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Dear Workforce

Dear Workforce What Is The Demand For Newly Minted HR Professionals

May 21, 2003
I have worked in the compensation area for more than 10 years, but am pursuing a degree in business management with a concentration in HR. I have heard that it is difficult to land HR jobs. Am I being unrealistic in thinking I’ll be able to land an HR position after I receive my degree?
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Dear Workforce How to Handle Roommates at Our Annual Conference

May 15, 2003
I work for a company that makes many AIDS drugs. At our annual conference, hundreds of sales reps fly to a destination for four days. To manage costs they are forced to share rooms and are paired randomly. Many of the reps are gay and some others are homophobic. Some people are uncomfortable sharing rooms with gay colleagues. We wondered how to handle the situation without abusing individuals’ rights or drawing attention to them. Any ideas?
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Dear Workforce How Can I Persuade Management To Approve More Part-Time Hours

May 8, 2003
My department has one full-time and one part-time employee managing benefits and payroll for a staff of more than 300 employees. I want to ask management to approve more hours for my part-time assistant. I’ve asked for additional hours each budget year, without success. How can I convince management that we need more than 60 man hours per week?
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Dear Workforce What Could I Do To Kick-Start Recruiting?

March 27, 2003
I am new to both the recruiting position and to my region. I would like to recruit five people this year, but job fairs and career seminars are high-effort, low-return propositions. Networking at chambers of commerce is useful but takes time to develop, and advertising hasn't worked. I am recruiting for insurance and financial service representatives and want to really get it into high gear this quarter. What activities would you suggest if you were in my shoes?
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Dear Workforce How can I Measure the Impact My Skills Have on the Bottom Line?

March 12, 2003
I am trying to quantify my impact on the company’s bottom line. On the recruiting front, I can calculate the savings in terms of renegotiation of recruiting costs (from an average 25 percent down to 17 percent). I have a strong labor-law background, so rarely need to contact our outside counsel. How can I measure the impact of these savings?
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