Lionheart Group Scam Prevention Steps

(From Business Wire) — Demand for skilled banking staff is outstripping supply in the Gulf region at a time when the Western banking industry is drastically cutting its workforce, according to an Accenture survey of 47 executives at major banks in the Gulf Cooperation Council (GCC). Meanwhile, the region’s banks are in a race to adapt to more demanding customers and are increasingly targeting the largely untapped youth, women and small- and medium-sized business markets. According to the survey, a shortage of skills is the biggest challenge facing the GCC banking industry, aside from new regulation, especially as more global banks enter the market. A skills shortage was cited by 58 percent of all executives surveyed and 69 percent of those from the largest banks. In fact, nearly two-thirds (64 percent) of respondents agreed that the biggest impact of more global banks operating in the region will be the increased competition for skills and talent over the next few years. A majority (89 percent) of respondents said that attracting and retaining talent will be the most important strategy their banks will use to increase shareholder value. Read more .

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Gulf Banks Face ‘Skills Shortage’ According to Accenture Survey

(From Ledger-Enquirer.com) — A jobs training bill for unemployed residents is unlikely to survive Gov. Chris Christie’s veto pen so long as New Jersey’s revenue collections continue to sag. Christie on Monday threatened to veto even a scaled-back version of Assembly Speaker Sheila Oliver’s jobs bill that moved through the Assembly Labor Committee because it would cost $3 million that has not been budgeted. “The Legislature likes to spend money,” Christie said at a morning event in Camden. “We are simply not spending money in a supplemental way.” Christie said there’s not enough money for the program – and that his methods of cutting the cost of local and state government have helped create 50,000 private-sector jobs. Democrats have been critical of the Republican’s efforts to create more jobs. Read more .

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New Jersey: Assembly panel advances job-training bill again

(From Business Wire) — Corporate executives can expect moderate salary increases and tougher performance hurdles in 2012, according to a new survey from independent compensation consultancy Pearl Meyer & Partners. The firm’s annual preview of executive pay programs shows companies are modifying incentive-based compensation programs in response to pressures to provide a better alignment between executive pay and performance. “Both the survey results and our client work point to a recognition by corporate leaders that linking pay to performance is absolutely essential – and that they’re less than satisfied with their current programs in that regard,” said Jim Heim, Managing Director of Pearl Meyer & Partners. The 190 survey participants in PM&P on Compensation Planning: Looking Ahead to Executive Pay Practices in 2012 from the Fortune 50 to emerging high-growth companies. Publicly traded companies accounted for 57% of survey participants, while 29% were closely or privately held, and the rest not-for-profits. Read more .

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New Survey Shows Moderate Salary Growth But Tougher Performance Goals for Executives in 2012

(From The Kansas City Star) — The co-workers of 20-somethings are less than amazed with the younger generation’s work ethic, according to a poll released Monday. The poll of 637 working Americans was conducted on behalf of Workplace Options, a Raleigh, N.C.-based consulting firm. The results showed that 77 percent of workers believed the millennial generation have a different attitude towards workplace responsibility than other age groups. Millennials are primarily people born in the 1980s and early 1990s, who started coming of age around the new millennium. Furthermore, 68 percent of respondents said they think millennial workers are less motivated to take on responsibility and produce quality work, and 46 percent said they think millennials are less engaged at work than others. Read more .

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New poll shows many think millennials aren’t hard workers

(From The Washington Post) — The Federal Deposit Insurance Corporation (FDIC), listed No. 1 in this year’s Best Places to Work in the Federal Government rankings, had been rated 25th out of 30 large agencies six years ago. After initiating a set of management reforms geared toward improving employee culture and morale, the FDIC has seen their scores skyrocket – a good reminder to federal leaders that doing the hard work can improve employee job satisfaction, commitment and ultimately performance. To help federal leaders turn their agencies around, the Best Places to Work analysis produced by my organization, the Partnership for Public Service, includes staff/manager alignment data that provides insights into how the employees and the leaders each perceive the work environment. Read more .

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Getting federal employees and managers on the same page

(From usnews.com) — For all the talk about how college is essential to landing a good job after graduation, higher education often fails to prepare students for the workforce in several key ways. Even with a degree from a competitive school and a high GPA, many students graduate without ever having been taught these 10 essentials for the workplace: 1. Effort doesn’t matter; results do. It’s great to try hard, but if you’re not getting the job done well, it ultimately won’t matter. In the workplace, you’re judged by the quality of what you produce, not by how hard you worked to produce it. Read more .

