10 May, 2010 | (01 hr)
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The economic downturn of the past two years was met by most companies in the U.S. by rapid and sometimes drastic workforce reductions. While some of this restructuring represents a necessary response to long term changes in the economy, companies are now facing skill gaps in their workforce as the economy recovers. Employee engagement among those remaining in the company is also an issue as labor markets begin to open up and the opportunity to move becomes available again. How can companies think more long term about their workforce and retain and reward the skilled, engaged workforce that gives them a competitive advantage through the ups and downs of the business cycle, in good times and in bad?
This webcast will examine two companies that have taken a long term approach to managing their workforce. Cleveland-based manufacturer Lincoln Electric has delivered on its promise of guaranteed continuous employment through good times and bad for decades, while the company has thrived. Flexible hours and job assignments, combined with a merit-based bonus system, have helped ensure a skilled an engaged workforce and community growth and prosperity while defying conventional wisdom on workforce management.
Frank Koller is a former foreign correspondent with the Canadian Broadcasting Corporation (CBC News.) Over nearly thirty years with CBC, he reported from hot spots around the world with a special emphasis on the United States and East and Southeas... Full Bio
John Stropki has been a Director of the Lincoln Holdings since 1998. He was named President and Chief Executive Officer in June 2004 and elected Chairman of the Board in October 2004. From May 2003 to June 2004, he served as Lincoln’s Chief ... Full Bio
Russell Morris is vice president of human resources and a member of the executive committee of The Conference Board. He joined The Conference Board in July 2007 to lead its Human Resources and Business Operations Councils. He has also developed Th... Full Bio