We are in the process of setting up some metrics for our HR group. Naturally we would like to achieve a 100 percent customer-satisfaction rating from our customers, but we also want to be realistic. Is there an industry standard that you would recommend as a starting point?Read More
Options abound for employers as vendors seek to carve out new pieces of the 'software as a service' market for HR technology.Read More
A growing number of corporate giants are upending the thinking that HR applications delivered over the Internet are not flexible or secure enough to serve the big boys.Read More
The Germany-based business software company is taking a close look at HR software delivered as a service, which refers to companies accessing applications over the Internet and typically paying for them on a subscription basis for a limited time.Read More
How do I use benchmarks to determine if my support departments are staffed properly?
Our company is in a geographic region suffering from high unemployment. As a result, our in-house recruiters can't keep pace with the hundreds of résumés from desperate job seekers that we receive each week. Our standard response is that a recruiter will contact people if there is an opportunity to discuss, but that hasn't stopped people from telephoning us in search of more information. And the calls are becoming more frequent and confrontational.
How should we handle this? We want to be fair to the people seeking work, but we simply lack the staff to give personal attention to each résumé. At the same time, we are worried about overlooking a potentially promising candidate.
In a sign that people management is a priority these days, three of the 10 finalist entries in a business innovation contest co-sponsored by the Wharton School involve human resources.Read More
The benefits and HR outsourcing operation was formed in 2005 by then-Towers Perrin and EDS Corp., combining Towers Perrin’s benefit administration services and EDS’ payroll and HR-related outsourcing services.Read More
I need to establish a strategic plan on how we can become a world-class staffing/recruiting department. Unfortunately, all the historical data from previous recruiting managers got tossed. Do you have any simple tips on how to begin this ambitious plan?
Our software company is evaluating the idea of letting some employees work from home. However, we are concerned about cutting down on distractions and making sure they remain productive. We would like to provide some basic work-at-home guidelines to them. What should we include?