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Blog: What Students Don’t Learn About Work in College

(From LinkedIn) – According to a survey of more than 12,000 global professionals about their career ambitions and satisfaction with their current jobs, 63 percent of respondents said they are “happy” or “very happy” with their current job. The study also revealed that most professionals have a hopeful outlook about their future with their current employer. Fifty-two percent of global respondents agreed that if they work hard and demonstrate results, they have a good opportunity to advance in their company. Read more .

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Despite Global Economic Challenges, Linkedin Research Reveals Most Professionals Are Happy in Their Current Job

(From PR Newswire) — The Intelligence Advanced Research Projects Activity, through an Air Force Research Laboratory contract, has awarded Raytheon BBN Technologies a $10.5 million multi-year contract under the Sirius program. The goal of the Sirius program is to develop serious games that result in better decision-making by teaching participants to recognize and mitigate the effects of their own biases when analyzing information used to make decisions. The team — which includes game designers, cognitive psychologists, and experts in intelligence analysis and in measuring game-player engagement — will design a relevant and engaging game that is based on an international detective theme, blending best research and practices in bias-mitigation with best practices in game-based teaching. Read more .

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Raytheon BBN Awarded $10.5 Million to Develop Game-Based Training Methods and Systems to Improve Decision-Making

(From PRNewswire) — The majority (55 percent) of workers in the U.S. report they are under pressure to develop additional skills to be successful in their current and future jobs, but only 21 percent say they have acquired new skills through company-provided formal training during the past five years, according to a study released today by Accenture. The Accenture Skills Gap Study, which surveyed 1,088 employed and unemployed U.S. workers, found that while more than half (52 percent) have added technology skills in the past five years, few have updated other in-demand skills such as problem solving (31 percent), analytical skills (26 percent) and managerial skills (21 percent). The study also found that more than two-thirds (68 percent) of workers believe it is primarily their own responsibility, rather than their employer’s responsibility, to update their skills. However, only 53 percent of unemployed workers report they understand which skills are likely to be in demand in the next five years, compared to 80 percent of employed workers. Read more .

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U.S. Workers under Pressure to Improve Skills, but Need More Support from Employers

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(From PRWEB) — Fisher Investments released a “Jobless Recoveries” infographic depicting historic unemployment rates following recessions. The examination of seasonally adjusted national unemployment rates against official recessions during 1929-2011 reveals interesting results. As the data shows, unemployment rates typically remain high even after the economy begins recovering from a recession. “Historically, unemployment peaks after economic recovery is underway and even longer after a stock market recovery’s begun,” said Research Analyst Michael Hanson. “Unemployment will likely stay elevated for a time, but history tells us that doesn’t have to hold back stocks or economic recovery.” Read more .

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A Look at the History of U.S. Unemployment

(From Consultant-News.com) — Companies will be spending more on their high performers in 2012 than they did in previous years as they continue to target resources towards those that deliver most to the bottom line, according to survey data from Mercer. However, a two tiered approach to pay is emerging with 12% of companies also stating that 25% of their staff will not get a pay rise in 2012 due to performance issues. The information comes from the 412 senior HR and Reward Specialists who attended Mercer’s 2012 Compensation Planning in EMEA webinar. According to respondents, when asked if, in 2012, they would spend proportionately less, the same or more, on their top performers compared to an average performer than they had in previous years, 44% stated that they would spend more. Fifty percent said that they would spend the same while 5 percent said that they would spend less. Read more .

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Companies diverting more resources to high performers in 2012

(From Personnel Today) — Live online learning technologies – such as virtual meetings and classrooms, and video-conferencing – are becoming increasingly popular, with more than three-quarters of employers using them in 2011. This is according to the benchmark study carried out by learning-technology provider Towards Maturity, which found that e-learning courses were the most popular learning technology this year, used by 80% of employers. Read more .

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Virtual Learning Used by Three-Quarters of Employers

(From the Washington Post) CHICAGO — Pilots at United Airlines say that poor training is causing safety problems, including three flights that almost landed without putting their wheels down. United pilots are learning new procedures for flying their planes, which can be a big adjustment. The United branch of the Air Line Pilots Association released a 105-page report on safety issues on Tuesday. Read more.

