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Retaining Employees: 5 Things You Need to Know

Fri, 03 Feb 2012 02:00:00 +0000

(From The Huffington Post) — Even when the economy is tough — and maybe especially then — it’s never a bad idea to show your employees appreciation. You may have a few knuckleheads you wouldn’t be sorry to see go, were they to walk out, but the last thing you need is your best employees to leave you high and dry. And they will, if you take them for granted. After all, especially in a world in which retiring with a gold watch is increasingly a fantasy, why should talented employees stick around if they aren’t being treated like a best employee should be? It can obviously cost thousands of dollars to train a new employee, depending on the position, especially taking into account all the money a company can lose when its talent isn’t around to land new accounts, maintain quality control and provide superior customer service. (There are a lot of employee turnover calculators online to prove this point, like this one. So if you want to keep your employees happy, in both good and bad times, here are five things you need to know. Read more .

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Retaining Employees: 5 Things You Need to Know

Understanding Female Talent in Emerging BRIC Markets

Tue, 31 Jan 2012 23:30:00 +0000

(From Bloomberg.com) — Julia Jia was the first girl from her small village in Shandong Province to go to university. Now 30, she works for Louis Vuitton China’s retail department and would like to have a career in luxury goods, perhaps in sales development or public relations. “Of course, I want to be in top management,” Jia says, echoing the high-flying aspirations that have catapulted so many Chinese women into the business elite. Then in a seeming contradiction, she adds that she worries about work/life balance. “I would feel frustrated working 60 to 70 hours a week,” she confesses. “If there were a conflict with taking care of my children or elders, I would give up my career.” Jia’s attitude astonishes colleagues in their 40s and 50s. As the first university graduates to emerge from Communism to a newly developing China in the 1980s and 90s, those women didn’t hesitate to dedicate themselves wholeheartedly to their careers. But according to data from the Center for Talent Innovation (formerly the Center for Work-Life Policy), today’s younger generation is different. “The mindset has really changed,” notes an HR manager for a major multinational corporation. “Women now talk about facials and traveling and all the things that the older generation didn’t think about until they were more established.” The next generation of global leaders will differ in fundamental ways from the people now heading up countries and corporations. Our research into female talent in emerging markets concludes that many will be women: Just as in the United States, where women college graduates now outnumber men, women are flooding into universities and graduate schools in Brazil, Russia, India, and China (the BRIC markets), accounting for 60% of students enrolled in tertiary education in Brazil, 57% in Russia, and 47% in China. Read more .

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Understanding Female Talent in Emerging BRIC Markets

Employees as Marketers: Using Engagement to Build Brands

Tue, 31 Jan 2012 23:30:00 +0000

(From PRWEB) — BI WORLDWIDE, a global business improvement company, recently released an article called Employees as Marketers discussing employee engagement’s impact on building a solid brand. The article was written by Lorraine Frias, interactive promotions strategist at BI WORLDWIDE. “Large companies spend millions of dollars annually building and maintaining their brand,” Frias said. But sometimes they forget to acknowledge the connection between the employee experience and the customer experience. According to Frias, “organizations need to view employees as marketers of their product, service or brand, regardless of their position in the company.” Employee engagement programs can greatly improve the way employees interact with customers on the front-lines. Frias said “companies need to use both extrinsic and intrinsic motivators to drive behavior change and motivate employees.” Extrinsic motivation comes from influences outside of oneself such as an incentive program that motivates employees to sell certain products or rewards an individual for high performance behavior. This type of motivation also comes from the fear of a poor performance review or the threat of being laid off. Read more .

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Employees as Marketers: Using Engagement to Build Brands

Report Links Aging National Workforce, Lack of Corporate Training and Development to Mounting US Critical Skills Shortages

Tue, 31 Jan 2012 23:30:00 +0000

(From Marketwire) — Taleo Corporation, the global leader of SaaS-based Talent Management solutions, today released a report summarizing the 2011 business climate and related talent management trends for 2012. After an extremely challenging and unpredictable 2011, businesses today operate in a market of thinner margins, lighter demand, credit and liquidity challenges and an uncertain outlook going into 2012. Talent decisions have taken on increased importance in the face of these challenges as companies failing to effectively manage the flow of critical talent are risking their growth and in some cases even their survival. Social networks, on the other hand, are growing increasingly important in the endeavor to identify new talent. Read more .

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Report Links Aging National Workforce, Lack of Corporate Training and Development to Mounting US Critical Skills Shortages

Work/Life Balance, Learning Opportunities Have Greatest Impact on Job Satisfaction

Thu, 26 Jan 2012 23:00:00 +0000

(From PRNewswire) — Want to know the way to an employee’s heart? Professionals interviewed by OfficeTeam identified work/life balance (28 percent) and opportunities to learn and grow (27 percent) as the top contributors to their job satisfaction. The results are in line with those from a similar survey in which managers were asked about the factors most tied to employee morale. The surveys of professionals and managers were developed by OfficeTeam, a leading staffing service specializing in the placement of highly skilled administrative professionals. They were conducted by an independent research firm and include responses from 404 workers 18 years of age or older and employed in office environments and 1,013 senior managers at companies with 20 or more employees. Read more .

