2011 2012 Human Resources Positioning 
Chart Your Course
MAY 13, 2013
The National Association of Colleges and Employers estimates the average cost-per-hire in 2011 and 2012 was $5,100. The results were part of the NACE’s 2012 Recruiting Benchmarks Survey. Businesses with 2,500 to 5,000 employees paid the most for new hires– around $10,000 a person. The room for error in such a system is vast.
Leading Blog
JANUARY 5, 2015
During most of the 20th century Kodak held a dominant position in photographic film, and in 1976, had an 89% market share of photographic film sales in the United States. In 2012, the company filed for Chapter 11 bankruptcy protection. In 2012, the company filed for Chapter 11 bankruptcy protection. Human Resources'
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Chart Your Course
MARCH 4, 2013
According to a survey conducted by Harris Interactive for Careerbuilder.com in 2012, 40 percent of companies said they lost upwards of $25,000 per bad hire in 2011, and 25 percent estimated the cost was more than $50,000. Regardless of their position in the company, new and current employees need training. Equip your staff.
Chart Your Course
DECEMBER 19, 2012
based employees described morale at their organization as “very good” or “good” in a November 2012 Accountemps survey. and Canada, however, 86 percent of respondents said they “intend to actively seek a new position.”. The Right Management results are similar to findings released in 2011 and 2010.
Women on Business
JULY 25, 2012
In 2011 Sterling Savings employees spent 44,000 hours volunteering. I had an opportunity to interview Tera Coon, Communications and Public Affairs Director for Sterling Savings Bank and learn more about their Employee Volunteer Program, involvement in the community and the positive impact it has made. It feeds on itself.
Harvard Business Review
APRIL 27, 2016
In May 2012, as part of our research , we gave out the new dies randomly to 35 of the 135 producers in Sialkot and sat back to watch. At the same time, Silver Star is generating benefits for other companies in Sialkot that don’t show up on the company’s own bottom line – what economists would call a positive externality.
Harvard Business Review
JANUARY 29, 2015
CEO Jeff Immelt declared in 2011 that GE needed to become a software and analytics company or risk seeing its hardware products become commodities as information-based competitors took over. Bill Ruh was selected in 2011. GE started on one floor of a large office building in 2012 and has grown to take over all five floors.
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