HR World Today Human Resources | HR Blog

Workforce Attrition = Loss of Organizational Knowledge?

2010-04-14T04:24:00.000-07:00

According to recent research from the Manpower group of companies, employers and employees and are not in synch when it comes to their expectations for attrition in the coming year. Employers may be the ones to pay the price for this disparity when the keepers of their organizational knowledge – a key competitive advantage – walk out the door.

In a recent Manpower survey of 2,000 North American hiring managers, 80 percent indicated that they expect less than 5 percent of their employees to leave the company voluntarily in 2010. Conversely, a survey of employees by Manpower subsidiary Right Management revealed that 60 percent of people intend to pursue new job opportunities if the economy improves this year. Furthermore, Manpower's survey showed that 31 percent of employers do not have a proactive process in place to capture employees' job knowledge.

"These survey results are a wake-up call to employers," said Jorge Perez, senior vice president of staffing for Manpower, North America. "As soon as the job market gains momentum, we will see a high volume of workers leaving their roles for new positions. Given that most companies are operating with slimmed-down staff levels, there is little redundancy in jobs roles, and that puts employers at high risk of losing critical organizational knowledge."

Given that the total cost to replace an employee, including training and productivity loss, can range from 90 to 200 percent of an employees' annual salary, planning for workforce turnover is clearly critical to sustaining business performance. To help employers minimize the knowledge loss and financial impact that comes with attrition, Manpower has developed a paper titled "Knowledge Retention and Transfer in the World of Work (Right click and Save as....) ."

The paper outlines the impact of workforce mobility and steps for building a broad knowledge retention and transfer strategy. Manpower is also launching an interactive web tool to help companies evaluate their current strategy. The paper, tool and other interactive elements, including audio clips, are free and available at http://us.manpower.com/knowledgeretention.

Manpower Inc. is a world leader in workforce solutions; creating and delivering services that enable its clients to win in the changing world of work. In the United States, Manpower is more than its core of industrial, contact center and administrative recruiting, assessment and selection. Under the Manpower Professional brand, the company provides innovative project solutions and places temporary and permanent talent in areas such as information technology, scientific, engineering and finance verticals. Manpower leverages its expertise in staffing and consulting for the U.S. federal government through Manpower Public Sector, and provides clients with managed service programs, business and recruitment process outsourcing offerings, and other integrated solutions through Manpower Business Solutions. More information on Manpower is available at us.manpower.com.

HR World Today Weekly Roundup - August Week # 4

2009-08-30T02:50:00.000-07:00

Classic Sunday Video

Pixar Human Resources: Classic Sunday Video
Randy Nelson, Dean, Pixar University, speaking at the Apple Education Leadership Summit on Learning and Working in the Collaborative Age.
The Jobs Miss P Couldn't Have
"The Jobs I Couldn't Have," Miss P.

News

Marty Peters, Retires after 63 years service
Long before dawn today, in his brown uniform for the last time, Marty Peters head for his final day on…
Edward Kennedy, 'champion of working people'
Secretary of Labor Hilda L. Solis had issued the following statement regarding the death of Sen. Edward Kennedy: "... we…
United States Postal Service Negotiates Incentive Plan
In a decision to save hundreds of millions of dollars in labor-related costs, the U.S. Postal Service negotiated an agreement…

Appointments

Jayne Parker appointed Chief HRO, Walt Disney
Jayne Parker has been named Executive Vice President and Chief Human Resources Officer for The Walt Disney Company, it was…
Christine Deputy appointed Dunkin' Brands' Senior VP, Human Resources
Dunkin' Brands, the parent company of two of the world's most recognized and loved brands, Dunkin' Donuts and Baskin-Robbins, announced…

Jobs

1,300 IBM Jobs at Iowa
At a ribbon cutting ceremony, IBM and leaders of Iowa's business and governmental communities announced that the new IBM technology…

Off-Beat

Testosterone levels affect Career decisions?
The 'Battle of the Sexes' rages on, this time from the trading floor. While there has long been debate about…
20 Strangest Employee Complaints
In the midst of a stressful employment environment, hiring managers took some time to bring a little levity to the…

FridayToons

Oh, thats Lynch!
Have you ever witnessed a "repurposed" fellow employee at your workplace. If yes, comment below and share - in what…

2009 HR Florida Conference: Video Blog - Part 1, 2, 3, and 4

2009-08-16T22:24:00.000-07:00

Christina Tierney, Regional Director, Digital Solutions, Bernard HODES Group getting ready to discuss Employee Engagement at the 2009 HR Florida Conference & Exposition, Orlando.

