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HR Services and Administration

Dear Workforce Which Method Helps Us Prove the Financial Return of Adding New Staff

September 7, 2011
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Can you suggest a standard methodology to prove financial return on the costs of adding a position, including recruiting, salary and benefits? How could a department manager make the financial case for bringing new people on?
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Dear Workforce How Do We Judge Return on Investment From Our Education-Assistance Benefit

September 7, 2011
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We are reviewing our voluntary education-assistance program, which presently provides up to $2,500 to eligible employees. For courses that cost more, employees can apply for an exemption, which must be approved by the employee’s VP and our VP of human resources. I have heard of some corporations that require a "service return contract" that binds employees to the company for a specified period once a company-paid college degree is earned. What are other companies requesting, aside from these contracts, to get a better return on investment for offering this monetary education assistance? How do we make sure we don’t pay for somebody’s education only to watch them jump ship?
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Dear Workforce Quelling Anxiety About Job Evaluations

September 7, 2011
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We are implementing a project to evaluate jobs. Naturally, people are nervous. Many think the company is trying to find out who is underpaid or overpaid. (That’s not the case; this is simply a long-overdue project.) But people remain skeptical. How can we convince them the evaluation is not being done in preparation for cutting jobs?
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Dear Workforce What's the Secret to Productive yet Cost-Effective Induction of New Employees for a Globally Dispersed Workforc

September 7, 2011
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I have been asked to design an induction program for all new recruits across all our branches (in various states). What makes the most sense: to have all new employees go through induction at our corporate office, or to dispatch someone from our corporate office to travel to the various locations to conduct inductions? New employees frequently join our company, and on varying dates—so how could we devise a cost-effective program?
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Office of Personnel Management Optimas Award Winner for Service

September 7, 2011
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A far-reaching initiative centralizes HR operations for three dozen federal agencies, eliminating duplication of effort and strengthening recruitment and succession planning.
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Unitedhealth Group Optimas Award Winner for Vision

September 7, 2011
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A two-pronged approach to staffing has enabled the health provider to hire more people at a cheaper rate, paving the way for rapid growth. By streamlining its recruiting team, UnitredHealth saved about $1 million in overhead in the first year alone.
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SHRM, Dissident Group Set Summit to Air Differences

August 2, 2011
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The SHRM Members for Transparency, which formed last year largely over concerns about the SHRM board’s 2005 decision to pay board members, had been asking to meet with SHRM leaders since the fall of 2010.
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<i>Dear Workforce</i> How Do We Sustain Collaboration Between Business Units as Our HR Function Moves to a Different Floor?

July 28, 2011
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As part of an expansion, our company plans to shift the human resources and finance departments to different floors, away from the business. We're not changing our HR focus or team structure, but I'm worried we'll lose the tight interaction that HR has with business units. Another concern: If HR becomes a destination, instead of a quick Q&A in the hallway, employees and managers may feel less comfortable approaching us. How do we sustain our collaborative culture during this transition?
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SHRMs 63rd Annual Conference Opens June 26

June 24, 2011
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Arianna Huffington is scheduled to speak Monday; Sir Richard Branson, founder and president of Virgin Group, Tony Hsieh, CEO of online shoe and clothing retailer Zappos.com, and actor Michael J. Fox also are set for keynote addresses.
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<i>Dear Workforce</i> What Impact Will Our IPO Have on Human Resources?

June 13, 2011
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Our company recently filed for an initial public offering of stock. What steps should our human resources department take to prepare for this event? As we get set for this change, which questions should we be asking ourselves internally?
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