Vouchers for compact fluorescent light bulbs and rooftop solar panels have taken their place next to health insurance and flextime as popular employee benefits. Young job-seekers want to work for socially responsible, environmentally friendly companies. That’s one reason more companies have begun offering “green” employee benefits.

Don't laugh! About 20% of U.S. companies allow their employees to bring their dogs to work. Supporters of bringing Fido to the office say it boosts creativity, camaraderie and even productivity. If you’re considering allowing dogs in your workplace, follow these rules.

Looking to build a culture that appeals to baby boomers, Gen X, Gen Y and young “Millennials”? Think it’s time to ramp up benefits that serve the needs of executives, production workers, full-timers and part-timers alike? Want yours to be known as a cool place to work? Choose from these six strategies uncovered by the Best Companies Group and Outside magazine in the process of compiling Outside’s 2010 “Best Places to Work” list.

It seems the recession has taught the nation’s bean counters a few things about what works when it comes to employee retention and satisfaction. In a new survey by Robert Half Management Resources, chief financial officers admit their biggest take-away from the recession is that they need to take better care of their workers.

Don’t be surprised if the new college grads who interview for jobs with your organization this summer tell you they’re looking for an employer that gives back to the community. Employee volunteer programs are morphing from a “nice-to-have” benefit to an expectation among employees and recruits—and it’s happening quickly. Here are five tips for starting a volunteer program:

Inspiring leader … Quiet problem-solver … Compassionate mentor. Different employees crave different things from their managers. Unless you’re a mind reader, it’s impossible to know exactly what your staff wants from you. But a survey of 500 U.S. employees—published in the book, What People Want, by Terry Bacon—reveals what matters most to workers.

While hopeful economic news has some companies breathing a cautious sigh of relief when it comes to headcount, others continue to face staffing challenges. In addition to salary and productivity, a variety of retention issues are worrying some organizations this year as the economy rebounds. When employers were asked in a new CareerBuilder survey how they will hold onto top talent this year, flexible work arrangements topped the list.

The Indiana Regional Medical Center (IRMC) in west central Pennsylvania cracked Fortune magazine’s 2010 list of the “100 Best Companies to Work For.” IRMC came in at 60th on Fortune’s list, based on its impressively low nurse turnover rate of 2%.

In an industry that suffers from 100% annual turnover, Universal Protection Service in Santa Ana, Calif., boasts a much lower rate: 65%. “Anyone in HR will be aghast at that rate because it sounds horrendous,” admits HR VP Paula Malone, “but compared with the industry average, it’s actually good.” The reasons for the relatively low turnover: continuous training and on-the-spot recognition.

The cost cutting and staff reductions may not be completely over, but as the economy begins its recovery, HR will be dealing with new challenges in 2010. Here are 10 trends to expect in the coming year, plus tips and tools to help you respond to each:

In 2011, the first of the baby boom generation will turn 65. As the rest of the roughly 70 million baby boomers follow, we’ll see a major shift in the age of our society—and our workforces. To survive and thrive in the face of these new demographic realities, employers will need to retain employees well older than the traditional retirement age of 65. Here are some areas on which employers will need to focus to help retain older workers:

The cost cutting and headcount reductions might not be over yet, but as the economy begins its slow recovery, HR pros are reporting fewer layoffs, a renewed focus on retention—and even a talk of pay raises! Still, the flush workplace of 2006 isn’t likely to rush back into vogue. Here are 12 lingering adjustments—all with comp and benefits implications—that could outlast the recession:

With everything on your radar during the workday, it’s easy to forget about employee morale. But keeping the team engaged isn’t something that can be ignored or postponed. To keep morale on your radar, be aware of some of the common management mistakes that undermine it. Here are nine main deflators of employee morale, plus tips on avoiding them:

Customers who phone the call center at Ascend One, a debt management company in Columbia, Md., are likely to talk to an employee who’s dressed in pajamas. Since 2006, the organization has allowed its call center employees to work from home, and about half of them—300 or so—have accepted the offer.

You might think that recognition is about the rewards you give employees for long years of service or for retiring after a notable career. It’s really not. Recognition is about employee engagement. And employee engagement starts with employer engagement. How you treat people today is going to determine whether your valued employees stay with you when the financial crisis is over.