR is responsible for the process of measuring and driving engagement, improving it is actually everyone's responsibility. And that means reducing the barriers to productivity to drive business performance. Training departments can play a pivotal role. Their job is to enhance curriculum or…

"You're hired!" Those two words are easy to say, but it's not always easy to find the right employee. Success hinges on hiring interviews--and they require quite a bit of training to get right. Much of the work in identifying the best people for open positions falls to line-of-business managers. In this article, Verizon Wireless, Umpqua Bank,…

Describes a systematic approach to selection and promotion designed by the J.C. Penney Co. Goals are to: (1) identify basic qualities necessary for job success, (2) standardize selection methods, and (3) train a corps of interviewers and administrators to gather and interpret information and relate it to basic qualities of job success. (JOW)

A textile manufacturer's (Graniteville Co.) highly successful management assessment procedures are explained by describing a one-day management simulation workshop. (AG)

The use of assessment centers to measure management potential is reviewed. Included are standards against which to evaluate centers, problems with the system, why many training managers prefer assessment to tests and interviews, and points to consider when converting an assessment center process to a management development experience. (CT)

Discusses nine areas to be considered in performance evaluation: (1) objectives, (2) frequency, (3) involvement, (4) skills, (5) employee responsibility, (6) prediscussion, (7) growth, (8) evaluation of the evaluation, and (9) employer evaluation. (JOW)

Although job analysis has been a cornerstone of human resource development systems, many professionals view it as cumbersome and often abandon the process. It is necessary to know what a job is before one can intelligently hire, train, and evaluate the person who does it. (Author/JOW)

The new work ethic involves many questions for company training programs if they want to hold onto a restless younger generation. (Author/BP)

If management's motives are clearly aimed at improved performance for individual and organizational growth, and if the process is applied faithfully both in spirit and in action, a measurable return on investment is virtually guaranteed. Therefore, the author calls for an effort that would integrate the performance-evaluation process into an…

The author reports that the use of tests both for personnel selection and promotion is increasing. Reasons for this phenomenon are explored and various civil rights issues are considered. The author discusses the issue of test validity and various legal challenges to employment testing. (CH)

All organizations need someone who is clearly responsible for training people to do their present tasks properly, educating certain employees so they can assume greater responsibilities in the future, and developing people and entire organizations for the future. (CT)