With a slew of devastating events in 2011, companies are grappling with how to protect their workers. But the global turmoil so far this year has tested even the most experienced crisis managers.Read More
The merger of software vendors can be a plus for customers in the form of a more financially stable supplier and superior products. It also can result in headaches as vendors steer clients to software they didn’t choose.Read More
With all the news about IPOs, there's a secret about their success that has not been widely shared: Human resource management makes the difference between life and death at these organizations.Read More
Firms find that participating in service events not only burnishes their image in cities where they do business, but also helps improve employee morale, recruitment and retention.Read More
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.