Balancing the demands for excellence in every hire; keeping current on employment legislation and regulations; building a qualified talent pipeline—with so much riding on talent, it's critical to stay one step ahead with fresh staffing and recruiting strategies to ensure proven results.
Written by leading experts and respected industry analysts on the Best Practices in Employee Screening, they provide new insight and in-depth commentary focused on positioning your workforce to deliver results today and for the future. Topics include:
• Unleash the power of the young workforce in today's workplace
• Get ahead of high application volumes with effective automated screening
• Keep current on the top trends in Hiring Process Management (HCM)
Download our Best Practices in Employee Screening to learn how leading companies are integrating new strategies and implementing advanced candidate screening programs with insight on the hottest topics and talent management strategies to stay one step ahead.
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Best Practices in Employee Screening
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Daily Q&A
Connecting Rewards to Performance
I am currently trying to revamp our organization's performance management process to a more formal one that is aligned with company strategy and goals. I am basically starting from scratch with job descriptions, new evaluations and performance measures. My question is, how do I get the executives to see the importance of the connection between rewards and performance? Currently, they do not want to commit to traditional merit increases that would be tied to the performance review, but would rather provide a cost-of-living increase and then provide a bonus at the end of the year. The issue is that when they did this last year, people were very disgruntled with the fact that they didn’t get raises and I was frustrated because the reward that was received wasn’t tied to any performance measurement—it was truly discretionary.
——I Hate Discretion, director of human resources, construction, Rockville, Maryland
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