Category: Archive

The Workforce departments have it all — humor, news, opinions, heart and information.

The Buzz

Here’s the stuff tacked up on bulletin boards, swapped in e-mail, and talked about at the water cooler in HR departments everywhere.

It’s lively, it’s entertaining, and it’s irresistible. “The Buzz” is full of attitude and sly wit. It has a little bit of wisdom and a lot of tongue-in-cheek. It’s a collection of stories, pictures, cartoons, art, and jokes that offer a look at HR from just about every perspective there is. Which would you rather do — work on this month’s budget report or eavesdrop on “The Buzz”?

News Angle

An insightful analysis of news events helps readers understand what the headlines mean for them. Real HR means understanding the real impact of everything that goes on in our world from politics, legislation, and economic developments to social change. “News Angle” includes the results of the Workforce .com News Poll, which lets readers see what their peers think about everything from Supreme Court decisions to the last episode of “Seinfeld.”

Workforce.com

Workforce.com extends the articles in the magazine by providing hands-on tools. There are also site-only features, surveys, questions & answers, management tips, and humor. Here, readers find out what’s new on the site.

Forte

HR expertise truly is everywhere. Virtually every kind of enterprise – from sports teams, to symphonies, to auto dealerships — has an HR function. The unique business challenges facing these organizations have given their HR leaders a particular and valuable expertise. These leaders share their hard-earned wisdom on staffing, managing diversity, training and more. Every reader can profit from this one-of-a-kind networking.

Legal Insight

A monthly Q&A — each with a different prominent labor attorney — offers plain-spoken advice on how to contend with today’s thorniest workplace legal issues. This award-winning column is always widely read.

Money Matters

HR was once seen strictly as a cost center. No more! Today’s new breed is driven to boost the bottom line. To do that, readers need more financial savvy than any generation of HR decision makers before them.

They turn to Workforce’s “Money Matters” for the insight they need about financial issues within the organization (such as calculating ROI, budgeting tips, and the impact of HR on stock value) and outside it (such as economic pressures on wage inflation and changes in global markets).

InfoWise

HR has housed data (such as employee addresses and payroll withholding) for years. To have real impact, however, HR must employ that data. That’s why address changes that used to require five forms and six weeks now take three clicks and 90 seconds, why video clips on the corporate Intranet help train new employees, and why data links help sales managers match top performers to the most promising territories.

Yes, the new breed of HR is helping people work faster and smarter than ever before. “InfoWise” frames the issues, defines the terms, and offers concrete examples – all in lively, easy-to-read text stripped of technobabble.

Crossfire

Certainly, HR has never been accused of being without controversy. Find out about the hot topic of the month in Workforce’s Crossfire section. Here, HR experts philosophize upon today’s leading debated issues within HR. It’s a point/counter-point format that sparks thought, progressive change and water cooler banter.

Smart advertisers take advantage of the popularity of Workforce departments by reserving the special ad positions associated with each department.

Workforce is the leading information source chosen by the new breed of HR decision makers actively making their businesses better.

The editorial mission is to provide this new breed of HR decision makers with ideas, information and solutions that have a real impact on the organization.

These awards recognize the Workforce commitment to high standards of journalistic writing and reporting.

In addition, the public service awards demonstrate that publishing a magazine is not just a business – it’s a mission. The opportunity to make a difference to the HR community is the driving factor for the entire Workforce magazine staff.

Public Service Awards

Exceptional Merit. “Gangs: How They’re Working Your Turf Undetected,” Community Action Network Media Awards: 1996.

Exceptional Merit. “Employing Society’s Outcasts,” Community Action Network Media Awards: 1996.

Exceptional Merit. “Save Jobs: Strategies to Stop the Layoffs,” Community Action Network Media Awards: 1996.

