In honor of Administrative Professionals Week (April 22-26), we’re sharing readers’ thoughts on the three traits they felt were essential to being an excellent admin.
When you’re trying to persuade employees, you may figure if you cite enough evidence, you’ll break down others’ resistance and they’ll agree with you. But reason alone may not suffice. Use techniques that induce compliance.
The IRS and the Department of Health and Human Services have released a raft of proposed and final regulations that implement the Affordable Care Act health care reform law, which becomes fully operational in nine months.
Updating your recruitment strategy so it’s proactive rather than reactive can put you ahead of the competition and allow you to scoop up the best people.
When managers interview job candidates, it’s nearly impossible to get a good reading of a person’s moral compass. Here are some effective “situational” or “behavioral” questions and scenarios managers can pose.
Many executives equate strategic planning with staging a “SWOT analysis”—an examination of their organization’s strengths, weaknesses, opportunities and threats. But recent research adds another element to the mix: an organization's culture.
If you sense your presentations are failing to rouse others to action, it’s probably time for a tuneup, says career and business advisor Beverly Flaxington. Here are six steps to a more powerful presentation.
If you hire interns, make 2013 the year you ramp up your summer program. Start viewing your internships from a workforce development perspective. Six ideas for transforming your internships from nice to necessary:
In order for a company to succeed as a whole, its managers need to help their individual employees succeed by effectively managing their performance. All managers can benefit from these reminders during reviews.
Hiring great employees is difficult—and legally dangerous. Just a few ill-timed words in a want ad or interview can trigger a legal complaint. Here are the key liability hot spots to watch out for.