Trash Your Social Media Policy ~ HR Examiner Weekly Edition v 3.22 June 1, 2012

HR Examiner Weekly Edition v 3.22 June 1, 2012


Trash Your Social Media PolicyTrash Your Social Media Policy
Since employees talk to each other on Facebook and Twitter about work, the NLRB has decided it should be the social media policy police.
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Strategic Recruiting I (from the Vaults)Strategic Recruiting I (from the Vaults)
Reactive processes are compounded by tools that work against effective recruiting. Applicant Tracking Systems, by and large, create overwhelming pools of data that inhibit clear decision making.
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Strategic Recruiting II (from the Vaults)Strategic Recruiting II (from the Vaults)
Although it may seem overwhelming at first, you should be able to identify the people who are likely to become a part of your workforce, the various sources from which they will emerge.
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Advance Copy for 15th annual CedarCrestone HR Tech Survey ParticipantsAdvance Copy for 15th annual CedarCrestone HR Tech Survey Participants

The first 100 respondents to complete all questions will receive a $5 Starbucks card. The 15th, 150th, and 1,015th respondents will receive a $100 Visa gift card in celebration of our 15th year. All respondents will receive an advance copy of the results in early October 2012. The Survey is now available at www.CedarCrestone.com/hrssv46 and responses will be collected until July 2nd, 2012.

Retention ConfusionRetention Confusion
The “search ” for a “business model ” (which means “we haven ’t figured out how to make more money than we spend ”) has become the fuzzy cover-up for what, in other times, might be referred to as “failure ”.
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Sober RetentionSober Retention
The retention programs are so good that it has been hard, for a generation, to get a job in government. Essentially, someone must die for an opening to be created. The same holds true for advancement.
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Does Retention Cause Layoffs?Does Retention Cause Layoffs?
Good, strategic workforce planning is virtually nonexistent. Instead of accurately knowing and describing the specifics of our workforces, we rely on tired generalizations.
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