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Dear Workforce

<i>Dear Workforce</i> Should We Rehire A Worker Fired For Bringing Marijuana Brownies To Work

November 4, 2001
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If he insists on the rehire, try convincing your boss to use a three-way rehiring interview with the employee. Let the boss play good cop while you play bad cop.
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<i>Dear Workforce</i> How Do We Compensate A Business Development Specialist

October 31, 2001
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A good starting point is to determine what an appropriate pay would be for average performance, model it into sales and profit objectives, and then leverage it for better-than average and less-than average results.
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<i>Dear Workforce</i> What’s The Best Approach To Compensation For Our CEO

October 28, 2001
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Compensation decisions should be based the individual’s intrinsic value to the company and the cost and ease to the company of replacing that top leadership. Create a tailored structure that specifically suits your company.
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<i>Dear Workforce</i> How Should A Supe Handle The Perception She’s Unfair

October 24, 2001
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The meeting with employees should be postponed until the origin of the problem is traced. Then she could either change the behavior or explain the reasons for any differential treatment.
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<i>Dear Workforce</i> How Do I Convince Employees To Volunteer For Projects

October 21, 2001
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Allow people to digest, question, and take ownership of the changes, so they can feel they are part of a team.
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<i>Dear Workforce</i> How Do We Develop A Strategic Plan For A Small Company

October 14, 2001
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Size doesn’t matter. A strategic plan for a s small organization requires the same care and thought as any other HR effort.
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<i>Dear Workforce</i> Why Is HR More Visible And What Does This Betoken

October 7, 2001
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More than ever, HR professionals need to understand their businesses, at both the operational and strategic levels.
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<i>Dear Workforce</i> How Can We Measure Our Recruiting Costs

October 3, 2001
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Regardless of the metric used, it’s important to be consistent -- tracking the same information over time.
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<i>Dear Workforce</i> How, And Why, Should We Consider Career-Succession Planning

September 30, 2001
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Career and succession planning sends a message to employees that they are important and that there are opportunities to grow with your company. Also, lowering turnover even as little as 1 percent to 2 percent should help any program pay for itself.
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