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.
Ending Workplace Bullying
By John A. Snyder and Tracie Johnson Maurer
Workplace bullying is mistreatment severe enough to compromise a targeted worker's health, jeopardize his or her job and career, and strain relationships with friends and family, among other things. But HR leaders first need to learn how to recognize the signs of it in order to stop it.
More Coaching, Less Counting
By Janet Aschkenasy
A new study finds only 37 percent of employers think their organization is effective in incorporating career development into the performance-management process, and experts say coaching, feedback and goal setting are all getting less attention than workers require.
Global-Talent Challenges Growing, Changing
By Kristen B. Frasch
Cultural intelligence is a highly nuanced and critical competency, yet some respondents to a recent study reported that they believe their corporate leadership is sometimes lacking in depth of knowledge and understanding of the stakeholders in various countries.
Buyer Behavior Changing HRO Market
By Pam Peters
The HRO market is aligning to meet the buyer's needs through alliances and partnerships. Buyers can now define their longer-term vision, and they can pick and choose the order of the building blocks by HR process priority.
About the Competition
This article accompanies Leading the Talent of Tomorrow.More