HR Pulse - Fall 2008 - (Page 62)

>> HOW TO BECOME A STRONG HUMAN RESOURCES PARTNER and direct messaging to the targeted audience. Cold-calling, direct mailings, recruitment events, employee referrals, internal career mobility programs, and the use of targeted professional journals to attract candidates. It also is important to include current employees in the formulation of strategies, as well as community-based focus groups, to determine what the public thinks of you as an employer, and why current employees came to and stayed with your organization. It is also crucial to have a robust exit program to determine why employees leave the organization. Lastly, recruitment must not be the sole responsibility of human resources. Hiring departments, and indeed all managers, must have a stake in keeping a low vacancy rate. The best way to accomplish this is to include it as a performance measurement item that determines pay raises. Education Invest in your employees. Once on board, new employees must be immediately immersed into a culture of continuous learning. Starting with the new-hire orientation program, and continuing through the entire on-boarding process, employees must feel the organization’s commitment to education and continuous learning. Such commitment translates into an investment on the part of the organization to its employees. Meaningful tuition re-imbursement programs, salary increases for certiﬁcations, salary adjustments for the attainment of degrees, tapping skilled employees to teach, career ladders, the opportunity to attend internal and external workshops, rewards for publishing articles, books, presenting at professional conferences, mentoring programs, and internal career mobility programs are all ways to demonstrate commitment to education and a culture of continuous learning. With a little creativity and innovation, these outcomes can be achieved with less expense than you might think. Communication Communicate early and often. There is no substitute for communication in establishing a loyal workforce. Human resources should be the focal point for employee communication. Organizations frequently cite conﬁdentiality as a reason for not communicating with employees. In reality, however, there is a lot we can tell employees without hitting the conﬁdentiality barrier. To be credible, communication needs to be open, honest, truthful, frequent, humble, and disclose as much as possible – good news or bad. It must also be two- 62 HR Pulse Fall 2008 Children’s Choice for today’s CEOs and tomorrow’s. Medical City Dallas CEO, Britt Berrett and CCLC child, Joshua – Age 3 ZurickDavis conducts leadership searches for health care organizations, ﬁlling management and physician leadership positions at every organizational level from Trustees and CEOs to Department Directors. » ZDexec for Executive Search » ZDmd for Executive Physician Search » ZDcoach for Executive Coaching » ZDinterim for Interim Search See our website at www.zurickdavis.com or call us at 781.938.1975 Employee absenteeism due to child care issues costs businesses billions every year. That’s why many CEOs choose us for ﬂexible partnership opportunities, To learn more, visit quality care, and a reassurance www.childrenschoice.com. where everyone beneﬁts. Or call (972) 881-1900. 380457_Childrens.indd 1 4/24/08 8:25:15 PM 350105_ZurichDavis.indd 1 10/3/07 7:42:19 PM http://www.childrenschoice.com http://www.zurickdavis.com

Table of Contents Feed for the Digital Edition of HR Pulse - Fall 2008

HR Pulse - Fall 2008 Contents Pulse Points Executive Director’s Letter President’s Message HR Leader Profile: Irma Pye Sammy’s House: Making a Difference in Austin Working Mother Magazine’s 100 Best Companies Increasing CEO Engagement Pastoral Care Retaining Scarce, Critical Talent The Engagement Dilemma Diversity Considerations…More than AAP & EEO Quashing the Workplace Bullying Bug How to Become a Strong Human Resources Partner Citizen Lobbyists Descend Upon Capitol Hill Conference Highlights Schedule at a Glance Sponsors Exhibitors Advertisers’ Index

HR Pulse - Fall 2008

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