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United pilots say airline rushes training

(From Governing.com) Almost half of the states accomplished budget reductions in fiscal years 2011 or 2012 by laying off employees, according to the National Association of State Budget Officers. And the Labor Department reports that local governments have shed nearly a half-million workers since 2008. The implications of this tactic–for organizational performance and strength of governments’ human-capital pools over the medium- and long-term–merit consideration. But public agencies can weather the challenge with effectiveness intact and resilient workforces in place. Read more.

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The Hidden Cost of Human-Capital ‘Savings’

(From blogs.hbr.org) It’s hard to find leaders of the human resources (HR) function who are active in helping their organization improve the way it works. I asked dozens of people who are in HR or in process improvement to share examples of HR change leaders, and I only found a few. Though it’s rare, here’s an indicator of what is possible. In 2009 Tony Scibelli, Vice President of Human Resources and Operations at Faxton-St. Luke’s Healthcare learned that the Chief Operating Officer and Chief Nursing Officer were going to launch “relationship-based care,” a comprehensive cultural change program to focus doctors’ and nurses’ attention on patients and their families. He offered to have HR involved to address the people aspects. He showed them how HR could weave relationship-based care and continuous improvement into the fabric of this community hospital in central New York, for example by hiring and promoting the right people. He was at the table with them as they planned training and communications, and as they decided how to reward people who took on improvement projects. Read more.

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Blogs: Why Doesn’t HR Lead Change?

(From PRWEB) — The top reason for a leader’s failure is the inability or unwillingness to build relationships and a team environment, according to global survey data released by Right Management. Right Management is the talent and career management expert within ManpowerGroup, the world leader in innovative workforce solutions. “Failure to build a team or relationships was singled out by the most (40%) survey respondents,” said Bram Lowsky, Executive Vice President of Right Management. “Second was mismatch for the corporate culture cited by 26%. Remarkably, not delivering acceptable results was named by just 11% of respondents as among the main three causes for failure” Right Management partnered with research firm Chally Group to survey over 1,400 CEOs and human resource professionals from more than 700 companies globally to explore leadership effectiveness and development across regions and cultures. Read more .

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Poor Relationships Top Cause for Leader Failure

(From PRWEB) — During October, Recruiters in the U.S. placed 220,000 new job ads for tech related openings, according to WANTED Analytics, the leading source of real-time business intelligence for the talent marketplace. Although this occupation may be seeing a seasonal slowing in hiring demand, it remains the most demanded field in the United States, up 5.7% versus October 2010. This occupation reached a 4-year high in May 2011, when 250,000 jobs were advertised at a 40% year-over-year growth. Some of the most commonly advertised Computer Programming job titles include Project Manager, Software Engineer, Java Developer, Business Analyst, Systems Administrator, Database Administrator, and Programmer. Of these highly demanded jobs, Programmers saw the greatest increase, with a 15% year-over-year growth. Database Administrators were the only occupation of the above mentioned that saw a decline, down 1% compared to last year. Read more .

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Hiring for Tech Talent Begins to Slow, But Remains Most In-Demand Field

(From Gallup) Seventy-one percent of American workers are “not engaged” or “actively disengaged” in their work, meaning they are emotionally disconnected from their workplaces and are less likely to be productive. That leaves nearly one-third of American workers who are “engaged,” or involved in and enthusiastic about their work and contributing to their organizations in a positive manner. This trend remained relatively stable throughout 2011. These findings are from a special Gallup Daily tracking series conducted on an ongoing basis since the fourth quarter of 2010 to explore American workers’ engagement levels. Gallup’s employee engagement index is based on worker responses to 12 actionable workplace elements with proven linkages to performance outcomes, including productivity, customer service, quality, retention, safety, and profit. Further research shows significant linkages between engagement at work and health and wellbeing outcomes. Read more .

