How do we launch a systematic and rigorous plan to build a performance management strategy for our workforce? Our insurance company is experiencing serious competitive obstacles for many reasons, but mainly due to staff inefficiency. Hence, we need to adopt a rigorous HR system that boosts staff performance, improves recruiting and evaluates the need for training programs. Please help.
How do we know whether to conduct a training boot camp? What are the pros and cons of this approach?
We have encountered a problem with individuals failing to show up for required training opportunities. We want to assess a no-show penalty but don’t know who is more accountable: managers or the employees themselves?
How could we develop and implement an incentive compensation plan for our not-for-profit organization? We aren’t sure it even makes sense to do this, but are mulling whether it would be more effective than paying people only with salaries. Advice?
Featuring two exclusive stories with great tips and insights from employee motivation expert Bob Nelson, this collection of articles, case studies, best practices and tools will help you and your HR organization on the road to economic recovery. Nelson is the keynote speaker for Workforce Management ’s online conference Wednesday, December 9.Read More
The India-based tech services provider sees reduced turnover and explosive revenue growth after making employee satisfaction its top priority.Read More
If the need for attention really stems from the work, explain to your people why it matters. If your need for detail is stems from something more personal, then you should quit trying to change your people.Read More
Treating employees well is common sense, but it needs to be common practice. Far more important for today's employees is this: intangible recognition for a job well done. This recognition usually requires little or no financial commitment for an organization, yet produces a high return.Read More