Human Resources Best Practices

Best Practices, LLC has conducted extensive research in the field of Human Resources. Browse through and sample our published Human Resources research in the topics below:

Federal Express, General Electric: Spotlight on Employee Development and Retention
Federal Express (Baldrige Winner) Plan for Career Development & Education Develop a Career Plan for Each Employee: Federal Express employs extensive certification procedures — which must be annually updated and renewed — to ensure competency in critical skill areas for all line jobs and management positions. Indeed, customer contact employees go through testing every six months to ensure their skills meet minimum acceptable requirements. Through these certification procedures, FedEx can keep up-to-date tabs on individual employee skill levels and identify areas where large-scale training needs are not being met. Provide Various Training Options to Meet Diverse Needs: Federal Express is a recognized world leader in training. The company's extensive education and development programs include computer-based training, satellite broad-cast training, and staff-conducted training. FedEx excels in the area of cost, effectively delivering training to a massive work force in many locations operating 24 hours each day ...

Empower Call Center Employees to Foster Individual Ownership, Teamwork, and Improved Overall Performance
Practices in this document include: Assigning responsibilities to work groups to enable workers to foster individual ownership, team work and improved overall performance. Empowering employees to approve product or shipment returns. Empowering CSRs to manage themselves through self-scheduling and intra-team negotiations.

A Multi-Level Approach to HR DecisionsThis document contains Graphics.
Executives possess expertise and experience gained through years of work in their chosen functional areas, but they often lack a direct perspective on employee needs and attitudes. Several benchmark partners form multi–level and cross–functional teams to address issues that will affect a broad spectrum of employees. This approach increases employee buy–in for changes and ensures programs align with employee needs. This document contains a practice related to organizing multi–level HR committees as well as some information on multi–level succession planning.


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