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Majority of American Workers Not Engaged in Their Jobs

(From CNN) — The concepts of emotional intelligence (EI), self-worth, authenticity, and employee meditation rooms might conjure up thoughts of new-age healing centers. But the benefits of tapping employees’ emotional happiness mean the ideas are now being picked up by mainstream corporations. Brochner Hotels, one of Copenhagen’s oldest and most successful boutique hotel chains, is one business discovering the benefits of EI. Karim Nielsen, the chain’s CEO, says he introduced the strategy to shift the company’s culture. Nielsen points to a reluctance, at times, of staff members to engage with customers, to sell its products and promote the brand. “The front desk is like a stop sign they don’t go beyond,” he says. Now, Nielsen is sending all hotel employees through EI training to help them become more open and confident, understand their own limitations and fears, and to boost their self-worth and comfort in dealing with other people. Read more .

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Emotional Intelligence: The Benefits of Singing the Blues

(From The Washington Post) — Today’s combat leaders, also known as tomorrow’s cohort of generals and admirals, are as operationally and tactically competent as any in our history. But in a period of reduced resources in Defense, we need to raise leaders for whom a broken play is an opportunity not a failure. And for this, we must return to and rejuvenate the kind of leader development some commanders adopted before 9/11. If combat and peacekeeping were not hard enough already, daily our world becomes more complex. Yet going into harm’s way to accomplish missions for which we have never been trained is nothing new. From Vietnam’s jungles to, decades later, the Arabian Desert, we have time and again had to operate in ways we never imagined. We took our hastily reorganized conventional units to Bosnia for a peace enforcement mission we never anticipated. We literally had to make up new tactics as we deployed. The lessons most important for me throughout a career of reacting to the unanticipated always came when a senior officer took the time to show me what I had done wrong or what I could improve, regardless of whether the advice followed a disaster or a success. That’s “scar tissue learning”. It’s the type of intimate and insightful investment in a young officer that yields operational maturity, adaptability and the confidence to take risks in the face of the daunting uncertainties of combat. Read more .

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On Leadership: Reviving the military’s golden age of leadership development

(From PRNewswire) — Workforces worldwide are reaching their tipping point as employee satisfaction, or engagement, continues to be sluggish and remains at the lowest level since 2008, according to analysis recently released by Aon Hewitt, the global human resource consulting and outsourcing business of Aon Corporation. At the end of the third quarter, Aon Hewitt analyzed its Employee Engagement Database of more than 5,700 employers, representing five million employees worldwide. The findings reveal an engagement level of 56 percent thus far in 2011, which is the same as 2010, but lower than 2009 (60 percent) and 2008 (57 percent). Traditionally, engagement levels between 65 percent and 100 percent represent a high-performing culture; 45 percent to 65 percent indicate the workforce is indifferent to organizational success or failure; and anything lower than 45 percent represents a serious or destructive range. According to Aon Hewitt, the largest drop in engagement this year is employees’ perception of how companies manage performance. Workers worldwide believe their employers have not provided the appropriate focus or level of management that would lead to increased productivity, nor have they connected individual performance to organizational goals. Read more .

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Global Employee Satisfaction Continues to Lag in 2011

(From Business Finance) — A strong manufacturing base is viewed as fundamental to the economic success and effectiveness of the U.S., both in terms of its role in the economy and its function as a job engine. Yet, the results of a recent survey of U.S. manufacturers conducted by Deloitte with the National Manufacturing Institute highlight a worsening talent shortage that threatens the future of the industry. Among the survey’s 1,123 respondents, 67 percent reported a moderate to severe shortage of available qualified workers and 56 percent anticipate this shortage to grow worse in the next three to five years. Additionally, results reveal that 5 percent of current jobs are unfilled because qualified candidates cannot be found. When asked to look ahead three to five years, respondents indicate that access to a highly skilled, flexible workforce is the single most important factor for their future business success, well ahead of other factors, including new product innovation and increased market share. The manufacturing industry, like many industries, is undergoing a rapid evolution spurred by technology advances, globalization and shifting demographics. An aging and retiring workforce, combined with technological advances, outmoded talent recruitment and management processes, and continued global expansion are taking their toll. The shortage of qualified workers has been a serious issue for years, which begs the question, what must be done differently in order to achieve the results necessary to be effective, especially in the face of growing global competition? Read more .

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How to Confront the Talent Crisis in Manufacturing

(From 3BLmedia.com) — Discovery Communications announced the expansion of its “Discover Your Skills” public affairs job skills program with new resources and programs to support veterans in locating and accessing the training and resources to translate their military skills and experience into civilian job opportunities. The veterans-focused initiative includes new training and resource information specifically for veterans on www.DiscoverYourSkills.com, as well as on-air public service announcements on Military Channel, featuring Lou Diamond Phillips of Military Channel’s “Officer and a Movie,” to direct viewers to the new resources. Read more .

