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Hourly Talent Management Book Project

Hourly Talent Management Book Project:

Goal: Publish book by the end of September, meaning content needs to be received by June 30

Already created:

· Giovannelli: Intro and overview

· Creelman and Hunt: The Role of Frontline Managers in Retaining Hourly Workers

· Hunt: Increasing Hourly Workforce Productivity: Different Types of Work, Different Types of Workers

· Kleiman: How to Find and Recruit the Best Hourly Employees

· Klosk: Hiring for Retention: Get it Right, Right out of the Gate

· Lett: Empowering the Hourly Workforce Through Enterprise Workforce Management

· Bramson & Bernstein: The Challenge at Hand: Balancing Work and Family. What Makes the “Best Places” Different?

WFI Board Work in Progress for June 30th Deadline:

· Public /Private organizations: collaboration between the two (Joyce and Ruth Bramson)

· Role of Social media in recruiting and engaging hourly workers: Debbie McGrath

o Joyce recommends WFI stimulus generation of ideas re: engaging should be included

o Debbie McGrath will also include personal branding within her chapter

· Frontline workforce productivity: Russell Klosk

· Training Models for Workforce for the Future (Mark Milliron / Andy Brantley)

Kronos/Internal Work in Progress:

  • Role of unions in 21st century (Jackson / Morgan Lewis) (Dr. Richard Freidman – Harvard) (Mark Lange – freelance)- Joyce coordinate
  • Scheduling within Healthcare Ecosystem: Kelley waiting on response from Brian Graves
  • Labor Laws (relevance in today’s world) (Pat Moquin – maybe Fred Foulkes can partner with Pat as well?)
  • Hourly On Boarding (to include WFI primary research) – Autumn Krauss

Future Topics (but not likely in 2009 book):

  • Supervisor effect on retention – leaderships lessons in the hourly workforce (Mel Kleiman on Coca Cola re: employee engagement / productivity): (maybe Paul Facella?)

  • Change Management: (might not make it into book / not be necessary- Aaron Fausz)
  • Kronos labor analytics (Kronos – Joyce to secure writer)
  • HCM / Tech Vendor opportunities (No volunteers)
  • Hourly cultural bias – Creative class v. hourly: (No volunteers)
  • Measuring output versus time (No volunteers)
  • Managing contingent workers (No volunteers)

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