Bob Verchota is owner and senior consultant for RPVerchota & Associates, a consulting firm providing services to clients who seek to align their business and employees, creating successful outcomes and excellent work environments. After 30+ years in Human Resources senior leadership roles and teaching both undergraduate and graduate courses in Leadership and Organizational Development, Bob transitioned to using his experience and skills in consulting.
Mr. Verchota provides solutions to companies for a wide variety of HR issues including training and development, compensation, compliance, policy development, performance management, employee relations and managing change from mergers and acquisitions to project specific disruptions of the status quo.
Bob has an undergraduate degree in Business Administration, graduate degree in Healthcare Administration, and doctoral work (ABD) in Organizational Development. He is a lifetime Senior Professional in Human Resources.
Tuesday
30Reducing turnover and fast-tracking new employees to productivity is a key business imperative. The reality is that about 30% of employees don't make it past their first year and it's expensive.
Tuesday
06Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%.
Wednesday
14Retaining top performers is critical to organizational success. They are talented, innovative, entrepreneurial, creative and can be demanding.
Thursday
15Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave.
Managing employee performance is a critical role for all leaders, of any group, even volunteers and family members. Expected outcomes depend on the leader’s ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used.
Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave.
Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave.
Managing employee performance is a critical role for all leaders, of any group, even volunteers and family members. Expected outcomes depend on the leader’s ability to set clear performance expectations (outcomes) and in some situations help by defining methods or processes that are to be used.