Ms. Tierney would be at Booth 418 on the Expo floor and speaking in the Hodes Sponsor Spotlight with Sean Broderick.

Christina interviewing Pamela Cartwright, PHR, Senior Human Resource Specialist.

Interview with Mike VanDervort of Human Race Horses Blog.

Top human resources bloggers viz. Sharlyn Lauby, Kris Dunn, Jessica Lee, Jessica Lee, Laurie Ruettimann (I frequent her blog), and Michael VanDervort (Aha! :) Mike is HR World Today's Facebook fan) are going to as talk about blogging and its impact on organizations and the HR profession.

Gifts, Donations - HR World Today

2009-08-01T02:26:00.000-07:00

HR World Today has no sponsors, nor a particular business model. The weblog is an independent news publication; anticipating that the valuable information it provides to the human resources community will result in significant contributions to keep HR World Today steady-and-strong.

As you would expect, the blog requires resources to operate (internet, electricity, and related expenditure). Acquiring these resources costs money, consumes time, and demands a lot of effort.

Pledge your support for HR World Today,

1. Good Books make Great Gifts: I love reading books, especially those that educate, inspire, and delight. Brand new, second-hand or off-the-shelf of a scrap dealer – it doesn’t matter so long as the book is in good condition, without any missing pages.

2. Finance-onomics: Money makes the world go round. Keeping in-tune with the aforesaid saying, donations via Paypal (ID: hrworldtoday@gmail.com) or by means of bank wire transfer would be greatly appreciated.

3. Gadgets: My most desired gadget would be an easy-to-carry laptop (for normal use, not the expensive ones).

4. Anything that pleases you (in order that it pleases the receiver too, don’t hesitate to email me at hrworldtoday@gmail.com before sending).

My postal address is available upon request.

I do understand that gifting an object creates a social obligation on the receiver to reciprocate. But isn’t a gift meant to be free; something that does not require anything in return? Therefore, I expect your gift to be a voluntary act of compassion, as I continue to publish HR World Today as free news publication, for the world to read and stay informed!

Thank you for your support,
Allan.

Contests

2009-07-31T11:23:00.001-07:00

Contests:

1. Six Words about Work Contest

Previous Contests:

1. Information Overload Awareness Day – Participate and Win $50 ticket + $399 Report

March Group appoints Sharon Davis as HR Director

2009-07-29T08:24:00.000-07:00

The March Group (TMG), a private mergers and acquisitions firm, welcomed Sharon M. Davis, PHR, as its HR Director.

Sharon comes to TMG with an impressive background that includes a Professional in Human Resources Certification (PHR) and a Bachelor of Science in Human Resources Management and Strategic Management from California State University, Sacramento. She is also a member of the Society for Human Resource Management (SHRM) and the Human Resource Association of Broward County.

Sharon has over 10 years of human resources experience working in various HR generalist and managerial positions for several firms in Florida and California. She will be responsible for all areas of human resources for The March Group. Her primary responsibilities will be in recruiting, hiring, terminations, employee relations, employee benefits, HR policies, and compliance with federal and state employment regulations. Sharon will work closely with TMG’s senior management on human resources-related issues — a major benefit in a financial services firm like ours.

Sharon prides herself on her consultative abilities and is happy to help TMG staff whenever needed. Sharon is located in the Coral Springs office. She can be reached at 866-663-5806.

Randstad World of Work: Are Companies Prepared for the Looming Manager Shortage?

