1. Managers vs. HR Department Round 1 Managers: Gia, Ed, Gisele, Neil, James, Debbie

2. Applicant Testing Make the test job specific and not so broad and general. Make the test job specific and not so broad and general. Have a panel of managers, dept. heads, and co workers meet with the perspective applicant. Have a panel of managers, dept. heads, and co workers meet with the perspective applicant. Use filter software to “weed out” potential applicants. Use filter software to “weed out” potential applicants. If filter software is already being used, change the settings so that they are not so strict. If filter software is already being used, change the settings so that they are not so strict.

3. Performance Raises Instead of yearly performance reviews, make the reviews quarterly. Instead of yearly performance reviews, make the reviews quarterly. Institute self reviews, peer reviews, and team reviews. Institute self reviews, peer reviews, and team reviews. Have a panel of managers and team leaders discuss and approve pay raises. Have a panel of managers and team leaders discuss and approve pay raises.

4. Paperwork Delays With the addition of the panel hiring may of the delays caused by paperwork will be alleviated. With the addition of the panel hiring may of the delays caused by paperwork will be alleviated. Applicant paperwork will be dispersed to the managers, team leaders, and peers that hold the panel positions for that department. Applicant paperwork will be dispersed to the managers, team leaders, and peers that hold the panel positions for that department. During hiring assign certain HR personnel to the specific departments that the applicant will be placed. During hiring assign certain HR personnel to the specific departments that the applicant will be placed. This will also carry over to new hire paperwork later on. This will also carry over to new hire paperwork later on.

5. Training Issues Use the “Buddy System” to get new hires acclimated to there new job and to the new environment. Use the “Buddy System” to get new hires acclimated to there new job and to the new environment. Do on-site/hands-on training for the specific job. Do on-site/hands-on training for the specific job. Postpone group dynamic training for after job training. Postpone group dynamic training for after job training. But make sure to “buddy” the new hire with someone who has already completed the training to help with the process. But make sure to “buddy” the new hire with someone who has already completed the training to help with the process.

6. Fear of HR Investigation Communication. Communication. This is the job of the HR department. This is the job of the HR department. Managers must be truthful on there ratings otherwise there can be problems down the line. Managers must be truthful on there ratings otherwise there can be problems down the line. Quarterly reviews will help ease the tension between managers and HR. Quarterly reviews will help ease the tension between managers and HR.

7. Popularity Contest Again Communication Again Communication Managers must communicate with their teams why, and how there decisions will benefit the team and the company. Managers must communicate with their teams why, and how there decisions will benefit the team and the company. Again quarterly reviews will open communication barriers between HR and managers. Again quarterly reviews will open communication barriers between HR and managers. Surveys need to be redesigned to not be “personal” but based on the managers performance as a manager. Surveys need to be redesigned to not be “personal” but based on the managers performance as a manager.