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Discovery Communications Expands ‘Discover Your Skills’ Job Growth and Skills Development Initiative with New Resources and Programs for Veterans

(From 3BLmedia.com) — Discovery Communications announced the expansion of its “Discover Your Skills” public affairs job skills program with new resources and programs to support veterans in locating and accessing the training and resources to translate their military skills and experience into civilian job opportunities. The veterans-focused initiative includes new training and resource information specifically for veterans on www.DiscoverYourSkills.com, as well as on-air public service announcements on Military Channel, featuring Lou Diamond Phillips of Military Channel’s “Officer and a Movie,” to direct viewers to the new resources. Read more .

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Discovery Communications Expands ‘Discover Your Skills’ Job Growth and Skills Development Initiative with New Resources and Programs for Veterans

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(From Business Wire) — Training grants from the U.S. Department of Labor are creating new opportunities for American workers to build skills, attain professional credentials, and fill job openings in a job market that is calling for greater specialization. In early October, the Department of Labor announced $159 million in H-1B Technical Skills Training grants to 36 job training and placement programs throughout the country. The program aims to increase access to training and certification for Americans in occupations where specialized skills are needed and demand is highest. Read more .

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New Department of Labor Grants Offer Training and Certification Opportunities for American Workforce

(From Business Wire) — At a time when many businesses are still doing more with less, The Vaya Group today released six tips for optimizing talent. “Many business leaders start out with good intentions, but then get distracted by the urgent crisis of the day,” said Paul Eccher, author and co-founder and principal of The Vaya Group. “However, when performed routinely, a few practical steps can keep talent fresh, current, and most importantly, productive for the organization.” 1.

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(From USA Today) Is it the office pizza parties? The on-site child care? The pay or the perks? The Great Place to Work Institute examines elements that make for a standout workplace and has released its first-ever list of multinational companies most successful at keeping their employees happy. Firms that rank high on the consulting and research group’s lists of great employers have three traits in common: employee trust in management, pride in the company, and camaraderie with colleagues. Read more .

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At Best Places to Work, Trust, Pride and Camaraderie Overshadow Pay

(From PRNewswire) — If you are looking for a trade school in Los Angeles that provides cutting-edge training that will prepare you for the burgeoning green revolution, look no further than the Coast Career Institute, a career college in Los Angeles (and Colton) that has a solid track record of placing graduates in secure, well-paid jobs. There are a lot of vocational schools in Los Angeles, but only a select few provide comprehensive, in-depth training for innovative fields like solar panel installation. This is indisputably a growth industry. According to nonprofit organization the Solar Foundation, over 93,000 workers spent more than 50% of their time on solar-related projects in August of 2010 alone. In California, the increasing demand for solar panel technicians is even more evident; the sun-soaked state maintains the single largest solar power capacity in the United States (as of 2009, 1101 megawatts). Read more .

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Los Angeles’s Coast Career Institute Provides Training in Green Jobs

(From PRWEB) — It’s hard to justify employee engagement if we confuse the means with the ends. In a recent analysis of survey results from more than 145 organizations and 1.5 million employees conducted by TNS Employee Insights, the end was obvious: the customers. A comparison of High Performing Companies, those who are leaders in their industries and demonstrate sustained financial growth, as compared to other organizations, showed that not only did these organizations tend to have better relationships with their employees, their employees were more focused on customers . The analysis found that a focus on the “ends”, or the end user, the customer, went hand in hand with a drive toward constant improvement and innovation. TNS Employee Insights found the differences between High Performing Companies (HPCs) and other firms is consistent: employees in HPCs are much more dedicated to understanding customer needs and use that understanding to improve how they do their jobs. They are also more likely to say that the firm is making necessary changes to be competitive. Bottom line: employees in HPCs are more market focused – their line of sight is not exclusively internal, but is focused externally on what is happening around them and their company. In addition, the analysis found that employees in HPCs report a constant drive for improvement, and a focus on future possibilities versus acceptance of what is today. They are far more likely to look for new and better ways to do things, strive to improve performance, and feel the company as a whole has a vision for the future that is inspiring. There is an energy that is tangibly different than non-HPCs. Read more .