2009-07-24T09:28:00.000-07:00

As the corporate landscape continues to shrink, companies more than ever need stronger managers who are flexible, innovative and can motivate fellow employees. Yet, many businesses are facing a shortage of trained and experienced managers. According to the tenth annual World of Work survey from Randstad, 52 percent of employees felt there are not enough qualified managers in their organizations. Forty-five percent feel there’s going to be a shortage of qualified managers in the future. Survey results reveal that finding and preparing the next generation of managers is emerging as one of the most critical issues companies will face in the near future.

Randstad’s survey explores the causes of this potential managerial deficit and finds, surprisingly, that many of those (49 percent) with the experience to become managers don’t want any part of it. When asked, 50 percent of Boomers (age 45-63) and almost seven out of ten Matures (age 64+) said “no” to the prospect of becoming managers. Increased stress is the number one reason for 82 percent of employees surveyed. Generation Y (age 18-29), however, cited handling disgruntled employees as their number one reason. Other reasons why employees of all ages don’t want to become managers include having to deal with increasing paperwork (63 percent) and having to terminate or layoff employees (63 percent).

“To retain managers and head off a potential shortage, organizations need to rethink how they define and communicate managerial roles,” says Eileen Habelow, Randstad Senior Vice President – Organizational Development. “Especially in periods of economic recessions, companies rely on managers to problem solve, drive productivity and innovation, motivate and provide opportunities for workers to learn new skills and achieve new successes. It’s not just doom and gloom that managers are focusing on today. Companies need to be sure they are consistently reiterating managers’ valuable contributions, not only to the company, but to the broader workforce.”

These positives of performing in a management role today are clearly not coming through to employees. More than half of employees surveyed felt the roles of managers need to change. Fifty-two percent see a difference between the managers of today and what’s needed in the future.

So what do employees think would be the attractive elements of management positions? Surprisingly, respondents did not point to a desire for increased power, recognition or even more money. Instead, 89 percent of employees reported they would want to be a manager if they were able to share their knowledge and experience with others. Eight-five percent of surveyed employees cited both being responsible for the success of an organization and being able to influence decisions as other positives. On the flip side, being responsible for a budget (47 percent) and working in a high pressure environment (37 percent) ranked much lower.

“The survey findings demonstrate that workers understand the importance of effective managers to the success of the organization given the new realities of the workplace. The world of work has changed, and employees are not only looking for a new standard of manager, but our survey indicates that they are actually looking for a new sort of role model as well,” said Habelow.

In fact, only 29 percent of employees have a role model for their working life, but 99 percent rate role models with some degree of importance. Interestingly, only 25 percent think the importance of workplace role models has increased in the past few years.

Outside of work, both employees and employers agreed that parents were the number one role model they look to for inspiration. Where employees differ from employers is in choosing other role models. Employees considered co-workers (31 percent) and teachers or professors (30 percent) as number two and three. Employers were more likely to select business leaders (34 percent) and, more specifically, a leader in their own company (29 percent) as their next two choices. This illustrates that managers may look up to higher-level managers, but employees don’t see value in emulating managers because they aren’t aspiring to that role. Yet, both groups valued the impact business role models can make in setting the right example, inspiring and motivating others (70 and 73 percent).

“Companies need to be very deliberate about how they identify, train and develop their managers,” added Habelow. “They also need to be on the look out for role models at all levels in the organization. Cultivating both role models and managers can not only help companies survive the recession, but can ensure they thrive once better economic times return.”

For more information, please visit www.randstad.com.

Abbreviated Survey Methodology: This survey was conducted online within the United States from March 23 to April 15, 2009, among 2,199 employees and 833 managers. Harris Interactive panel members reflected the U.S. population of adults age 18+, employed full-time or self employed, and employers involved in decision making on strategic HR issues for at least six months. Data is weighted using Propensity Score Weighting, a proprietary weighting technique that balances all of the characteristics (e.g. demographic, attitudinal, and behavioral) of online respondents in order to project the U.S. general population.

