We have developed several workforce programs and manager tool kits, such as “career planning” and “mentoring.” These programs were developed in response to a directive from our CEO. Yet, although our business executives seem pleased that we have these programs, I'm struggling to get their ongoing support as we try to implement them. (These programs need the support of the business leaders—they can't be HR initiatives.) How am I to overcome this and build enthusiasm so our efforts won't be in vain?
How do we go about grading our employees properly and objectively?
How can I get my managers to complete performance reviews in a timely manner? Their approach is pretty scattershot and that makes it hard for us to evaluate talent.
How could we ensure that new recruits will fit the culture of our organization? And is this even more important now with the economy in decline?
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 day care provider meets increased demand and tougher accreditation standards with online training that helps workers better serve families.Read More
The military branch maintains a massive workforce with programs that offer personnel a greater choice of jobs, education assistance and family support.Read More
The New Jersey energy and energy services provider partners with community colleges and high schools for training to fill its technical trade pipeline.Read More
The steel giant makes learning english a priority among its workforce. that’s a tall order for a company with 310,000 employees in 60 nations.Read More
The nonprofit health care provider uses a “from the top down” strategy to attract and retain a diversified workforce and membership.Read More