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Employee Engagement to What End?

(From www.newjerseynewsroom.com) The state government has invested nearly $3.6 million to train employees in New Jersey industries, Gov. Chris Christie said Tuesday. The money, provided through the state Department of Labor’s Workforce Development Partnership Program, will fund training for 8,509 workers at 81 companies in skills that will improve business operations and enhance the marketability of the employees. The companies will spend more than $5.2 million to pay the employees while they undergo the training. “Customized training grants advance the skill level of the workforce and increase the ability of New Jersey businesses to compete in the global economy,” Christie said during a visit to the historic James Candy Co. in Atlantic City, one of the earliest makers of salt water taffy. Read more.

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N.J. invests $3.6M to bolster skills of over 8K workers

(From www.sacbee.com) Georgette Borrego Dulworth has been appointed Director of Talent Acquisition and Global Diversity, Chrysler Group LLC. Dulworth joins Chrysler Group with twenty years of cross-functional experience in human resources, legal, finance, and corporate administration. She joins Chrysler Group from Cobasys LLC, where she served as General Counsel, managing all legal matters for the company. Dulworth is also the former owner and CEO of Tech-Line Automation, Inc., a certified Michigan minority-owned engineering firm and a Tier 1 supplier to the automotive industry, including the former DaimlerChrysler. Read more.

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Chrysler Group Names New Head of Talent Acquisition and Global Diversity

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A new study reveals the career-related differences among the four generations of workers in today’s workplace: Matures (born in 1945 or earlier), Baby Boomers (born between 1946 and 1964), Generation Xers (born between 1965 and 1979), and Millennials (born in 1980 or later). More than 3,000 Canadians were surveyed to determine if there were significant inter-generational differences in their work priorities, career attitudes, career experiences, and career outcomes. Among the findings, data provide evidence of generational differences in terms of work priorities. The youngest generation, the Millennials, placed more importance on work characteristics that lead to self-improvement, as well as social aspects of the workplace. In contrast, the values of Generation X employees emphasized the need to find a balance between work and personal facets of life. Both Boomers and Matures were concerned with staying relevant in an ever-changing work environment. However, these oldest two generations differed in that Boomers remained focused on advancement and achievement while Matures were striving to leave a lasting impression in their organizations. Read more .

(From PRNewswire) — “Forty-four percent of business leaders reported they are unhappy with the performance of their employees and 70% of those struggling business leaders believe they need to adjust their approach to how they are communicating so they can better motivate their teams to get the results they desire,” said Leadership and Workplace Communication Expert Skip Weisman, President of Weisman Success Resources. These are among the key findings of a survey of approximately 200 business leaders that subscribe to the Leadership & Workplace Communication Expert Blog published by Weisman. In the study, these business leaders ranging from C-Level executives at large corporations to small business owners were asked to evaluate their skills, comfort level and results achieved through their application of the three different levels of leadership communication: Their own self-communication Communicating in front of a group setting Communicating individually one-on-one with their team members. Read more .

(From Business Wire)–CareerBliss, the leading online career community helping people find joy and success at every step in their careers, announces new data that highlights the scariest states for jobseekers. CareerBliss evaluated how employees feel about growth opportunities in their state, as well as unemployment numbers to determine which states were the scariest in today’s job market. Read more .

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CareerBliss Names the Top Ten Scariest States for Job Seekers

The goal of corporate learning is to get the greatest number of people consciously competent in their roles as quickly as possible.

(From FINS) — If you’re trying to move up the ladder, you’re probably doing it all wrong. So claims consultant and workplace expert Alexandra Levit in her new book Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success , which was released earlier this month. Levit offers up 10 things people tend to believe about their careers and how following them will only set you up for failure. FINS caught up with Levit in a phone interview to talk about some of these career assumptions and why they’re not true. Myth: Being Good at Your Job Trumps Everything Even if you’re the best employee the company has ever had, if no one knows about your numbers, it doesn’t matter. “Your department won’t be perceived as important, even if you’re doing a good job, if the right people don’t understand what you’re contributing to the bottom line,” Levit said. You need visibility. To get that, you’ll have to self-promote without being obnoxious or overly “braggy.” Start with your boss, Levit said. Update him or her with weekly status reports that quantify your results. Check in as often as he or she wants. You can also send a gracious email to your boss and your team as well as a few higher-ups, thanking everyone for their input. That way, you highlight what you did while appearing to appreciate the help of your colleagues and superiors. Read more .