CompuPay - Company Profile

2009-07-16T11:25:00.000-07:00

CompuPay, Inc. was founded in 1980 and today is the second largest privately held payroll company in the United States and fourth largest overall. Its growing network of local offices processes payroll for tens of thousands of companies ranging in size from one to over 5,000 employees in all 50 states. The company offers payroll and employer-related services such as workers' compensation insurance, employee benefits, retirement plans and Section 125 and 132 plans to clients seeking highly flexible, innovative solutions to meet their growing business needs.

Society for Human Resource Management

2009-07-15T11:18:00.000-07:00

The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 2,50,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.

Visit SHRM Online at www.shrm.org.

Milliman - Company Profile

2009-07-14T06:46:00.000-07:00

Milliman is among the world's largest independent actuarial and consulting firms. Founded in Seattle in 1947 as Milliman & Robertson, the company currently has 49 offices in key locations worldwide. Milliman is a founding member of Abelica Global, an international organization of consulting firms serving employee benefits clients around the globe. Milliman employs more than 2100 people, with a professional staff of more than 1100 qualified consultants and actuaries, including specialists ranging from clinicians to economists. The firm has consulting practices in employee benefits, healthcare, property and casualty insurance, life insurance, and financial services. Milliman serves the full spectrum of business, financial, government, union, education, and nonprofit organizations.

For more information, visit www.milliman.com.

American Payroll Association - Company Profile

2009-07-12T11:29:00.000-07:00

Established in 1982, the American Payroll Association (APA) is the nation's leader in payroll education, publications, and training. The nonprofit association conducts more than 300 payroll training conferences and seminars across the country each year and publishes a complete library of resource texts and newsletters. Every year, nearly 20,000 professionals attend APA training sessions. Representing more than 23,500 members, APA is the industry's highly respected and collective voice in Washington, D.C.

Visit American Payroll Association website at www.americanpayroll.org.

Stromberg Consulting - Company Profile

2009-07-08T21:02:00.000-07:00

Stromberg Consulting is a change management consultancy with offices in New York, Atlanta, Chicago and London. A Ketchum company, Stromberg leverages focus on leadership alignment and development, employee engagement and development, organisational design and alignment, and assessment and measurement.

For more information, visit www.strombergconsulting.com.

TrueBlue - Company Profile

2009-07-08T20:27:00.000-07:00

TrueBlue is the leading provider of blue-collar staffing with revenue of approximately $1.4 billion in 2008. Each year, TrueBlue connects approximately 5,00,000 people to work through the following brands: Labor Ready, Spartan Staffing, CLP Resources, PlaneTechs, and TLC. Headquartered in Tacoma, Wash., TrueBlue serves approximately 2,50,000 small to mid-sized businesses in the wholesale, services, transportation, manufacturing, retail, and construction industries.

For more information, visit TrueBlue’s website at www.TrueBlueInc.com

Simply Hired - Company Profile

2009-07-08T01:05:00.000-07:00

With over five million job listings worldwide and more than 5,000 job search partners, Simply Hired is the largest job search engine and recruitment advertising network. The company has exclusive partnerships with MySpace and LinkedIn as well as the largest set of professional applications on Facebook. The company has international sites in the United States, Canada, United Kingdom, Australia, India, Germany, Spain, France, Italy, Ireland, Belgium, Netherlands and Brazil. Simply Hired has been lauded as one of the “50 Coolest Websites” by Time magazine and declared “Best of the Web” by Business Week. Simply Hired has raised $17.7M in funding from News Corporation’s Fox Interactive Media, Foundation Capital, Garage Technology Ventures and individual investors. The company is privately held and is based in Mountain View, California.

Tags: Simply Hired, Company Profile, Jobs, HR World Today, Search Engine, Recruitment, Advertising, MySpace, LinkedIn, Facebook, United States, Canada, United Kingdom, Australia, India, Germany, Spain, France, Italy, Ireland, Belgium, Netherlands, Brazil, Website, Business Week, Web, Magazines, News Corporation, Fox Interactive Media, Foundation Capital, Garage Technology Ventures, Investment, Mountain View, California.

