Recruitment/retention, strategic planning and cost containment are among HR’s top priorities for 2007, according to preliminary results from The Bureau of National Affairs’ HR Department Benchmarks and Analysis 2006 Draft. The survey of U.S. employers reported that 38% of respondents selected issues related to recruitment or retention as their top priority for 2007. Another 19% chose strategic planning and management, which included such issues as talent management, succession planning and measurement. Cost containment, especially for benefits, was noted as the top priority for 14% of respondents, and 22% noted other priorities for 2007, including regulatory compliance and productivity/quality improvements. (HR Department Benchmarks and Analysis 2006 Draft [Bureau of National Affairs, Inc.], 2006, Ch. 5, pp. 4-5)
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Original post by cmctraining and software by Elliott Back

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As we discovered in Moving Overseas: Culture Shock, adapting to a new country and culture can be a very difficult and painful process.
Even though most people will experience culture shock…

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Original post by Gek and software by Elliott Back

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Nearly half (49.8%) of companies overall are planning HR budget increases of less than 2% for 2007, but private-practice firms such as law and accounting firms are more likely than firms in other industries to budget increases of more than 5%, according to the annual HR Department Management and Cost Control Survey conducted by IOMA for HRfocus. Overall, 34.2% of firms are planning HR budget increases of 2% to 5% for 2007, and 16.0% are planning increases of more than 5%. Following are the 2007 planned HR budget increases by industry.

Planned HR Budget Increases for 2007, by Industry

Industry
Less than 2%
2% to 5%
More than 5%

Private practice
43.8%
18.8%
37.5%

Health care
48.4
25.8
19.4

Financial services
41.9
29.0
16.1

Services
49.0
36.7
14.3

Wholesale/Retail
28.6
57.1
14.3

Manufacturing
46.0
38.0
12.0

Transportation/Utility
22.2
33.3
11.1

Government/Nonprofit
47.1
20.6
8.8

Tech/Communications
55.6
44.4
0.0

Source: IOMA

(HRfocus, July 2006, pp. 1, 13)
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Original post by cmctraining and software by Elliott Back

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As reported by HRI, to get the most value out of HR outsourcing, firms should plan for how the roles of retained HR staff will change, according to HR consulting firm Buck Consultants. A 2006 Buck survey of 85 U.S. employers, "Retained HR After Outsourcing: Optimizing Performance," found that HR staff who were kept on after the outsourcing decision tended to become "significantly more involved in consultative and decision support." More than half of firms reporting success in their outsourcing initiatives had planned ahead for role changes when they formulated their strategy (54%) and had provided training in consulting skills and business skills. Bruce Barge, a Buck managing director, said, "Our survey shows that planning ahead for the changed roles of retained HR staff results in maximum business value." ("Buck Consultants Survey" [Buck Consultants], June 14, 2006)
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Original post by cmctraining and software by Elliott Back

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If you have a boat, whether it has a sail or a motor, it will require special handling when preparing it for moving. Use this handy how-to guide and you’ll…

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Original post by Gek and software by Elliott Back

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It seems like there is a new automated home valuation tool launching every month. Since Zillow started the trend back in February of this year, a slew of new tools have come on the market. For the most part, these tools are designed to either capture customer leads or are used to sell advertising. So far, here are the ones that I have seen:

Zillow
RealEstateABC
Reply.com
CyberHomes
Eppraisal.com
HomeGain (re-launched)
Bank of America (existing)

I have tried all of these tools with varying degrees of success. The range of home values I was able to retrieve varied widely across the board. Some of the values were very high, some seemed about right, while others seemed low.
Ultimately, if I ever decide to sell my home, I know that while I may use these tools to get an initial estimate of my home’s value, I will definitely have a local real estate professional provide me with a […]

Original post by ziprealty and software by Elliott Back

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As reported by HRI, global experience, demonstrated expertise, a solid grasp of talent management, the ability to support strategic decisions with analysis, and an authoritative presence are among the traits sought for HR executives, according to a series of interviews conducted by BNA. Someone who "has lived overseas and had meaningful experience, such as a start up or close down of a facility" is the kind of international experience that sets a candidate apart, says Greg Hessel, a global director with executive search firm Korn/Ferry International. In addition, candidates vying for top HR positions must be knowledgeable about Sarbanes-Oxley compliance, executive compensation, the use of metrics for decision support and talent management, adds Wendy Murphy, managing partner with executive search firm Heidrick & Struggles. Patrick M. Wright, director of Cornell University’s Center for Advanced Human Resources, says that business and personal credibility are more important than ever, too. Yet, the […]

Original post by cmctraining and software by Elliott Back

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If you’re planning on traveling to your new home by car, here are some tips and tricks to make the journey more enjoyable for you and your baby, including what…

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Original post by Gek and software by Elliott Back

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