Best Public Service Series or Article. “10 Ways HR Can Help Rebuild America,” Western Publications Association, Maggie Award: 1994

Best Public Service Series or Article. “Personnel Journal Clearinghouse on AIDS in the Workplace Issues,” Western Publications Association Maggie Award: 1988

Public Service Award. “Personnel Journal Clearinghouse on AIDS in the Workplace Issues,” Public Relations Society of America, Los Angeles Chapter: 1988

Best Public Service Series or Article. “AIDS: The Workplace Issues,” Western Publications Association Maggie Award: 1987

Editorial Awards

First Place, Best News Article: “Don’t Make Texaco’s $175 Million Mistake,” American Society of Business Press Editors: 1998.

First Place, Regular Department. “Legal Insight,” American Society of Business Press Editors: 1998.

Best Regular Department. “Legal Insight,” Western Publications Association Maggie Award: 1998

First Place, Case History: “Continental Airlines: A Flight Plan for Success,” American Society of Business Press Editors: 1998.

Second Place, Feature Series. “Baby Boomers Are Redefining Retirement,” American Society of Business Press Editors: 1998.

Third Place, Feature Article: “Genetic Testing,” American Society of Business Press Editors: 1998.

McAllister Editorial Fellowship presented to Allan Halcrow, publisher and editor-in-chief: 1997.

First Place, Best Issue, June 1996. Jesse H. Neal Editorial Achievement Award: 1997.

Best Article/Trade: “Privacy: Entitlement or Illusion?” Western Publications Association Maggie Award: 1997.

Second Place, Feature Series. “Save Jobs: Strategies to Stop the Layoffs,” American Society of Business Press Editors’ Regional Award: 1997.

First Place. “To The Readers: Domestic Violence is an HR Issue,” editorial by Allan Halcrow. American Society of Business Press Editors’ National Award: 1996.

Honorable Mention Best Feature. “Talking Frankly About Domestic Violence,” American Society of Business Press Editors’ National Award: 1996.

Second Place Single News Item. “Affirmative Action: What You Need to Know.” American Society of Business Press Editors’ National Award: 1996.

Editorial Achievement. American Society of Business Editors, Jesse H. Neal Award for the article “Warning: Your Best Ideas May Work Against You”: 1996

Media Award, Community Action Network. Three awards for the articles “Intel Educates a School District About Business,” “The Fire This Time,” and “Disadvantaged Teens Work Towards a Better Future”: 1995

Best Series of Articles/Trade. “10 Ways HR Can Help Rebuild America,” Western Publications Association Maggie Award: 1994

First Place, Feature Article. “How HR Drives TQM,” American Society of Business Press Editors: 1994

Third Place, Case History. “Training Prepares Workers for Drug Testing,” American Society of Business Press Editors: 1994

Best Business and Finance Magazine. Western Publications Association Maggie Award: 1992, 1993, 1994

Best News Story/Trade. Western Publications Association Maggie Award: 1993 Certificate of Merit, Analysis, New York Business Press Editors: 1993

Second Place, Magazine. “Tracing Workplace Problems to Hidden Disorders,” National Mental Health Association: 1993

First Place, Case History. Ben & Jerry’s, American Society of Business Press Editors, Chicago Chapter: 1993

Best Regularly Featured Department, Section or Column/Trade. Western Publications Association Maggie Award: 1990, 1993

Best Overall Magazine/Trade. Western Publications Association Maggie Award: 1987, 1989, 1992

Editorial Excellence, Regular Column or Department, First Place. American Society of Business Press Editors, National Awards: 1990

Editorial Excellence, First Place. American Society of Business Press Editors, Chicago Chapter: 1989, 1992

Editorial Excellence, Nontechnical Feature Second Place. American Society of Business Press Editors, Chicago Chapter: 1989

Best Managerial and Professional Magazine. Western Publications Association Maggie Award: 1986, 1987, 1989

Best Series of Articles/Trade. “65th Anniversary Issue,” Western Publications Association Maggie Award: 1988. The article in that series, “Should Business Alone Pay for Social Progress?” written by Editor Allen Halcrow was reprinted in The Best of Business magazine.