Berkshire Associates - Company Profile

2009-07-07T22:32:00.000-07:00

Berkshire Associates is a human resources consulting and technology firm, specializing in helping companies build the ideal, balanced workforce. As an industry leader, Berkshire provides the latest tools and services for applicant management, compensation management, affirmative action, workforce planning, diversity, and professional training. For over 25 years, Berkshire has services the nation’s most recognizable companies; and as a result has mastered providing clients with cost-effective solutions to everyday human resources challenges.

Submit your content to HR World Today

2009-07-06T03:17:00.000-07:00

Human Resource professionals visit HR World Today to find information that is relevant to them; ensure details about your company are easily discoverable - submit content to www.hrworldtoday.blogspot.com.

Submission Categories:

Articles (self-authored).
News (Events, awards, press releases, etc.). Visit sample post.

To submit under the following categories - Advertise at HR World Today:

Company Overview (Corporate information - products & services, offices worldwide, contact information, corporate social responsibility, etc., with logo). Visit sample post.
Management Profile (Executives, Directors, HR Managers, and others, inclusive of headshot).

Contact Information: Email hrworldtoday@gmail.com, and thereafter call Allan at +91-9867474090 (2 p.m. to 9 p.m. IST - Check Time).

Note: It is mandatory to provide introductory information viz. company name, contact person, full address, country, email, website, and phone number along with the submitted content. HR World Today reserves the right to approve or reject any submitted content. Once published, content would not be deleted, unless provided with sufficient reasons.

Criteria for Submission: HR World Today is a worldwide Human Resources web publication. People who read HR World Today have different social backgrounds, education and industry-views. Hence, it is important to make your article understandable to a diverse audience. Assume readers are reading your work to learn, and that they know nothing about your subject of expertise; the article needs to fully explain the same.

Each and every submitted article must be the original work of the author/ company.
All material, derivative or otherwise, based upon pre-existing works must be attributable/linked to a reliable, published source (stating the original author's permission).

TITLE:

The blog post title plays a significant role in determining how your article would be indexed, searched, found, and read. Ask yourself, how would an Internet user go about "searching for this topic?" The keywords he/she would type via Search Engines? Include those search keywords and frame a TITLE that gets talked about, in 8 words maximum. A good title/ heading would also make it easier for other authors to link to your article.

POST CONTENT:

1. The first paragraph must summarize the most important points of the article; preparing the reader for a greater level of detail that follows.

2. The following paragraphs should be short enough to be readable, but long enough to develop the introductory idea (Q. My article grows past the amount of readable text? Ans. The article can be broken up into a number of smaller articles to improve readability).

3. Illustrate the article with relevant pictures, and position them appropriately, where they relate closely to the text they illustrate (Format - .JPG, .GIF, max. width - 500 pixels).

4. Include web links to external information that add meaning to the subject (do not go overboard, to link the same repetitive term several times).

5. Believe in your subject and inform experts as well as help readers with no previous knowledge on the topic, to acknowledge the importance of the subject matter.

TAGS or LABELS:

Every article at HR World Today is connected to a network of other articles. Establishing such connections via tags/labels enables interconnectivity, thereby categorizing a collection of randomly accessible, highly interlinked articles; for better searching and easier grouping.

How to write an effective article?

A good HR World Today article,

Is written by an individual (academic, professional or otherwise) who - holds a position of authority in the subject of Human Resources, and reflects expert knowledge, based on logical facts (cited from reputable sources) and sound scholarly reasoning. He/she introduces, thoroughly explores, and describes the subject and its significance, clearly and accurately.
Includes essential information and terminology, without requiring significant reading of other articles (on part of the reader); is understandable by both, experts and non-experts.
Follows standard simple, clear writing, including correct grammar, punctuation and spelling.
Includes relevant images - including maps, graphs, and photographs that adds to the reader's understanding of the text.

Founder say: "No one is perfect. But with a little help from friends, we can be good at what we do."

