By Craig Fuller
Jan. 1, 1999
When we ask corporate directors what responsibilities are most important to them, they always point to reviewing the performance of key executives and providing for orderly succession.
As this trend grows in importance, the human resources executive may earn a place at the board table. Shareholders and investor organizations expect boards to set clear objectives for the CEO and other top executives, and to have orderly succession plans arranged in the event of a management turnover.
Human resources executives who lead their companies in developing and adopting effective succession planning and executive evaluations will play key roles on their own companies’ boards—and may receive invitations to serve as outside directors on the boards of other corporations. But what steps can a human resources director take to ensure board status?
Workforce, January 1999, Vo..78, No. 1, p. 40.
We build robust scheduling & attendance software for businesses with 500+ frontline workers. With custom BI reporting and demand-driven scheduling, we help our customers reduce labor spend and increase profitability across their business. It's as simple as that.
SchedulingHow to create a rotating schedule for fair, flexible shift work
Summary A rotating schedule is a schedule that gives employees the opportunity to work various shifts. ...
dupont, flexibility, pitman, rotating schedule
Time and AttendanceWhat is an attendance point system? Examples and template
Summary Attendance point systems give employees points for being absent – too many points can result in...
absence management, absenteeism, attendance, attendance point system
Staffing ManagementWhat is labor forecasting?
Summary Labor forecasting helps businesses determine where, when, what kind, and how many employees are...
demand forecasting, labor forecasting, labor modeling, staffing