Excelling in each area of human resources is no small feat. Workforce pinpointed seven core areas: workplace culture; employee benefits; diversity and inclusion; employee development/talent management; HR innovation; leadership development; and talent acquisition. To realize the importance of these categories…
What are the key components to successful orientation of new employees, from both the employer and employee perspective? Once the offer letter has been extended, signed and returned, what should be included in the process to give a good and lasting impression? — Appearances Matter, human resources consultant, finance/insurance/real estate, Philadelphia
How direct is the link between rewards/recognition and higher retention? We are in the midst of revamping our rewards and recognition program and want to focus our efforts on keeping our best people. But we're not sure how to connect the dots. —Numbers Game, HR director, Construction/Trades, Madison, Wisconsin
Is there a distinction between career growth and career development? And why should we care?
In addition to our web news and analysis coverage, we've posted transcripts of the arguments from all three days.
Treating employees well is common sense, but it needs to be common practice. Far more important for today's employees is this: intangible recognition for a job well done. This recognition usually requires little or no financial commitment for an organization, yet produces a high return.
Recognition expert Bob Nelson, the keynote speaker for Workforce Management ’s inaugural online conference, “Road to Recovery: HR Strategies for 2010,” agreed to answer all the questions that were asked of him during his session. Here are Nelson’s answers to more than 40 questions, from honestly communicating about layoffs to rejecting employees’ ideas that aren’t viable without demotivating them.
Our supervisors are not giving enough thought to the serious task of performance evaluations. We also lack specific criteria for measuring performance. How can I change the performance evaluation criteria, and where do I start? I'd like to shorten the process.
Once you’re knee-deep in a merger, you may overlook some potential challenges. Here’s a list of reminders of what to expect and what to watch out for during a corporate marriage.
Send these two letters to applicants based on whether you will interview them or not.
From Texas Instruments, Remedy Corp., Trident Precision Manufacturing Inc., Royal Dutch/Shell Group, The Pillsbury Company, Office of Personnel Management-U.S. Federal Government, New York Metropolitan Transit Authority, City of Phoenix, Owens-Corning and Polaroid Corp.