Spell Checker: SpellCheck.net

Internet Dictionaries:

Corporate Compliance Insights - Company Profile

2009-07-05T22:37:00.002-07:00

Corporate Compliance Insights is a global online forum focused on advancing discourse on topics related to corporate governance, compliance, risk management, and business ethics. The forum serves compliance and ethics executives and professionals at Fortune 500 companies, leading law and consulting firms, and colleges and universities across the globe.

For more information on Corporate Compliance Insights, please visit www.corporatecomplianceinsights.com.

Manpower - Company Profile

2009-07-04T07:17:00.000-07:00

Manpower Inc. is a world leader in the employment services industry; creating and delivering services that enable clients to win in the changing world of work. 61 years old in 2009, the $22 billion company offers a range of services for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessment and selection; training; outplacement; outsourcing and consulting. Manpower's network of 4,200 offices in 82 countries and territories enables the company to meet the needs of 4,00,000 clients per year, including small and medium size enterprises in all industry sectors, as well as the world's largest multinational corporations. Manpower focuses on raising productivity through improved quality, efficiency and cost-reduction across the total workforce, enabling clients to concentrate on their core business activities.

Manpower Inc. operates under five brands: Manpower, Manpower Professional, Elan, Jefferson Wells and Right Management. Website: www.manpower.com.

Advertise at HR World Today

2009-06-30T19:44:00.001-07:00

HR World Today's niche subject-category provides access to an audience, which is specifically inclined towards Human Resources Management. Compared to offline media (print, tv, radio etc.), advertising at HR World Today not only provides greater reach, but also ensures exposure to both, young and seasoned HR professionals across the globe.

Which is to say, advertising at HR World Today is one of the most effective brand marketing techniques for companies operating in the same/related work field.

1. Image advertising options (location - width x height in pixels - maximum file size (kb) - weekly cost to advertiser (US$):

Header - 980x90, 980x65, 728x90 - 40kb, 30kb, 30kb - $399
Broad Sidebar - 300x600, 300x250 - 40kb, 30kb - $500, $349
Narrow Sidebar - 120x600, 120x200, 120x120, 120x45 - 30kb, 15kb, 10kb, 10kb - $200, $150, $100, $50
Blog Post Footer - 300x250, 425x344 - 25kb - $250, $300
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Static (non-animated) image ads must be a .JPEG, .PNG, or .GIF file.

2. Text advertising options (location - maximum characters - weekly cost to advertiser (US$):

Narrow Sidebar - 20 characters - $150 ($50 for every additional 10 characters).

Human Resource professionals visit HR World Today to find information that is relevant to them; ensure details about your company are easily discoverable,

Company Overview (Corporate information - products & services, offices worldwide, contact information, corporate social responsibility, etc., with logo) - $299. Visit sample post.
Management Profile (Executives, Directors, HR Managers, and others, inclusive of headshot).

3. YouTube Video advertising options (location - width x height - maximum seconds - weekly cost to advertiser (US$):

Broad Sidebar - 300x250 - 180 seconds - $349
Blog Post Footer - 425x344 - 120 seconds - $300

Video Annotations in the form of embedded web links are not allowed.

Contact Information: Email hrworldtoday@gmail.com

Note: Submission should be received by HR World Today no later than FOUR days prior to campaign start date. It is mandatory to provide introductory information viz. company name, contact person, full address, country, email, website, and phone number.

Advertiser's must adhere to the following guidelines and specifications. We've found that when our advertisers' reflect these guidelines, good things happen,

Not only do visitors develop a trust in the positive experience provided after clicking on your ads, but also the money you spend on advertising will be more likely to serve it's purpose.
The key to turning visitors into customers is making it easy for users to find what they're looking for. Here's how:

1. Image Quality: Banner images must be clear and recognizable. Text appearing in the ad images must be readable (HR World Today reserve the right to disapprove low quality or blurry ad images).

2. Image Relevance: Let your banner image tell the the story by including only relevant information, like product/ service specifications, your company name within the image, etc. (It is advisable that the advertiser's brand name is visible as part of the ad). Keywords in your image ads must accurately reflect your products, services, and relate to the content on your destination URL.

