Recruitment, Retention, and Employee Relations
Field-tested Strategies for the '90s
This book documents what some of the world's most successful and innovative companies are doing to improve their recruitment, retention and employee relations. World-class companies like Merck, Hewlett-Packard, General Electric, Federal Express, Motorola, Cypress, and PepsiCo share their techniques.
||6 1/8x9 1/4
This unique volume delivers practical and successful techniques used by some of the world's most competitive and innovative companies to the hands of the Human Resource Manager. Techniques described in the book can help any company enhance its ability to recruit, retain and improve its employee relations.
A synthesis of effective recruiting techniques is explained including a review of Merck's Interview Skills workshop, Hewlett-Packard's Behavioral Interviewing and Marriott's recruitment programs. Effective retention techniques are also explained, including Federal Express' Guaranteed Fair Treatment Procedure, General Electric's Work Out Program, Motorola's Six Sigma program, Merck's Flextime program and Cypress' Goal Setting process. Several successful techniques for improving communication and recognition are also examined including PepsiCo's SharePower. Additionally, a wide range of techniques are examined which should help companies better manage diversity within the workplace, reduce turnover, simplify work and build employee self esteem.
- Table of Contents
Crises, Cures, and Success Stories
Finding and Keeping Employees
Aggressive Recruitment for Entry-Level Workers
What's Going on in Academia
Delayered, Downsized and Demotivated
Building a Culture
Competitive Culture: The Story of Fujitsu
Employee Involvement in a Union Environment
Management Through Multi-Skilled Teams
Building a Team
Merck's Face-to-Face Communication
I would heartily recommend this book for the Human Resource professional who needs a quick, practical proposal of solutions to our current problems. For those of us in the EAP field with little or no HR experience, it certainly should find a place on our bookshelves. Otherwise, we risk becoming dated in our knowledge of HR strategy. We must be able to talk their language. Many of us, of course, are part of the quality movements within our corporations and can apply many of the concepts to our own programming.