Business in Action, 9th Ed.
Chapter 11: Human Resources Management
"Before leaving work each day, employees at Ubiquity Retirement + Savings press a button in the lobby.
"The tech company’s new employee review system gets rid of the company’s historic approach to evaluating worker performance.
"Time was, layoffs were seen as an emergency strategy, the last resort in a downturn or crisis.
"Of all the reasons why applicants’ resumes get tossed in the circular file, “the O word”, for overqualified, has long been in the Top Ten.
"Lynn Steenberg owns Sports Physical Therapy of New York -- known as Sports PT.
"Nothing is more costly to an organization’s culture than a toxic employee.
Will wearable technologies influence business and business communication?
Click below to visit the website for the Telework Coalition.
Video at HBR.
"McKinsey Global Institute director Jonathan Woetzel (photo, left) and MGI senior fellow Anu Madgavkar discuss the economic and ethical reasons why gender equality is a worthy goal.
"There are times Dan Price feels as if he stumbled into the middle of the street with a flag and found himself at the head of a parade.
Natalie Sportelli (photo, left) reports.
"New workplace technology is allowing white-collar jobs to be tracked, tweaked and managed using an increasingly wide range of tools to monitor workers’ efforts.
"Most people have no idea how their paychecks compare to the market average.
"I don’t like performance reviews.
"Here are five truly idiotic HR policies that will keep your best employees racing for the exits the minute they get the chance — and keep you re-filling the same positions over and over until somebody pulls the needle out of your chief executive’s arm.
"The results couldn’t be more conclusive.
According to Jodi Glickman (photo, left) and Alicia Bassuk, "The decision to terminate an employee is never easy.
"From a manager’s perspective, a new hire can’t come up to speed fast enough.
According to Leigh Steere (photo, left), "If you see a pattern of discontent in a staff member, the kindest thing you can do is pull the employee aside for a frank, tough-love conversation that covers some or most of the following points: .
"Millennials self-define themselves as a generation that has grown up with constant encouragement.
"Last month, I worked with a manager who was eager to develop her staff, but was overwhelmed by her senior management’s charge to accelerate top performance with highly ambitious goals," writes Wendy Axelrod (photo, left), in a piece at SmartBlogs.
Emma Seppälä asks, "How should we react when an employee is not performing well or makes a mistake?