3. Do not use unacceptable phrases such as "click here" and "see this site," regardless of content. Advertisers are responsible for the keywords they choose to generate advertisements and the text that they choose to use in those advertisements. Location-specific products or services ads can use keywords that reflect their respective location. For Example: A New York Human Resource consultancy should use keywords such as 'New York HR Consultancy' or 'New York Recruitment' rather than the overly general keyword 'HR'.

4. Animated and 'Trick to click' ads, that simulate a cursor arrow moving, are not allowed.

5. The landing page/ destination URL (upon clicking your ad, the web page users visit) for your ad must work properly and should not be under construction. If down for maintenance, make mention on the landing page. The destination URL must not directly link to an email address or a file. This includes any image, audio, video, or document file. Your website should not contain pop-up windows and other obtrusive elements.

6. Ads should not use unconventional spelling or grammar. All symbols, numbers, or letters used must represent the true meaning of the symbol.

7. Implied Affiliation: Advertising at HR World Today may not imply an affiliation, partnership, or any special relationship with HR World Today. Examples of inaccurate affiliation: 'Recommended by HR World Today', 'Special offer from HR World Today!'

8. Inappropriate edits made after the start of campaign, that violate HR World Today's policy guidelines would be disapproved (stop your ad from running) and the advertiser would be asked to review the same.

9. Ads must be confined to the allotted ad space. Ads that expand beyond the frame or otherwise encroach on the web site would not be accepted. Second last but not the least, use your limited ad space by providing concise, informative information that sets you apart from your competition.

10. Only 'FamilySafe' images (contain no adult, offensive or inappropriate content) will be approved. Ads that are misleading, malicious, and those that receive negative feedback may be disapproved

Application of HR World Today's policies will always involve an element of discretion. HR World Today reserves the right to approve or reject any ads.

Disclaimer and Terms of Use

2009-06-30T11:23:00.000-07:00

Please read the following, carefully.

HR World Today and it's associated web pages,

At Facebook and other websites are published with the intention to serve as a complete reference guide, aimed at employers and employees; a one-stop destination to catch the latest buzz in the field of Human Resources.
Abide to all existing web publishing norms and does not contain any information that violates any body's copyright.
Are published without any guarantee over content authenticity; issuers are solely responsible for the accuracy of the content. Note: Consult the issuer for additional details or visit the respective website.

Workday - Company Profile

2009-06-30T11:12:00.001-07:00

Workday is the leader in SaaS-based enterprise solutions for human resources and financial management, providing new levels of business agility for a fraction of the cost of buying, deploying and maintaining legacy on-premise systems. More than 80 customers, spanning mid-sized organizations to global Fortune 500 businesses, have selected Workday. Workday Human Capital Management and Workday Financial Management use modern, standards-based technologies to provide an unparalleled level of agility, ease-of-use, and integration capability.

For more information about Workday, please visit www.workday.com.

Kronos - Company Profile

2009-06-29T04:07:00.000-07:00

Kronos is the global leader in workforce management solutions that enable organizations to control labor costs, minimize compliance risk, and improve workforce productivity. Tens of thousands of organizations in 60 countries - including more than half of the Fortune 1000 - use Kronos time and attendance, scheduling, absence management, HR and payroll, hiring, and labor analytics applications.

To learn how Kronos uniquely delivers complete automation and high-quality information in an easy-to-use solution, visit www.kronos.com.

Employers committed to Reform Benefit Strategies and Wellness Programs

2009-06-18T10:13:00.000-07:00

Despite a challenging economic environment, U.S. companies continue to view health care benefits as a vital part of their workplace “deal” with employees and are enlisting their active participation in efforts to improve workforce health and control program costs, according to a survey of close to 500 HR and benefit executives conducted by professional services firm Towers Perrin. This evolving employer-employee relationship of shared responsibility on health care underscores companies’ ongoing efforts to rein in costs, but also highlights new approaches they are pursuing to change the system and the underlying drivers of spiraling health care costs.

