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Predictions 2007
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2006 Top Ten Series:
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Reveille and Hyperbole:
Workstream Inc. (NASDAQ – WSTM), a provider of On-Demand
Enterprise Workforce Management software, is scheduled to report its earnings for the second quarter
of fiscal 2007 on Thursday, January 4, 2007 after the close of the stock market. Management
will host a conference call at 5:00 p.m. ET on Thursday, January 4, 2007. The dial in number to
participate in the call is 866-898-9626 for North American participants and 800-8989-6323 for those
outside of North America. The instant replay number for the call will be available until
January 9, 2007 by calling 800-408-3053 access code 3206465#.
Aon Consulting, the human capital consulting organization of
Aon Corporation, announced the creation of its threat management and security services unit. The new unit is part of the corporate investigative services group, a division of Aon Consulting's Financial Advisory and Litigation Consulting Services practice. The company also announced that recognized threat management expert Gregory S. Boles has joined as a director and leader of the threat management arm of the new unit.
EFTAS (Employment for the Armed Services) is an organization
www.eftas.org dedicated to helping
active duty military personnel find employment, prior to and on the heels of their return home from
active duty. The are creating a site that will be useful for all Veterans, as well. EFTAS is in the
planning stages of developing its unique website that will provide the functionality of the leading electronic job
posting websites, such as www.hotjobs.com, but for military personnel only.
The Human Capital Institute (HCI), a global professional association and educator in talent
management strategies, and JWT Employment Communications, an award-winning advertising,
communications and consulting firm, announced today that the agency has renewed its sponsor of
HCI's Employer Branding learning and research track. The track is one of several topics addressed in
HCI's Talent Strategy community of interest, a community HCI considers critical to organizations
working to build competitive advantage.
Could Not Pass This Up
How to live your life by numbers
Whether you're starting an affair or going for a hospital check-up, it pays to take a statistical approach to organising your week. Simon Usborne does the maths
Wednesday is also the best day to post online job ads, according to recruitment website, eQuest.com. The site found that 18.1 per cent of activity on its job pages occurred on Wednesdays, compared to 12.3 per cent on Fridays.
Results for the entire week.
Survey Says:
Employees Rate Companies' Performance Review Process as "Needs Improvement"
Salary.com Survey Reveals Large Perception Gap Between Employers and Employees Regarding the Effectiveness of Performance Reviews
Salary.com, Inc., a leading provider of on-demand compensation management solutions, today announced results of its 2006 Performance Review Survey. The survey exposed large perception gaps between employers and employees regarding the performance review process, including the fact that only 39 percent of employees believe their company's process leads to improved performance compared to 67 percent of employers.
"The survey results show significant gaps between employers' and employees' views. This indicates the need within many organizations to improve the overall performance review process," said Mark Albrecht, vice president of talent management solutions at Salary.com. "There are many ways to enhance productivity in the workplace and none is more important than administering a review process that is seen as balanced and results in clear goals and performance objectives for each employee."
As many companies and employees are in the midst of performance review season, Salary.com surveyed more than 2,000 employees and 330 HR professionals to assess whether performance reviews lead to improved performance from the perspective of both employers and employees.
"Many of the gaps between employers and employees result from unclear communication and limited transparency regarding how the review process is conducted and its impact on the employee," adds Albrecht. As an example, 82 percent of employers believe they provide clear goals to their employees prior to the formal performance review, while only 46 percent of employees state that their goals have been clearly communicated. In addition, 43 percent of employees believe their input is included in the review process compared to 83 percent of employers who report that they include the input of their employees.
Another discrepancy is in the apparent frequency of performance-related discussions. Fifty-five percent of employers report that managers conduct formal performance reviews two or more times a year. Only 30 percent of employees cite similar frequency in response to the same question. Regarding more informal discussions about performance, 75 percent of employers say they hold at least quarterly discussions compared to just 27 percent of employees.
To download a copy of the survey results or read tips on improving performance reviews, please visit http://performance.salary.com.
There were many additional interesting results in the survey, including:
-- Employees and employers perceive the feasibility of reaching their
incentive or bonus objectives differently.
-- 99 percent of employers believe that bonus and incentive
programs are based on realistic expectations.
-- 16 percent of employees believe their incentive or bonus
objectives are well beyond their reach.
-- Twenty-three percent of employees state that their goals are
changed by managers three or more times a year, while only 11
percent of managers believe they change employee goals that
frequently.
-- A large majority of employers (79 percent) said they provide
employees with written job descriptions and employees generally
agree (72 percent).
-- Employers and employees exhibit some agreement when it comes to the
link between pay and performance, but only to a limited extent.
-- 89 percent of employers and 82 percent of employees report
that performance reviews are at least somewhat linked to their
company's annual pay increases.
-- However, 57 percent of employers believe that employees
understand the guidelines for pay increases, but only 45
percent of employees say they do.
About the 2006 Performance Review Survey
Salary.com invited a cross-section of employees and business representatives from across the U.S. to participate in this survey. Responses were received from over 2,000 employees and 330 HR professionals, and were proportionally represented across company sizes from less than 50 employees to organizations over 1,000 employees. The responses were reviewed for consistency and accuracy, and valid submissions were aggregated.
About Salary.com, Inc.
Salary.com is a leading provider of on-demand compensation management solutions helping businesses and individuals manage pay and performance. Salary.com provides companies of all sizes with comprehensive on-demand software applications that are tightly integrated with its own proprietary compensation data sets, thereby automating the essential elements of the compensation management process and significantly improving the effectiveness of its clients' compensation spend. For more information, visit www.salary.com.
Coming Soon:
Talent Unconference
January 25, 2007
Electronic Arts Campus
Redwood Shores CA.
Logistics |
2007 Corporate Image Conference
January 25 – January 26, 2007
Westin New York at Times Square
New York, NY
$2395
Agenda |
audio seminar:
SAS Institute
Performance Management in Government:
Moving the Dials to Drive Real Results
Wednesday, January 31, 2007
11:00 AM - 12:00 PM
Register |
Corporate Recruiting & Staffing
Leadership Corporate Academy
February 6, 2007
Pepperdine University, Los Angeles, CA
Register
Other Dates and Locations Available. |
Human Capital Management Defense (HCMD)
Annual Conference
February 13 -16, 2007
$1,797
Arlington, VA
Register |
Multicultural Forum
on Workplace Diversity
February 20 - 21, 2007
St. Paul Rivercentre
St. Paul, Minnesota.
$495
Register |
Strategic E-HR Conference
Using Technology for Comprehensive Talent & Performance Management
February 28 – March 1, 2007
Coronado Island Marriott
San Diego, CA
$2,195
Agenda |
2007 AESC Americas Conference: THE NEW
RULES
March 7 - March 8, 2007
The Harvard Club
New York City, New York |
Staffing Industry Executive Forum
March 12-15, 2007
InterContinental Hotel
Miami
, Florida
$1,695
Register |
Australasian Talent Conference
March 20, 21 & 22, 2007
Hilton Sydney
Sydney, Australia
$1,947
Register |
Talent Management Strategies Conference
March 22 – March 23, 2007
Grand Hyatt
New York, NY
$2395
Register
|
Nursing Management Recruitment & Retention
Conference
May 4-6, 2007
Chicago Hilton
Chicago, IL |
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