- Grocery Chain to Indemnify Directors, Officers Against All Litigation Losses
- Pregnancy Discrimination Act Violated When School Fires Teacher for Premarital Pregnancy
- Health Care Reform Law Ruling Likely Complicated: WorldatWork Executive
- Pharmacy Benefit Managers Cite Employees' Unhealthy Behavior as Biggest Challenge: Study
- Monster Posts Sale Signs as Numbers Continue to Tumble
- Survey: 29% of Employers Looking to Hire Summer Interns
-
The Pulse of the Industry
Companies are opening their wallets for HR software products, but more than 40 percent have had a disappointing HR tech implementation. Find out more at HR Tech Week June 5-6.
-
Emergency Alaska Preacher: The ‘EAP' of the Last...
An oil and gas company operating in Alaska has an employee assistance program in place, but says such plans might not be able to react quickly enough, given the remote settings. A firm offering in-house chaplain services is there to fill the void.
-
The Last Word: Emails, We Get Emails
There has been a lot of chatter lately about the clutter email adds to our professional and personal lives.
-
The Hot List: 2012 HRMS Providers
Workforce Management, May 2012, p. 20Subscribe Now!
Community
Featured Discussion
How to Handle Union President Gone Badhrgovern writes: "We are a union shop. Per union contract, anyone that comes into an existing title gets paid a contract set salary but the salary of any new title is set by the director. A new person/and title with 20 years experience was recruited over a year ago. A salary and vacation time was negotiated to be comparable to what they had been making at their old job. Management is very happy with the employee - employee is happy - a very high performer. Out of the blue a year later, the union president informs the director he feels that the salary is "illegal" and is having the regional union look into it. And he is going to confront the employee and tell them that to their face. We are pretty sure he is using his union president position to advance his private issues and frustrations. He negotiated a poor contract this past year. Should he be ignored? Be told to come back when he has an official signed complaint? The employee he wants to confront is union but a department head several grades above him but not his supervisor. We really don't want him verbally attacking the employee disguised as a concerned union official. Do we wait to see if they complain?"
Join the DiscussionUpcoming Events
-
2012 HR Tech Week | Techtonic Shifts in HR Technology
June 5 - 6, 2012
The industry's largest online tech event! Join expert speakers and the largest gathering of HR colleagues to hear new and innovative ideas, delve into best practices, and gain insight into leading trends in HR Tech. Includes webinars, research, networking, online chats, demos, tradeshow floor and more! Don't miss it!
Register Now! -
The Real Value of Quality Content and Learning Management
June 13, 2012 @ 2 pm ET | 11 am PT
It’s no wonder many people are not motivated by most e-learning offers—most are nothing more than powerpoint presentations with voice-overs that have been converted to Flash. And often the person tasked with creating the content is a subject matter expert, with no background in multimedia or instructional design. There is no substitute – and no shortcut – for creating good content; the costs of poor content far outweigh the cost of developing good content. Join this webcast to learn how a LMS can help guide content decisions and built-in analytics can help you measure the impact those training sessions have on both individuals and the business.
Register Now! -
HR’s 30,000 ft. View: Supporting IT in the Cloud
June 19, 2012 @ 2 pm ET | 11 am PT
As the keeper of the organization's talent systems and the function charged with managing change, HR plays a huge part in supporting not only IT's rise to the cloud, but also in understanding and helping to guide the impacts on the organization as a whole. Join this webcast to learn about the various ways the cloud is affecting IT as well as the business and, more specifically, your role in accelerating and escalating the value the cloud delivers.
Register Now!
Tools & Best Practices
-
Best Practices in Training & Development
Effective training and development is an investment, as well as a strategy, for companies looking to improve workforce efficiency and performance, while driving overall value to the bottom-line. In Workforce's Best Practices in Training & Development, industry thought leaders share:
-
Best Practices in Performance Management
Performance management is a multi-faceted and strategically driven effort that drives competitive advantage — employee engagement through communicating and aligning individual and corporate goals, evaluating and incenting your workforce on that goal achievement,...
-
Leading the Way in Relocation Management
It's no shock that the global recession has impacted corporate relocation policies. Yet you may be surprised to learn that results have been largely positive.
-
Leading the Way in Employee Screening
Employee screening is an integral part of the hiring process and can mean the difference between smart hiring decisions and costly mistakes. Leading the Way in Employee Screening explores two topics.
-
Best Practices in Outsourcing
Looking to renew your talent acquisition strategy and simplify the hiring process, decrease costs, and increase innovation using robust technology?
-
Best Practices in Succession Planning
Your leadership defines your organization's strategic vision and long-term success — the ability to identify, develop and retain your internal pipeline of talent is critical in planning your future leadership strategy and building a strong bench to be competitive in today's...
-
Leading the Way in Staffing
Social media has pushed recruiting into new, unchartered territory, and companies are scrambling to capitalize on the benefits.
-
Best Practices in Performance Management
Performance management is a dynamic process, aligned hand-in-glove with productivity and long-term business success.
More Posts