Solving Challenges, Predicting Outcomes
By Gene Tange
Proper usage of workforce-planning tools can lead to a better understanding of the relationship between work teams and the outcomes they commit to achieve.
Succession Planning in a Slow Economy
By Lin Grensing-Pophal
How can HR professionals work proactively with executives to ensure that retirement planning and succession planning work together effectively for an organization?
'Basic' Training for College Grads
By Katie Kuehner-Hebert
A new survey bolsters the notion that college graduates need better preparation just to get jobs that utilize their degrees. Meanwhile, the HR Policy Association has launched a new website in which recruiters from large employers dispense advice to graduates on interviewing, resumes, compensation, appropriate attire and workplace behavior.
Connecting Work/Life Balance to Turnover
By Kecia Bal
Employees who do not feel their companies uphold workers' efforts to juggle work and home obligations may be more likely to jump ship, new research finds. That means managers need to get better at recognizing the signs of burnout, experts say.
The Secrets to Fostering Innovation
By Katie Kuehner-Hebert
Organizations should include innovation as a major competency in leadership-development plans and tie individual bonuses and/or salary increases to innovation, according to new research.
The Missing Link
By Tracy Butchee and Lara Paukovits
Behavioral learning, experts say, is the missing link to help transform people's mind-sets and behaviors when an organization faces major organizational change.
On Board the Better Orientation Express
By Larry Keller
A new study finds that expanding the focus during new-employee orientation to workers' individuality -- rather than only the employer's culture -- produces more satisfied and productive workers, a decrease in turnover and an increase in customer satisfaction.
Effectively Training Low-Wage Workers
By Mark McGraw
A pair of recent surveys finds low-wage workers not participating in coaching and training programs, with many unaware these programs are even available to them. HR must clearly define training and coaching programs, and ensure development opportunities are communicated early and often throughout the ranks, experts say.
Key Metrics HR Leaders Should Know
By Tony Ashton
HR professionals often are not as respected as their colleagues in finance when it comes to data-based decision making, so let's take a look at the key metrics every HR leader should know to help business outcomes through people.
A Brief Guide to Fighting Employee Cybercrime
By Spencer Hamer
Experts estimate that each internal breach of an organization compromises an average of 10,000 individual pieces of sensitive information. Fortunately, employers have a variety of tools at their disposal to take a proactive approach to cybercrime committed by current or former employees.
The Importance of the Oft-Forgotten Handbook
By Amy Burton Loggins
The employee guidebook must lay the foundation for a person's employment with the company, so be sure to communicate its mission and goals at the beginning, as a company's code of conduct serves as the foundation for all of your policies, procedures and practices.
Good-to-Great Strategic Planning
By Kevin Herring and Killen Herring
The best potential resource a company can develop is a workforce with a culture of collaboration and personal commitment to exceptional business results.
The Secrecy Surrounding High-Potential Programs
By Mark McGraw
A recent study finds many companies reluctant to share information about high-potential selection and leadership development programs with employees. HR leaders should jump at the chance to help set criteria for these programs and communicate development opportunities to the workforce, experts say.
Eye on Assessments
By Jac Fitz-enz
Assessments must adapt to the changing global marketplace by becoming more relevant and more closely linked to development.
Microsoft's STEM Worker Solution
By Tom Starner
Microsoft recently launched what it calls its National Talent Strategy, an initiative it believes will help secure U.S. competitiveness and economic growth. But can it actually work?
Creating a Consumer-Grade Experience for Employees
By Holly Miller and Jonathan Watters
Want to attract and retain key employees? Make change relevant by understanding how they spend their time.
Who Owns Talent Management?
By Katie Kuhner-Hebert
The best-performing organizations have joint accountability between the HR leader and CFO in overseeing talent management, experts say.