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Dear Workforce

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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Dear Workforce What is the Latest Thinking Regarding Psychometric Testing Of Potential Executives

March 5, 2003
My organization currently requires candidates for senior positions to undertake an assessment that includes verbal and numerical reasoning-ability tests, a personality test, and a behavioral experience interview process. I am reviewing this practice and would like to know what the latest thinking is about the use of psychometric (ability, aptitude, personality) testing for recruitment and selection of executives?
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Dear Workforce How We Adjust To Open-Landscape Office Plans

February 20, 2003
Our inside sales organization just recently moved from closed offices to open landscape. Most employees have adjusted and are enjoying the increased collaboration. Management is having difficulty with it, however. We have designated privacy rooms, but then everyone’s aware when there’s a private meeting. How can we raise morale among our management team to make this new arrangement work?
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Dear Workforce How Can I Minimize FMLA Costs

January 22, 2003
As I see it, the only way to minimize the cost of FMLA is to 1) maintain the right number of trained employees to minimize the impact of a critical employee taking unplanned FMLA; 2) manage FMLA by the book so that only employees who qualify for it can get it; and 3) know your critical employees and pre-plan your company response to an unplanned loss under different scenarios. Have I missed other ways of minimizing the cost of FMLA?
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