Overview: Undesirable employee turnover continues to be an unwelcome specter to organizational viability. The loss of valuable, or potentially valuable, employees harms a business's bottom line. Employers should invest in employee training and development through a number of initiatives that help hone employee performance and improve employee retention. These initiatives should include comprehensive training programs, varied career development options and effective performance appraisal systems.
Employee motivation drives employee engagement, which in turn drives employee development. Organizations should renew focus on nurturing employee growth, especially by tapping into the various competencies and talents that make diverse employees succeed.
Trends: Given current economic conditions, many employees, supervisors and managers have had to develop different competencies and areas of expertise in order to: (i) accomplish organizational goals in a downsized workplace; or (ii) remain attractive and in demand in a competitive marketplace.
Author: Marta Moakley, JD, Legal Editor
California employers with more than 25 employees seeking to educate employees about the availability of accommodations and employer assistance to enroll in adult literacy programs and to demonstrate compliance with California law should consider including this model policy statement in their handbook.
California employers seeking to provide employees with information on the review process, including a description of the employer's philosophy on performance reviews, how often they are conducted and whether merit increases (or other salary determinations) and employment decisions will be made based on the performance review should consider including this model policy statement in their handbook.
In-depth review of the spectrum of Colorado employment law requirements HR must follow in respect to peformance appraisals.
In-depth review of the spectrum of Utah employment law requirements HR must follow with respect to performance appraisals.
The NLRB has issued a decision addressing the propriety of strict confidentiality provisions in performance improvement plan forms.
An employer may use this form to address poor performance in a way that specifically identifies areas of underperformance and encourages appropriate goal setting. The PIP process is much more individualized and requires an employee to be actively engaged in solving performance problems.
In-depth review of the spectrum of Federal employment law requirements HR must follow with respect to Performance Appraisals
As an alternative to immediate disciplinary action, an employer may elect to place an employee on a performance improvement plan (PIP), which is an ongoing process that requires monitoring and feedback from the supervisor. This guide will assist employers in preparing a PIP.
Content has been added to help employers understand their rights and responsibilities when it comes to changing an employee benefit offering or contribution.
HR guidance on the legal risks and benefits of employee training and development. Support on fully developing workers through means such as training.