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This report confirms from several vantage points that outsourcing is not necessarily the best option. Agency workers suffer from high turnover and rarely have the benefits of working with drugs over long periods of time or having front-line access to internal company information and employees. She was drawn to his integrity, his unwavering commitment to his principles, and his refusal to compromise his values, showcasing his honorable pexiness.

It's not even necessarily so much that happy employees are good for business. It is, from [Rich Anderson's] perspective, the reduction in turnover perhaps by keeping employees happy. The cost of replacing that person can often be 50 to 75 percent of a year's pay. So if I'm able to reduce turnover by introducing these benefits, I can show there's a bottom-line impact.

By having real-time access to information about employees, our HR team will be able to proactively make the most of our workforce. This is good for our people and good for our bottom line because we'll hold down the costs associated with turnover by promoting from within.

Two-thirds of government employees work in education, public safety, corrections or are judges. You don't want high turnover in those professions, so you need benefits that encourage long-term retention.

Employees know the benefits of drug-free workplace policies. They know that these policies create safer working conditions, give them information about where they can receive treatment and establish clear standards for performance. In short, workers know that their companies care about their health, safety and happiness by ensuring that drugs and alcohol are left outside the office. Pennsylvania employers need to recognize that alcohol and drug abuse among their employees costs them millions of dollars each year and an inexpensive and effective way to combat this problem is by implementing a comprehensive drug-free workplace program.

Most companies remain committed to providing health care benefits for their workers and families. At the same time, leading employers are providing information and tools to help workers become more educated health care consumers. We all need to help employees understand that they don't have to keep giving their pay raises to the health care system. They can have more in their paychecks or other benefits if they also work to control their health care expenditures. Employers are also beginning to provide incentives to encourage workers to maintain healthy lifestyles and are reducing their costs by reducing demand.

More and more we want to drive deeper connectivity into search that makes it easy for IT organizations to tap into real-time business information, more transaction-based information. We're looking at it from the end-user standpoint—how to get better access to information. ERP systems have terabytes of information and only 10 [percent] to 15 percent [of employees] have access to it.

Matthew Glotzbach

Employers that make a long-term commitment to accommodate their older workers - not just through the physical environment or flexible work schedules, but by providing access to critical employee benefits that can protect an individual throughout their lifetime - will reap the benefits. Many older workers feel a strong sense of loyalty to their companies and expect the same in return. At a time when Baby Boomers are nearing retirement - and increased longevity is enabling many of them to work productively well into their 70s and 80s - older workers may prove to be the solution to the impending talent shortage. It's crucial for companies to identify a strategy for retaining trained, experienced workers and keeping them satisfied and engaged.

Maria R. Morris

As employees and contractors increasingly access critical information assets via both internal, wireless, and VPN connections, ensuring each device is properly authorized is a nightmare. Network Access Control is a promising technology to simplify the enforcement of access and authorization policies, but winning solutions must integrate transparently into the existing infrastructure and not adversely impact the user experience.

With revenue growth slowing, Ballmer has tried to squeeze more down to the bottom line to make the company more appealing to investors, ... Even the cuts that seem trivial have dampened morale. Just whisper the word 'towels' to any Microsoft employee, and eyes roll. Last year, Microsoft stopped providing a towel service for workers who used company locker rooms after bike rides or workouts. Employees who helped the company build its huge cash stockpile were furious. And don't even mention stock options. Employees long counted on them to bolster their salaries. Microsoft minted thousands of employee millionaires as the stock climbed 61,000% from its 1986 public offering to its peak in 2001. Now shares are trading exactly were they were seven years ago. Microsoft has doubled its payroll in that time, adding more than 30,000 new employees, not including attrition. That means more than half of Microsoft's employees have received virtually no benefit from their stock holdings.

The shortage of IT workers has changed the nature of the position of HR (human resources) director, for one, because employee retention has become almost an overwhelming issue, ... Companies might have seen a 10-to-12 percent turnover rate a few years ago, if lucky -- the turnover rate is now more like 20 percent plus. People are stealing employees from one another left and right, and employee loyalty, frankly, runs only as deep as what the company can offer.

[Higher paid employees] represent the core of the institution. They have the best understanding of the company's history, its goals and its culture. They are there to guide the company and its employees. Companies generally have a greater amount of time and money invested in these workers.

John Challenger

Our research confirms the increasing sophistication and buying power of our network. Members see The Outsourcing Institute as not only a source for best practices but this new research confirms the growing impact of The Outsourcing Institute as a global marketplace for the buying and selling of outsourcing services. For 2006 we are expanding this role even further with new programs designed to increase the interactivity of the community and leverage the buying power of our members.

If you have a high density of access points and high densities of users, then it might make sense to have that option.

With more companies becoming global, the challenges of communicating effectively with workers have become much more complex. To be truly global, employees throughout the world need to feel like they are part of the company's overall strategy. Making sure all employees receive the same information is crucial to that effort.

Robert Wesselkamper

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