Best How-to Article/Trade. “Hiring the Handicapped,” Western Publications Association Maggie Award: 1988

Best Series of Articles/Trade. “AIDS: The Workplace Issues,” Western Publications Association Maggie Award: 1987

Editorial Excellence, Technical Feature Article, Second Place. “Employees Under the Influence – Outside the Law?” American Society of Business Press Editors, National Awards: 1987

Best Legal Reporting. “The Supreme Court’s New Era – What’s Ahead for Labor Law?” Orange County (CA) Press Club Award: 1987

Editorial Excellence, Honorable Mention. “Recruitment Ads at Work” American Society of Business Press Editors, Chicago Chapter: 1986

Best Feature Article/Trade. “The Successful and Supportive Subordinate,” Western Publications Association Maggie Award: 1985

Workforce is the indispensable tool used by the new breed of HR decision makers working to make their businesses better.

This new breed knows that real HR is driven by business goals, competitive issues, and organizational values. They know that real HR is rarely simple and is almost always a series of interrelated decisions, not one-time programs or policies.

All HR disciplines work together to have a real impact.

Workforce gives the new breed of HR decision makers the knowledge they need to have a real impact on their organizations. Each issue of the magazine shows how to use traditional HR disciplines – such as compensation and benefit design, staffing, and training – to make a real impact on profitability, new product launches, mergers and acquisitions, the opening of global markets, and other key business challenges.

The Workforce editorial package gives the new breed of HR all the information they need in order to do HR’s total job — put Workforce on your ad schedule.

It’s not business as usual in today’s organizations. The new breed of HR decision maker recognizes the need to challenge the status quo.

Subscriber Satisfied with the Status Quo	All Workforce Subscribers
Yes	20%
No	80

Source: Workforce Subscriber Study, Beta Research Corp., 1996.

 

CEO Relies on Workforce Subscriber

The CEO relies on the new breed of HR decision maker to provide solutions to business problems faced by the company. The new breed takes action now — often before a problem arises.

CEO Looks to Subscriber for Workforce Solutions	All Workforce Subscribers
Yes	76%
No	25

Source: Workforce Subscriber Study, Beta Research Corp., 1996.

 

Workforce Subscribers Initiate Change

There’s a strong correlation between the new breed of HR decision makers and CEOs who expect HR to be proactive. The new breed of HR decision maker seeks out the responsibility for making the business better and then fulfills the CEO’s expectations.

Subscriber Initiated Program or Strategy	All Workforce Subscribers
Yes	76%
No	25

Source: Workforce Subscriber Study, Beta Research Corp., 1996.

 

Workforce Subscribers Implement Successful Programs

The new breed of HR decision maker gets HR programs and strategies implemented — and implemented successfully.

Success of New Program or Strategy	Workforce Subscribers Initiating New Program or Strategy
New Program/Strategy Implemented
Yes	94%
No	6
New Program/Strategy Fulfilled Objectives
Yes	94
No	6

Source: Workforce Subscriber Study, Beta Research Corp., 1996.

The impact of Workforce is immediate and widespread. It moves beyond the theoretical to the practical. The new breed of HR decision maker uses the magazine to provide information supporting new initiatives, to help locate products and services and to identify trends affecting HR programs and policies.

Actions Taken in the Past 12 Months as a Result of Reading Workforce	All Workforce Magazine Subscribers
Developed or Changed an HR/Personnel Policy or Program	21%
Became Interested in a New Area in the Field of Personnel/Human Resources	27
Shared Information with Others (Total):	88
Discussed the Item With the CEO	21
Discussed an Article or Referred Someone Else to It	78
Made Copies/Reprinted Items for Others	48
Used Material from Workforce in a Report or Meeting	34
Sought Information (Total):	48
Went on the Internet to Find More Information	34
Requested Additional Editorial And/or HR Product/Service Information from the Reader Service System	19
Sought Further Information from the Magazine, Author, Company Mentioned	11

Source: Workforce Subscriber Study, Globe Research, 1998.

When time is everyone’s scarcest resource, the new breed of HR decision maker carefully invests time where there is most likely to be a strong return on the investment. With articles of substance and a high subscription price, Workforce commands reader attention.

Time Spent Reading Workforce	Average Workforce Subscriber
30 Minutes or More	87%
1 Hour or More	59
2 Hours or More	21
Average Reading Time: 1 Hour & 9 Minutes

Source: Workforce Subscriber Study, Globe Research, 1998.

