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.
Employee Engagement12 practical employee appreciation ideas for better engagement and retention
Summary Showing appreciation to your employees improves engagement and retention. There are 12 practica...
employee appreciation, engagement, HR, raccoons
ComplianceCalifornia fast food workers bill: why it’s more than meets the eye and how to prepare
Summary: California signs bill establishing a “fast food council” that has the power to raise the indus...
Employee Engagement7 statistics on employee turnover in 2022 every HR manager should be aware of
Summary July 2022 saw 5.9 million total separations – More Replacing a full-time employee can cost up t...
employee retention, employee turnover