September 12, 2014
The Workforce Optimas Awards are a celebration of the power of human resources management. Annually, Workforce recognizes HR programs that have made their businesses better. The winners are selected in 10 categories: General Excellence, Competitive Advantage, Financial Impact, Global Outlook, Innovation, Managing Change, Partnership, Quality of Life, Service, and Vision. The winning programs are profiled in the March issue of Workforce magazine with additional information provided at Workforce online.
It is with great pleasure that Workforce celebrates the winners of Optimas Awards 2000:
SAS Institute, Inc.
SAS Institute isn't an employer -- it's a provider. Employees don't have to worry about balancing work and life because they're one and the same.
Jamba Juice, Inc.
In the come-and-go food industry, Jamba Juice has found recruiting and retention strategies that can squeeze out winners from a dry labor pool.
|Financial Impact: |
HR at IBM suffered drastic cutbacks. But the remaining department developed a call center that saved $180 million dollars for ol' Big Blue.
|Global Outlook: |
A diverse group of professionals bring staff development issues to the top of the United Nations' list of concerns.
Jellyvision was growing so fast, it didn't have time to consider HR -- until employees asked for it Then they used their creative edge to develop HR that is really creative.
|Managing Change: |
Bayer Consumer Care Division
The HR team at Bayer's Myerstown, Pennsylvania, production facility initiated a process that helped the plant become more profitable.
Connecticut State Department of Education
Connecticut's Department of Education fought to improve the school environment and bring cooperation to the labor-management relationship.
|Quality of Life: |
By providing a culture that supports employees' passions, Patagonia reaps success and, in turn, supports "green" causes worldwide.
QUALCOMM offers a range of online training courses and college degree programs to employees in five states and Israel.
The challenge to GTE HR managers was tantalizing: find a credible way to measure HR's contribution to the business.