 |
DOWN IS UP
These Businesses Welcome the Recession
By Daniel Massey
For career counselors, supermarket owners and discount retailers, the bad times could be good.
|
In the News |
|
LABOR RELATIONS
GM Offers American Axle $200 Million to End Strike
May 9, 2008 9:00 AM PT
General Motors has agreed to pay $200 million to help with employee buyouts and ‘buy-downs’ to help resolve a crippling strike at American Axle & Manufacturing Holdings.
>>
HEALTH INSURANCE SOLUTION?
Connecticut Passes State Insurance Program Expansion
May 8, 2008 9:45 AM PT
Measure approved by the Legislature would open up the state employee health insurance program to Connecticut municipalities, nonprofit organizations and employers with fewer than 50 employees.
>>
|
The Business of Management
Workforce Management editor John Hollon analyzes and comments on business, management and the art of leading a workforce.
Featured Blog:
|
|
White Paper: Best Practices in Performance Management
Performance Management benefits the employee, the manager and the organization itself. Effectively communicating company goals, evaluating employee performance, improving retention and fairly rewarding your staff are all a part of it, but where do you begin?
Read how four leading companies can help your organization achieve its strategic goals.
|
|
Tools and Resources
|
Employee empowerment programs are destined to fail unless you create an environment that nurtures and encourages employee initiative.
Their jobs matter, and you should show them that.
Employee empowerment programs are destined to fail unless you create an environment that nurtures and encourages employee initiative.
Some of the areas to look when trying to demonstrate results.
|
|
| Research Center Topic Index |
|
Complete archive of features and news articles, assessments, surveys,
worksheets, sample documents and links to additional resources.
Membership registration is required to view
complete article text.
|
|
| Life in Workforce Management Forum |
|
|
Recent Post
Hourly Employee Lunches
A member writes: "I have an hourly employee who prefers not to take a lunch break. She does eat at her desk, but she is able to continue working while eating lunch. My CEO has a small problem with the fact that this employee finishes her day early and wants me to require that she take a 30 minute lunch break. I'm wondering if I should just adjust the hours of the employee so that she starts and finishes her day a bit later, but still does not have to take a lunch. Has anyone had any problems with allowing an employee to voluntarily work through lunch?"
|
|
|
Other Topic Forums
|
Benefits & Compensation
General Forum
Legal Forum
Recruiting & Staffing
Technology Forum
Training & Organizational Development
|
|
Exclusive
Complimentary Web Seminars
|
|
|
|
| Dear Workforce |
|
A question-and-answer newsletter addressing some of the most common and most
obscure HR. Ask a
question about whatever's important to you—whether it's HR, recruiting,
benefits, compensation, or training |
There is overwhelming evidence that such formal programs do little to motivate employees, and actually breed resentment. Instead, find out what really motivates employees at each location, and don’t worry about uniformity.
Start by determining the organization’s attitude or philosophy toward talent. Next, see how this philosophy stacks up against your business needs.
Leading the Way in Engagement and Retention
Special Advertising Section: Competitive salaries and stock options are no
longer enough to keep employees productive, satisfied and committed to your organization's
success. Consider these smart strategies to help your workforce stay put.
|
Special Report
|
Employers' efforts to market themselves as desirable plaes to work will go for naught if they do not first understand their own cultural strengths and weaknesses and what they can offer top-flight job candidates that their rivals cannot.
|
|
|
|
= Member Only
ON-DEMAND
