Every week, I review blogs that cover talent development to find the very best talent development posts. This week, you’ll find pointers to pieces about onboarding, measuring training ROI, linking employee pay to performance, and what to worry about.
From Morgan Hoogvelt at TLNT: Onboarding 101, or What NOT to Do When a New Employee Starts Work
“My good friend — let’s call him “Herb†— started a brand new job yesterday.”
Wally’s Comment: Here are some of the ways clients of mine have described the onboarding processes inflicted on them: “mind-numbing;” “reading the whole policy manual aloud;” “a test to see if you really want to work there;” and “filling out forms and listening to poor readers read from their PowerPoint slides.” Other descriptions were not printable in a work-friendly blog post.
Morgan Hoogvelt does a great job in this post of describing many of the ways you can get this important step wrong. If your recruiting process is drawing in the people you need to succeed in today’s world, you can bet that they’re showing up bright-eyed, bushy-tailed and ready to work. They are not showing up ready to be ignored, treated like third graders, or bored out of their skulls. Remember that advice about first impressions?
From HR Bartender: No Need for Training ROI
“There are times when training gets a bad rap because sometimes companies implement training programs for issues that aren’t training problems. Then when they try to measure the results, well they can’t because it wasn’t a training issue in the first place. But instead of admitting the right tool wasn’t used, the whole concept of training is declared ineffective.”
Wally’s Comment: Sharlyn Lauby nails it with this post. She clearly describes the connections (or lack thereof) between organizational goals and training and why measurement alone is not enough, but neither is alignment alone.
From Ann Bares: The Performance Connection: Organization Performance & Employee Pay
“Is there a connection between organizational performance and efforts to link employee pay to their performance? New research from i4cp provides strong evidence that the answer is yes.”
Wally’s Comment: Ann Bares reviews research into the results of intelligently linking pay to performance and why doing it right can result in a fatter bottom line.
From HR Morning: HR’s 12 worst worries for 2011 – and how to cope
“Top employment law attorneys Charles High, Pat Stanton and Jeff Portnoy offered a blueprint for employers at the recent Labor & Employment law Advanced Practices (LEAP) symposium in San Diego. Here’s a 12-point action plan, based on their presentations:”
Wally’s Comment: Check the list out. You may find that you’re in good company and that everyone else is worried about the same things that you are. On the other hand you may find some new things to worry about. Either way, it’s better to know.
