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Peter Cappelli ‘s latest Talent Management column looks at Wharton’s annual mid-term exam, which explores students’ view of their last job and the way they were managed. In most cases, management was lacking. Feedback was limited or nonexistent, and bonuses — instead of resulting in engagement and motivation — often prompted these high-potential candidates to quit or slack off.
Top businesses for HR practices — according to an exclusive recalibration of Fortune’s “Most Admired Companies” list — are taking employee engagement very seriously in this economy. (A PDF of the Top 50 Companies is here.)
Companies continue to adopt technology-based training for employees as expenditures in training and development decreased overall last year. At the same time, the expenditure per employee actually remained stable, because the workforce was smaller.
Social networking is changing the way HR leaders think of legal risks and recruiting opportunities, writes Susan R. Meisinger in her latest HR Leadership column. It also should make them think about the way they select high-potential candidates for leadership-development programs.
Work/life balance is drawing more attention from the White House and other policymakers as research continues to show that the issue has an impact on the decisions of working families. A recent conference brought together representatives from the administration, military, academia and corporate America to attempt to drive the discussion onward.