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Work/Life Balance, Learning Opportunities Have Greatest Impact on Job Satisfaction

Tips for Identifying and Recruiting Top Talent In 2012

Thu, 26 Jan 2012 23:00:00 +0000

(From Business Wire) — “In 2012, companies looking to successfully add top talent to their company need to be aware of the shifting dynamics in the recruiting arena and become even more strategic in their approach,” said Cindy Lu, CEO of The Novo Group, a national managed recruitment outsourcing firm. Novo has developed some key recruiting tips and strategies for successful recruiting in 2012: Recruiting Passive Candidates: Understanding the differences between active and passive candidate recruiting will be a big competitive advantage in 2012. The typical process for searching out top-notch passive candidates takes more time and requires dedicated recruiters with industry-relevant experience and connections. According to a recent Linked In survey, 78% of employed professionals stated that they are interested in a new position, yet ONLY 18% of them had their resume posted anywhere. So, a full 60% needs to be found! A successful recruiter has the knowhow and contacts at targeted companies to recruit those top-notch “passive” candidates. Read more .

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Tips for Identifying and Recruiting Top Talent In 2012

How Social Business Leaders Lead: Talent Management and Recruiting

Thu, 26 Jan 2012 23:00:00 +0000

(From Forbes.com) — Talent management gets a great deal of attention in social business particularly in the human resources department. Fundamentally, it is a question of if talent acquisition and personnel development are changing dramatically in the light of huge jumps in connectivity through social networks as ways to find jobs and learn from others. If there are changes to how businesses work with talent, what might they be? At Enterprise2.0 conference Santa Clara, I caught up with Tim Young, the former CEO of Socialcast, and now VP of Social Enterprise at VMware to ask this question (following my prior post on Mr. Young’s thoughts). *Note: This is a continuation of my series, How Social Business Leaders Lead, focusing on how leaders of existing social businesses are evolving their own skills, along with their views of future models of work, the evolving nature of management, and the evolving structure of the organization. Rawn Shah: What do organizations do

Gen-Y Workforce And Workplace Are Out Of Sync

Wed, 25 Jan 2012 01:30:00 +0000

(From Forbes.com) — This week, I am honored to attend and speak the World Economic Forum at Davos as part of the first Global Shaper delegation, a group of 70 millennial leaders from around the world to help leaders ‘think younger’ about today’s global challenges and the future of work. As I prepare for my panel on Leadership Across Generations, I wonder, how aligned is the vision of work for today’s world leaders with the vision for me and my Generation Y peers? The recession has also influenced the way young people view work. Millennials who couldn’t get a college education or suffered after the recession have been forced to start in new ways, building online businesses or becoming freelancers. They know that pension and 401K plans won’t operate the same way anymore. They know that getting a job is about being innovative and working across fields. What I’m noticing is that most corporate structures are out of sync with the lifestyle desires of Generation Y. Companies need to rethink the way their employees work, making major changes that will accommodate the unique work desires of Gen Y. What’s in it for companies? They will increase employee performance by reducing turnover and have happier, more productive Gen Y employees. A BPW Foundation’s Gen Y study published in April 2011 also noted that by 2025, Generation Y will make up roughly 75% of the world’s workforce. With this many millenials making up the majority of the workforce by 2025 — only 13 years away — employers can’t afford not to take notice. Read more .

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Gen-Y Workforce And Workplace Are Out Of Sync

Apple Takes a Bite at Learning

Wed, 25 Jan 2012 01:30:00 +0000

(From Workforce.com) — Apple Inc.’s newest blockbuster app, called iBook Author, will allow teachers, scholars and anyone else to create their own graphically compelling audio/visual textbooks. This will revolutionize the educational and, ultimately, business learning industries. However, in the area of workplace training where behavioral change and not just the delivery of compelling information is vital, it lacks an ingredient that only organizational leadership and commitment can provide. As to getting a sense of the new app’s strengths, if you have the right Apple gear, download it for free at the Apple store, then install E.O. Wilson’s free Ecology volume entitled Life on Earth, an Introduction . Tap on the cover and watch the science of nature come alive with video, sound and vibrant, full-screen illustrations. Content will be regularly updated, and users can underline key lessons and make notes. Now, envision history chapters on topics such as the Civil War, which will include not only narrative but also audio segments, maps with 3-D battlegrounds, comments from leading historians and dramatized quotes from long-departed figures. Instead of reading about the assault on Fort Sumter, picture watching a brief video re-enactment complete with war cries, cannon shots, guns blazing and flags flapping. That will be a lot easier to remember than a few sentences of factual text. Read more .

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Apple Takes a Bite at Learning

Engaging Employees Pays Off

Wed, 25 Jan 2012 01:30:00 +0000

(From Human Resource Executive Online) — Australian research has shed new light on the importance of employee orientation to a company’s bottom line. Employee orientation has more of an impact on a corporation’s financial performance than a focus on any other individual stakeholder — including shareholders, customers, suppliers or the community, according to Most Valuable Stakeholders: The Impact of Employee Orientation on Corporate Financial Performance, by Nigel de Bussy, a marketing and business professor at Curtin University in Perth, Western Australia. The key managerial point to take from his work is “engage your employees [from the start of their employment], pay attention to your employees, and you’ll make more money,” he said in a July 14 speech at the BledCom symposium, a global gathering of academicians and practitioners exploring communications and public relations management issues. In his research — which encompassed two separate studies of 491 Australia-based chief financial officers conducted in 2004 and 2010 — de Bussy measured how strongly orientation toward the different stakeholder groups influenced corporate financial performance, resulting in an employment-orientation coefficient measurement of 0.84, compared to 0.36 for customers, 0.32 for communities and 0.08 for shareholders. Read more .

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Engaging Employees Pays Off