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HIGHEST PAID HR EXECS
HR’s Top Earners: Fiscally Fit for HR
By Jessica Marquez
Chesapeake Energy people chief Martha Burger, the top-ranked woman on Workforce Management’s annual list of the 30 highest-paid human resources executives, says her background in finance has helped raise HR’s standing in the company.
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In the News |
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JOB-EATING BEAR MARKET
Recruiter: 50,000 More Layoffs on Wall Street Before the Year’s End
October 6, 2008 4:00 AM PT
Since August 2007, financial institutions have acknowledged eliminating at least 197,300 jobs, according to Chicago outplacement firm Challenger, Gray & Christmas. That’s roughly the same number of cuts announced in the prior three years combined.
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SCRUTINY
Canadian Health Plan Under Investigation
October 6, 2008 2:40 PM PT
Expedited medical treatment insurance sold by the British Columbia Automobile Association to its 800,000 members is under scrutiny for possibly violating the Medicare Protection Act.
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The Business of Management
Workforce Management editor John Hollon analyzes and comments on business, management and the art of leading a workforce.
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White Paper: Best Practices in Succession Planning
Today it's not just succession to the top—it's getting the right person in place for every job you have! Stay one step ahead and download our Best Practices in Succession Planning white paper now and learn how.
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Tools and Resources
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Ultimately, succession planning is a people-oriented process, from top to bottom.
How productivity, output, labor costs and compensation are changing.
How well organizations survive weaker times has much to do with how they react—from a people perspective—to the ups and downs of the economic environment. Survival depends on maximizing competitive advantage, and the first step is to look at your human assets. Here are eight ways to do that.
Whether it's technology, fancy management techniques, financial incentives or bosses just pushing employees to step up the hours in a workweek, today's mantra for boosting revenues is "worker do more." Some productivity approaches work. Others just get companies in hot water. And the risk of employee burnout still looms large.
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| Research Center Topic Index |
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| Life in Workforce Management Forum |
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Complimentary Web Seminars
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| Dear Workforce |
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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 |
Most important is involving your training leaders to help people transfer learning from the classroom to their jobs. However, learners need to help craft refresher training, as this will increase the likelihood they will embrace and apply the knowledge.
A wide range of tests are available to assess whether selected employees possess the right characteristics. But don’t forget to also assess their family’s ability to adapt to a foreign culture.
How to Improve Talent Management? Start With the Business Problem You Want to Solve
Special Advertising Section: When looking for ways to improve talent management, it can be easy to spread your efforts too thin. It's also easy to focus on several processes at once, only to find that you're not making a meaningful impact on the business. A better approach: Start by stepping back and looking at the challenges that are facing your company.
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Special Report
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The HR leaders at America’s most admired companies represent a wide mix of educational and professional paths. What they have in common is a belief in a responsive HR operation that understands the company’s business objectives and engages the workforce so that everything it does is linked to company goals.
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Outsourcing
Realistic HR Outsourcing: Go Slowly But Safely
Billion-dollar outsourcing contracts always make news. "Company
A" decides to outsource its entire human resources function in a
long-term deal, generating excitement and momentum throughout
the industry. In reality though, such deals are not realistic.
Most Organizations lace the financial resources, not to mention
the risk tolerance, to even consider end-to-end outsourcing.
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