by Audrey Pihulyk “Action and reaction, ebb and flow, trial and error, change – this is the rhythm of living. Out of our overconfidence, fear; out of our fear, clearer vision, fresh hope. And out of hope progress,” Bruce Barton. This statement, while definitely profound, also captures the very essence of the process of change [...]
by Audrey Thomas, CPO Loyalty, enthusiasm and pride are valuable gifts from an employee to his/her company. Management can bestow another kind of gift by sharing their Lean factory program with the office staff. While “Lean” doesn’t arrive in a colorful box to be unwrapped and installed, its tangible results are visible in the positive [...]
by Audrey Burton Time Management is a huge business problem for many small business owners. Often, time management is not even the issue – the issue is task management! Most of the time, entrepreneurs have too many great ideas – product ideas, marketing ideas, other ideas. They constantly feel overwhelmed, but don't know exactly why. [...]
by Kai Yee Administrative Services Outsourcing Solutions Can Help in These Economic Times HR Administration, Personnel Office, or Benefits Administration, it may be referred to by many different names, but the task to manage the needs of your employees is a very tedious, expensive, and labor intensive job. If HR has become an overwhelming chore, [...]
by John David Employee involvement involves the creation of an environment wherein people are involved in the decision making process that have an impact on the decisions and the actions that have a bearing on the jobs. Employee involvement is management and the leadership philosophy of how the people are involved in the functioning of [...]
by: Marnie Green Performance goals should be set with employees, not for employees. The purpose of setting performance goals is to give employees targets on which to focus. If the employee has not participated in the establishment of these goals, they are less likely to buy-in to the goals and less likely to find them [...]
by: Marnie Green As I attend human resource-related conferences and read the business and HR press, I continue to be amazed at the volume of information out there talking about HR becoming a strategic partner. HR professionals are working hard to “have a seat at the table,” “to be a strategic business partner,” and “to [...]
by: Marnie Green I wish I had a nickel for every time I heard a manager say, “I don’t have time.” I hear this line most often during training sessions on performance management. After reviewing the critical elements of managing employee performance (clear expectations, frequent and timely communication, fair and legal documentation, appropriate measurements, and [...]
by: Marnie Green Today’s human resource departments are fighting for credibility. HR wants to be seen as a resource and a trusted advisor to management. Likewise, HR needs to be seen as credible in the eyes of employees. If employees don’t respect and trust the HR function, the value of HR services is diminished. In [...]
by: Marnie Green Many times managers tell me they have an employee with a performance problem and they just can’t seem to get the employee to fix it. This is always funny to me because upon further discussion, I often find it is the manager who has the problem, not the employee. Managers often have [...]
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