 

Years Reading

 Many new of the new breed of HR decision makers have been long-time subscribers to Workforce. Others are learning about Workforce from their colleagues, conference speakers, and consultants who continually quote Workforce as a major information source.

Years Reading Workforce	All Workforce Subscribers
Less than 1 Year	30%
1 – 2 Years	28
3 – 5 Years	26
6 Years or More	16
Average Number of Years Reading Workforce: 3.2

Source: Workforce Subscriber Study, Globe Research, 1998.

 

Issues Read

The new breed of HR decision maker relies on every issue of Workforce magazine to spotlight emerging HR issues, to provide business-oriented ideas, and to give in-depth analyses to support informed decision-making.

Workforce Issues Read	All Workforce Subscribers
4 of the Last 4 Issues	53%
3 of the Last 4 Issues	19
2 of the Last 4 Issues	15
1 of the Last 4 Issues	8
None of the Last 4 Issues	2
New Subscriber, Have Not Yet Received 4 Issues	3

Source: Workforce Subscriber Study, Globe Research, 1998.

 

Decision makers often turn to the Internet when they are ready to take action. They use Workforce Online to find HR products and services, to click to more information and to make online inquiries. Statistics, reports and other background information are used in reports and presentations. Tips, advice and networking with colleagues facilitate the problem solving process.

Actions Taken in the Past 12 Months as a Result of Information from Workforce Online	Workforce Online Users
Developed or changed an HR/personnel policy or program	20%
Became interested in a new area in the field of personnel/human resources	22
Shared Information with Others (Total):	73
Discussed the item with the CEO	11
Discussed an article or referred someone else to it	56
Made copies/reprinted items for others	44
Used material from Workforce Online in a report or meeting	29
Sought Information (Total):	55
Linked to another site through Workforce Online	50
Clicked on a banner ad to find out more information about an HR product or service	36
Requested additional editorial and/or human resources product/service information from the reader service system or the buyers guide	22
Sought further information from the site, author, company mentioned, etc.	20

Source: Workforce Online User Study, Globe Research, 1998.

The new breed of HR decision maker – regardless of functional responsibilities – relies on Workforce more than any other HR publication. These professionals count on Workforce to help them bring HR to the forefront of the organization.

HR Publications Received	Receive (Subscribe or Pass Along)	Do Not Receive
Workforce	96%	4%
HR Magazine	56	44
Human Resource Executive	22	78
Employee Benefit News
All Subscribers	28	72
Those with Benefits Function	31	69
Training
All Subscribers	22	78
Those with Training Function	26	74
Training & Development
All Subscribers	17	83
Those with Training Function	19	81
Incentive	3	97
Mobility	1	99

Source: Workforce Subscriber Study, Globe Research, 1998.

 

Ranked Best over HR Magazine

Readers depend on the total editorial package in Workforce to give them what they need to keep abreast of real HR and to make the most of every opportunity to have a real impact.

BEST Coverage of HR Topics	Workforce	HR Magazine
Feature articles of substance	73%	19%
Cutting edge HR issues	65	23
New HR solutions/best practices	62	25
Business-oriented editorial	56	15
News about HR field	65	26
Profiles of HR professionals	50	21
My own professional development	57	21
Product information	60	18
Art direction/ presentation	60	18
For people like me	68	19
Overall usefulness	72	18

Source: Workforce Subscriber Study, Globe Research, 1998.

 

Ranked Best over Human Resource Executive

Subscribers count on the business-oriented approach of Workforce to help them succeed in their jobs.

BEST Coverage of HR Topics	Workforce	Human Resource Executive
Feature articles of substance	73%	2%
Cutting edge HR issues	65	4
New HR solutions/best practices	62	4
Business-oriented editorial	56	11
News about HR field	65	5
Profiles of HR professionals	50	17
My own professional development	57	6
Product information	60	7
Art direction/ presentation	60	2
For people like me	68	4
Overall usefulness	72	4

Source: Workforce Subscriber Study, Globe Research, 1998.

