The independent-contractor definition saves companies money because they typically don’t provide benefits or overtime compensation to individuals who are not full employees.
We are implementing a talent management model that includes workforce planning. I am struggling to quantify demand to projections. How do I arrive at a reliable number of future employees?
While recognizing that it will vary between industries and indeed countries, how should our organization determine a reasonably satisfactory level for employee engagement? In particular, how do we get serious about driving engagement higher, and measuring its impact on our employees’ morale/satisfaction, as well as our business?
In the corporate world, learning is meaningless unless a change in behavior takes place. As organizations, we invest resources in training in order to improve performance in some way, and for this to happen, behavior change must take place. So, how do we ensure our investments in training are resulting in real change?
How do I conduct job analysis as a means to describing all positions within our company?
The Obama administration has said it favors the availability of annuities and other forms of guaranteed lifetime income to ensure that retirees don’t outlive their savings. The American Council of Life Insurers cheered the two agencies for considering the role annuities can play in retirement plans.
The terrible state of the economy may be distracting companies from a looming issue: a graying workforce whose eventual retirement may leave them short of skills and organizational knowledge.
Commentary: Most companies did a poor job anticipating the recent downturn, and mass layoffs were one result. Don’t miss opportunities for improving your workforce processes in the upturn by continuing with a business-as-usual approach. Two Deloitte consultants say that HR and finance in some organizations are finding a better way.
The target audience is executives at small and medium-size companies that might not have an HR department.
Employers who used flexible work arrangements during the recession may decide there is a business case for them. Some may decide to keep them in place as the economy begins to recover.