Have you seen our latest list of Training and Development Courses being offered in November? We invite you to learn more about all of our Training Courses led by Director, Heather Trotta.

Click HERE to learn more and to view our November Calendar or contact Heather directly at: 203-322-0538 or Training@OperationsInc.com

A recent survey reports that forty-three percent of managers polled believe job seekers include dishonest information on their resumes somewhat or very often. Some workers agree that what you see isn't always what you get: More than one in five (21 percent) said they know someone who stretched the truth on these documents. Job duties (58 percent) and education (34 percent) were cited as areas that are embellished most frequently.

A recent survey shows that 68% of firms stated that internal communication to employees takes place but is lacking in some areas while 18% indicated it was comprehensive and complete. Other key findings include the following:

• From an employee viewpoint, 58% of participants stated that according to data gathered in exit interviews, communication was good but could be better.
• Over 90% use email as the primary vehicle for communicating with their employees.
• Only 32% generate newsletters to employees.
• 60% hold companywide meetings.

Because we want to best serve our readers, we feature a segment of our Newsletter where you can submit questions directly to our OperationsInc professionals. Do you have a question related to the management of the Human Resources function? Email it along to enewsletter@operationsinc.com. The best ones will make it into a future newsletter, along with the answer... and those that don't get published will still receive a response.

This week's question:
-We seem to have an excessive amount of turnover this past quarter, especially given our size. What is the best way to understand why we're losing people?

--- HR Manager, Hospitality

Answer:
In short just ask them. Seriously, the best tool for any organization to get control over their turnover is to do some research so you can find out why it is happening. Start with an Exit Interview program whereby you interview exiting employees to find out why they are leaving, as well as why others may be following them. Then of course you need to address the issues. You can also survey employees, but be careful what you ask and how you ask it as you may set an expectation that you will be addressing each issue identified when you may not be doing so.

"The best vision is insight."

- Malcolm S. Forbes

Information provided in The OperationsInc Navigator is researched and reviewed by the HR experts at OperationsInc. The information in every issue of The OperationsInc Navigator is in part gathered via information available in the public domain, as well as in part the original, copyrighted work of OperationsInc and is protected under U.S. copyright laws. As such, you may not reprint or publish in any format any article or portion of article The OperationsInc Navigator without the express permission of OperationsInc.

OperationsInc provides the information in this e- newsletter for general guidance only. The information provided herein should not be used as a substitute for consultation with professional human resources, legal, or other competent advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation.

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