 

The Internet provides immediate answers to HR questions. That’s why research is the number one priority among HR decision makers.

 

HR Decision Makers Use the Internet Frequently

The new breed of HR decision maker spends a substantial amount of time each day using the Internet. It’s become a routine part of their daily work life.

Time HR Spends on the Internet in an Average Day	Workforce Subscribers and Workforce.com Users
More than an Hour	13%
31-60 Minutes	21
16-30 Minutes	36
15 Minutes or Less	24
None	7

Source: Workforce.com and Workforce “A Day in the Life” Survey, June 1999.

 

How HR Decision Makers Use the Internet

The new breed of HR decision makers depends upon the Internet for a variety of HR resources and options.

Reasons HR Uses the Internet During Work Hours	Workforce Subscribers and Workforce.com Users
HR Research	78%
HR Legal Tips/Advice	60
Non-HR Sites	52
HR Breaking News	48
Posting Open Jobs	22
Looking for Job Candidates	22
HR Networking (e.g., discussion forums)	21
HR Humor, Surveys, etc	18
Looking for Another Job Myself	10

Source: Workforce.com and Workforce “A Day in the Life” Survey, June 1999.

 

Research Is the Top Internet Priority of HR Decision Makers

If limited to only one option, HR decision makers would overwhelmingly use the Internet for HR research only.

If Limited to Using the Internet for One Thing, What Would HR Choose?	Workforce Subscribers and Workforce.com Users
HR Research	42%
HR Legal Tips/Advice	16
Non-HR Sites	16
HR Breaking News	8
Posting Open Jobs	6
HR Networking (e.g., discussion forums)	5
Looking for Job Candidates	4
Looking for Another Job Myself	2
HR Humor, Surveys, etc	1

Source: Workforce.com and Workforce “A Day in the Life” Survey, June 1999.

Make sure the new breed of HR decision maker find you on the Internet — advertise with Workforce.com, the leading HR information source.

The new breed of HR decision maker chooses to read Workforce because the editorial content is focused on how HR management can make the business better.

When HR plays an integral role in the success of a business, then the HR decision maker is a key player in the organization — one that has the ear of the CEO.

Those companies which value HR as a strategic partner attract the new breed of HR professionals — the experienced, risk-taking visionaries who find HR solutions for business problems.

The new breed uses the ideas in Workforce to enhance the role of HR.

The new breed of HR decision makers play a vital role in the company and are, therefore, valued and rewarded. That’s why they continually turn to Workforce for ideas and solutions for solving business problems.

Workforce informs, inspires and unites these HR leaders. As a tool for decision making and action, Workforce advances HR’s impact on the bottom line by addressing real-world issues and providing real-world solutions.

To find out more about how this new breed of HR decision makers uses the magazine, Workforce surveyed a random sample of subscribers.

Key findings about the new breed of HR decision makers who read Workforce:

• The new breed of HR decision makers is NOT satisfied with the status quo and regularly initiates new programs or strategies.

• Their most valued source of information – right after networking – comes from magazines, particularly Workforce magazine.

• In fact, the new breed of HR decision makers spends an average of 1 hour and 9 minutes reading each issue – and they have been reading Workforce for an average of 3.2 years.

• These decision makers are experienced (11.7 years) and educated (76% have taken college-level HR courses). And they subscribe to Workforce to keep up with the early warning signals for potential HR problems, to find the HR news behind the headlines, and stay abreast of the trends that keep the new breed at the top of the HR profession.

How the new breed of HR decision maker uses the information in Workforce:

• 21% of Workforce subscribers developed or changed an HR/personnel policy or program in the last 12 months.

• 88% shared information from Workforce with others, including the CEO.

• 48% requested more information about an item in Workforce, including advertisements.

The new breed of HR decision makers is not a demographic category. And they are not the rank-and-file HR administrators. The new breed of HR decision makers represent a mind set. They are a growing group of HR professionals who are using real HR management practices to have a real impact on their businesses.

Reach these key players in HR management – put Workforce on your advertising schedule.