Time is replacing money as the currency of motivation. This is a significant shift that will influence performance and employee retention. Over 2400 words of information, advice, and techniques. Leading edge thinking with practical ideas and approaches. Valuable reading for managers, human resource professionals, and policy makers.

The economy has finally turned around and companies are again hiring. In many areas of the country, it is now a sellers' (candidate) market instead of a buyers' (employer) market. This is especially true of those jobs that require a security clearance.

But even if you have a clearance and good skill sets, you still have to survive the interviewing process. An interviewing technique that is currently in vogue and being utilized by many organizations is called Behavioral Interviewing, or BI. This specific interviewing approach has gained wide acceptance because of well-documented proof that past performance is the best predictor of future performance. Since BI is legally defensible, BI has become an effective alternative to traditional interviewing methods.

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Some significant changes will take place in the leadership arena over the next few decades. We’ll move from a group leadership concept to one that places responsibility and accountability much more in the hands of individuals. The work mode of the future will be much more individual-centered than group-centered, with considerable self-determination and high levels of shared-goal collaboration. You’ll learn about Participative Management, The Rise of Teams, Focus on the Individual. Facilitative Leadership, Self-Leadership, Collaborative Leadership, Geo-Sociological Leadership, Cultural Crossovers, and more. 3,043 words.

Want to know what's coming in the speaking industry? Ready to learn about differentiation in the marketplace, developing competencies, and strengthening expertise? Then don't miss this fascinating look at the future of the speaking industry by two professional futurists who are also professional speakers. In this report, they explore what's coming…and how to prepare for it. 1,582 words.

Forecasters are warning about the most severe shortage of skilled labor in history. What's happening? Why? What will the impacts be? This report by two leading workforce futurists will give you insight into what's coming, supported by three full-color illustrations showing relevant workforce trends.

Looking for some out-of-the-box ways to hold on to your good people? Most companies are suffering from staffing difficulties, increasing the importance of employee retention. Creative approaches are giving many employers a competitive edge in the war for talent. Examples of the strategies of enlightened employers offer models to follow. This report, over 2,700 worlds long, will stimulate some refreshing ideas for you.

Recent high school and college graduates are scared, or at least confused and rightly so. What future awaits them? With an unemployment rate hovering around six percent, layoffs still being reported in the news, and lots of talk about uncertainty, it's easy to be discouraged. Don't be. There are plenty of jobs available today. . . .and more tomorrow. You may not get exactly the job you want, but with the twelve tips in this 1,113 word report, you'll enrich your experience as you start your career.

Do you have what it takes to be an enlightened leader? Good leaders have low employee turnover and high productivity. Do you? Workforce stability is a natural consequence of enlightened leadership. A stable, productive workforce is relatively unusual in our turbulent times, as we're faced with labor shortages, worker mobility, and rapid change. Leadership makes the difference. So, what is enlightened leadership and how does it work? Gain valuable insights in this report about how you can be a much more effective--enlightened leader.

Why do people leave one job to go to another? Understanding what drives people away empowers employers and managers to overcome those negative motivators. Roger Herman's research over the past 15 years, suggests there are five principal reasons. Simple, direct, to-the-point report.

Want to know why your people stay with you? You should because armed with this knowledge, you can reduce turnover and keep your good people. This report, over 1,300 words in length, explores exit interviews, stay interviews, what to do with the knowledge you gain, and the importance of taking action. For employers, managers, and human resource professionals looking for greater insights into what these interviews can do to reduce employee turnover, this report will be valuable.

Creating an environment, an organizational culture, where people want to work is not rocket science, but you do have to know how. This article will teach you all about this principal motivator in the decisions people make about where they will work and how long they will stay. In this Special Report, a modified excerpt of a chapter from Roger Herman's book, Keeping Good People, you'll learn about retention strategies related to organizational culture, the work environment. Corporate leaders and human resource professionals will benefit from the messages and ideas that are conveyed in over 13,000 words in this Special Report.

Keeping Good People was first published in 1990 and has been updated and republished several times. The first management book to concentrate on employee retention as a topic, it is considered a classic in the field. As a result of his pioneering work on workforce stability, Roger Herman is recognized as "The Father of Employee Retention."

Relationships with supervisors, with management, and with fellow employees is a vital factor in decisions about whether to remain with an employer. In this Special Report, a modified excerpt of a chapter from Roger Herman's book, Keeping Good People, you'll learn about retention strategies related to valuing employees, building a team feeling, and plenty of ideas about how to build the human-to-human bonds that foster workforce stability. Corporate leaders and human resource professionals will benefit from the messages and ideas that are conveyed in over 17,000 words in this Special Report.

Keeping Good People was first published in 1990 and has been updated and republished several times. The first management book to concentrate on employee retention as a topic, it is considered a classic in the field. As a result of his pioneering work on workforce stability, Roger Herman is recognized as "The Father of Employee Retention."

One of the key value's of today's workers is "staying marketable." Opportunities for personal and professional growth are increasingly important, particularly in this era when those who don't stay current with technology can very quickly fall behind. In this Special Report, a modified excerpt of a chapter from Roger Herman's book, Keeping Good People, you'll learn about a variety of learning opportunities that can be provided to employees--at all levels--to enable them to build their competence, confidence, an commitment to their employer. Corporate leaders and human resource professionals will benefit from the messages and ideas that are conveyed in the over 7,600 words in this Special Report.

Keeping Good People was first published in 1990 and has been updated and republished several times. The first management book to concentrate on employee retention as a topic, it is considered a classic in the field. As a result of his pioneering work on workforce stability, Roger Herman is recognized as "The Father of Employee Retention."

What's my total compensation package, not just my wages or salary earned? That's what employees are asking today. In this Special Report, a modified excerpt of a chapter from Roger Herman's book, Keeping Good People, you'll learn about a number of ways employees can be compensated today. Learn about traditional benefits, creative approaches, unique extras, and selection that can provide your competitive advantage. Corporate leaders and human resource professionals will benefit from the messages and ideas that are conveyed in over 10,000 words in this Special Report.

Keeping Good People was first published in 1990 and has been updated and republished several times. The first management book to concentrate on employee retention as a topic, it is considered a classic in the field. As a result of his pioneering work on workforce stability, Roger Herman is recognized as "The Father of Employee Retention."

People want to excel, but they need the help of their leaders to make that possible. You'll explore how to cut through red tape and take other actions to advocate for your people so they can perform at high levels. In this Special Report, a modified excerpt of a chapter from Roger Herman's book, Keeping Good People, you'll learn about how to provide information, equipment, materials, time, space, coaching, and even just your presence to support your people. Learn from the messages and ideas that are conveyed in over 13,000 words in this Special Report.

Keeping Good People was first published in 1990 and has been updated and republished several times. The first management book to concentrate on employee retention as a topic, it is considered a classic in the field. As a result of his pioneering work on workforce stability, Roger Herman is recognized as "The Father of Employee Retention."

Did you ever wonder how we come up with the information that we distribute both in our weekly trend advisories and in our speeches? This article will give you valuable insights into just how we do it. Learn our secrets to forecasting the future. Whether you're a CEO or a front line worker, this article will give you valuable how-tos that will help you find the information you need, when you need it---without a lot of hassle.

Is your organization ready to become an Employer of Choice®? Why should your organization become an Employer of Choice®? What are the eight criteria for reaching that high level of attractiveness? Learn all this and much more in this high-content 6,000-word Special Report. You'll learn all sorts of practical, proven techniques to put to work right away. Enlightening material, well presented. If you want to position your company to attract and hold top talent in an increasingly competitive employment marketplace, read this report!