“Employers recognize that we can’t keep doing the same things and expect different results,” said Dave Guilmette, Managing Director of the Towers Perrin Health and Welfare practice. “So we’re beginning to see leading companies taking steps to change the system from the inside out, focusing on new benefit designs, incentives for employees and providers, new technologies and new ways to measure and deliver the value of workforce health.”

Significant numbers of survey respondents see the current economic crisis as an opportunity -- over half (53%) say they are trying or considering new benefit strategies they would not have considered otherwise. Almost three-quarters (70%) of employers are increasing communication to address employee concerns, and well over half (57%) said they are not cutting back on investments in benefit communication and education.

Notably, the survey also found that 50% of companies have or will introduce or increase investments in wellness and health promotion in 2009 and 2010, and 41% have or will introduce or increase investments in care/disease management programs.

What’s more, many employers are upping incentives to ensure their employees will participate in the programs. Nearly one in three companies (32%) in the survey have or will introduce or increase financial incentives for wellness or health promotion activities in 2009 and 2010, and another 30% are considering this action. Employers are also getting tougher on employees who opt out: Nearly half of the companies (45%) in the survey have, will or are considering introducing or increasing penalties for nonparticipation in wellness or health promotion activities.

“In previous economic downturns, investments in benefit communication and employee wellness were among the first to get cut from a benefit program,” said Guilmette. “The firm commitment to and increasing investment in employee wellness we’re seeing today shows that more employers are beginning to recognize the long-term financial benefit and business advantage they can achieve by improving the health of their employees.”

Other techniques employers are implementing to contain their health care costs for active employees include:

More than 60% of employers have or will tighten benefit provisions in prescription drug plans.
52% of employers are increasing or planning to increase employee cost sharing.
40% are introducing or expanding the use of account-based health plans (with reimbursement or savings accounts).
18% of employers plan to tighten and/or increase the enforcement of dependent eligibility provisions in 2009 or 2010.

On the retiree medical front:

51% of employers either have or will reduce or eliminate subsidized coverage for future retirees.
41% either have or will reduce or eliminate subsidized coverage for current retirees.
28% have or plan to provide employees with new ways to save for retiree medical expenses.

Methodology

The Benefits in Crisis survey drew responses from 480 HR and benefit executives from a cross section of midsize and large organizations in the U.S. It was conducted online in February 2009.

CareerCast.com

2009-06-17T21:26:00.000-07:00

CareerCast.com, created by Adicio, is a job search portal that offers extensive local, niche and national job listings from across North America, as well as job-hunting, career-management and HR-focused editorial content, videos and blogs, and provides recruiters with the ability to post jobs directly to more than 500 niche career sites.

The Story of HR World Today

2009-06-17T20:51:00.000-07:00

Founded in June, 2009, HR World Today is a web based Human Resources news publication aimed at employers and employees; a one-stop destination to catch the latest buzz in the field of Human Resources.

Considered as the 8th most influential HR blog, HR World Today’s readership consists of hundreds of Human Resources industry people across the world. Allan’s play on the term “HR World Today” reflects his mission to organize the world's human resources news, reports and other multimedia content inorder that it accessible and useful to all.

When you visit www.hrworldtoday.blogspot.com, you'll be able to find information; company profiles, news headlines, HR appointments/ promotions, lookup HR jobs and even more. Weekend recaps are a real joy. Free email subscription enables you to receive a weekly roundup of the latest happenings throughout the previous week.

The blog isn’t exactly a well-funded, party-throwing, free-tea/coffee-drinking entity. HR World Today is an independent initiative, funded by Allan’s ‘let-me-in’ desire to make it into the organized Internet landscape. He hasn’t raised a single rupee, cent or pence and is still running out of money due to the operating costs. Allan is narrowly survived by the urge to make things possible; and it sure does involve a lot of effort going on all the time.

As a business, he hopes to generate revenue by providing advertisers/ sponsors with cost-effective online advertising that is relevant to HR World Today’s subject matter. Advertising at HR World Today ensures exposure to young and seasoned Human Resources professionals worldwide. To know more visit Advertise at HR World Today.

Contact Information: Email at hrworldtoday@gmail.com

Website: www.HRWorldToday.blogspot.com