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  • Training Vs. Hiring: Developing Your Staff When Hiring Is Not An Option

    04 Jan 2012 22:04 | JHRS (Administrator)
    In today's down economy, employee retention and development may be the last thing on your company leaders' minds. Fearful of the future, they feel reluctant to add more staff even if they have the work, while your employees, also fearful, are hanging onto their jobs. You may have experienced, even, that your training budget has been reduced so that the company can fund more seemingly urgent areas.

    Download this report from The JHRS Knowledgebase under the "Talent & Workforce Management    " sub-folder. (Requires Professional Level access.)

  • Talent Wars: The Struggle for Tomorrow’s Workforce

    04 Jan 2012 21:41 | JHRS (Administrator)
    Nearly two-thirds of almost 1,000 executives who participated in a survey expect employee recruitment and retention to become tougher over the next three years, and over 20 percent see this as becoming "significantly harder."

    In light of this research, it is clear why talent management and recruiting is being spotlighted as a top priority in the corporate strategy of companies in both developed and emerging markets.  Key findings of this study also show:

    • The search for talent is going global
    • Why aging populations are just part of the problem
    • Talent management is viewed as "too important" to be just HR's responsibility
    • The specific skills in the new labor market that are critical to the organization's success.

    Download this report from The JHRS Knowledgebase under the "Recruiting/Staffing/Selection" sub-folder. (Requires Professional Level access.)

  • Reinventing Leadership Development: Proactive And Progressive Strategies

    04 Jan 2012 21:23 | JHRS (Administrator)
    In this tough business climate, there are people who see manifold opportunity-for those leaders who can not only change with the times, but who are capable of leading the charge. Such leaders anticipate tomorrow's marketplace needs, and can reinvent themselves, their people, and their businesses in a true spirit of collaboration so that they, together, stay ahead of the curve.  In other words, tomorrow's CEOs will be team players, not the "lone wolves" of today, and their selfless style will drive loyalty as well as performance.

    Today, HR has a responsibility to help develop such leaders by introducing innovative programs integrated with core business objectives, yet are still capable of shaking things up.  One place to start is by scrapping your old lists of competencies and asking: What does it really take to be a leader at our company? Gather feedback from the ground up: conduct surveys, ask leaders, try on new models. Finally, ask: Will this program enable tomorrow's leaders to see the forest for the trees and initiate a plan to protect and grow that forest?

    Download this report from The JHRS Knowledgebase under the "Change Management" sub-folder. (Requires Professional Level access.) 

  • Overcome Five Common Hurdles to Successful Compensation Planning

    28 Dec 2011 23:32 | JHRS (Administrator)
    When it comes to compensation planning, most organizations face the same hurdles year after year.  

    These issues slow the process down, increase the risk of errors, reduce productivity, and keep sensitive data from being properly secured.  

    Learn how you can overcome these critical hurdles to execute effective compensation plans on time.

    Download this report from The JHRS Knowledgebase under the "Compensation & Benefits" sub-folder. (Requires Professional Level access.) 

  • Counter-Intuition: The Unlikely Science Behind the Hourly Seasonal Staffing Strategy

    28 Dec 2011 23:23 | JHRS (Administrator)
    A successful seasonal staffing strategy is a series of paradoxes.  

    In fact, the best candidates for seasonal jobs are often not the same people you would hire for regular hourly positions.  The right holiday staff can make a huge impact on your holiday sales numbers.  

    Are you prepared?  Read this white paper to learn more about the unlikely science behind building a successful seasonal staffing plan. 

    Download this report from The JHRS Knowledgebase under the "Recruiting/Staffing/Selection" sub-folder. (Requires Professional Level access.) 


  • Workforce Management Trend Survey

    28 Dec 2011 23:11 | JHRS (Administrator)
    During the past several years, challenges such as increased regulatory pressures, employee fatigue and the ever-present need to reduce costs have all weighed heavily on most human resource organizations. 

    As a result, HR and payroll professionals are playing an increasingly strategic role in the day-to-day operation of the business. WorkForce Software recently commissioned a study of 800+ senior-level HR practitioners. 

    Download this report from The JHRS Knowledgebase under the "Talent & Workforce Management" sub-folder. (Requires Professional Level access.)

  • The Always-On Enterprise: Mobilizing the HR-Workplace Connection

    21 Dec 2011 23:46 | JHRS (Administrator)
    By next year, over 60 percent of organizations plan to provide their employees with mobile access to Human Resources and Human Capital Management data-- ranging from traditional self service data all the way to workflow-based performance reviews.

    Already, 80 percent of companies provide at least half of their senior executives with a mobile device.

    Now, research from Bloomberg Businessweek shares insights, examples and data on how mobility is impacting enterprise applications, data and processes, with a particular focus on human resources, including:

    • How a $27.4 billion pharmaceutical company uses mobile HR.
    • Protecting HR data on mobile devices and how you can take action in the areas of authentication, encryption, access, partitioning and backup.
    • Identifying the challenges of implementing mobile device access to enterprise applications.
    • Drivers for mobile access to HR data, applications and processes.

    Learn how companies that provide access to HR data via mobile devices will benefit from faster decision-making, increased productivity and higher rates of employee satisfaction.

    Download this report from The JHRS Knowledgebase under the "General HR Management" sub-folder. (Requires Professional Level access.)

  • Employee Performance Management: Tap the Potential of Every Employee

    19 Dec 2011 00:18 | JHRS (Administrator)
    Learn about how companies are addressing the economic downturn by focusing on creating a performance-driven environment.

    Download this report from The JHRS Knowledgebase under the "Performance Management" sub-folder. (Requires Professional Level access.)

  • The Executive's Guide to Employee Assessments

    19 Dec 2011 00:08 | JHRS (Administrator)
    Employee assessments can give organizations and managers consistent, in-depth, and objective information about their people.

    This Information helps leaders and managers rely less on gut instinct and make smarter people decisions.

    Download this report from The JHRS Knowledgebase under the "Performance Management    " sub-folder. (Requires Professional Level access.)

  • The Perfect Marriage: Introduce Your Culture to Automated Performance Management

    18 Dec 2011 23:55 | JHRS (Administrator)
    In this recovering economy, businesses are searching for competitive performance accelerators for growth and sustainability.

    Learn how eliminating your paper-based process will start you on the right path to a long and satisfying performance management relationship.

    Introducing performance management automation should be an attractive proposition across the organization. Before you take the plunge, review these important considerations to avoid a culture clash:

    • Truth: Honesty, fairness and consistency are the cornerstone of any meaningful performance management process. With fully customizable Web-based forms, 360-degree feedback and built-in writing tools, you'll be confident knowing your automated process is the right fit.
    • Time: Employee goals are rarely afforded the luxury of annual or semiannual deadlines, so why rely on a paper-based, once-a-year process? Instead, unite the power of automation to the cadence of your company's business demands.
    • Tone: Present your automated performance management process in a way that naturally feels inclusive to your culture and ensures a common language is used throughout the entire process.

    Download this report from The JHRS Knowledgebase under the "Performance Management" sub-folder. (Requires Professional Level access.)

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