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When Great Performance Won’t Get You a Promotion

(From voxy.co.nz) — An independent evaluative report released this week into the Learning Representative Programme shows that workplace learning supported by Learning Representatives (Learning Reps) led to improved individual worker and workplace performance. Established in 2005, the Learning Representative Programme is managed by the New Zealand Council of Trade Unions (NZCTU) and funded by the Tertiary Education Commission. Its main purpose is to train workers as Learning Reps to identify, advocate for, and facilitate, workplace learning amongst their peers, with a particular focus on workplace literacy, language and numeracy issues. There are currently 422 registered Learning Reps, employed across 150 workplaces in 94 different organisations across New Zealand. Heathrose Research Limited was commissioned earlier this year to conduct the evaluation in a joint initiative by NZCTU and Ako Aotearoa – The National Centre for Tertiary Teaching Excellence. The research intent was to determine the effectiveness of the Learning Reps programme, and to assess its value to a range of stakeholders, including the Learning Reps themselves, their co-workers engaged in workplace learning initiatives, employers and unions. Read more .

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New Zealand: Workplace Learning Contributes to Improved Performance

(From tmcnet.com) — “Any company trying to compete must figure out a way to engage the mind of nearly every employee.” –Jack Welch, former CEO of General Electric With these words, Welch associates corporate success not with employee satisfaction as usually discussed, but rather with “employee engagement,” a more pro-active approach with proven links to bottom line performance.

NORWALK, Conn., Oct 26, 2011 (BUSINESS WIRE) — Author and eLearning Coordinator Dr. Jane Bozarth will deliver the keynote address at the Questionmark 2012 Users Conference, to be held March 20 — 23 in New Orleans. This will be the tenth annual North American conference organized by Questionmark, a global provider of assessment technologies and solutions. Bozarth’s presentation, “Look before You Leap: What You Measure is What You Get,” will emphasize the importance of planning quizzes and tests with solid objectives and clear outcomes in mind. She will demonstrate the ways in which assessments can end up failing to measure what authors intend. The presentation will also include tips for improving assessments by building them into the design of a learning program and using them to support organizational goals. Read more.

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Jane Bozarth to Address Questionmark Users Conference

(From articulate.com) PowerPoint’s designed as a presentation tool.

(From Education Week) Los Angeles 1st grader Lena Barrett clicks through a series of icons and logs on to a laptop under the fluorescent lights of her classroom. Before long, a cartoon version of a game-show announcer appears. “It’s time to show what you know by finding words,” the announcer says. “In this game, you will click on words that mean the same thing as the word the narrator says. Click on the word that means the same thing as ‘marvelous.’ ” Lena, dressed in her school’s burgundy-plaid uniform, clicks on “wonderful,” and the announcer doesn’t waste time with praise. “Pay attention. Go as fast as you can and do your best,” he says. A few words later, she hesitates over “fragile,” before finally clicking on “breakable.” Six-year-old Lena was among 116 kindergartners last year who participated in an experiment at her school with a teaching method called blended learning, in which students learn from computers as well as teachers.

(From New Mexico Business Weekly) — The New Mexico Department of Workforce Solutions awarded $2 million in grant funding for three community colleges to expand green training opportunities. The grant, funded through a $6 million award from the U.S. Department of Labor, will allow Mesalands Community College in Tucumcari, Central New Mexico Community College, and Santa Fe Community College to expand or develop occupational training programs in the wind, solar biofuels, green building and energy efficiency sectors. Those colleges have been designated “centers of excellence” by Workforce Solutions. They will develop statewide green training programs for their local communities, and for other communities through a “train-the-trainer” approach that will help other New Mexico colleges set up energy-related curricula and courses, said Workforce Solutions Secretary Celina Bussey in a news release. Read more .

(From PRWEB) — Despite workplace pressures and slow growth for compensation, greater opportunity for advancement is the number one priority sought by employees in their next position, according to a survey by Right Management, the talent and career management experts within ManpowerGroup. During September and October Right Management polled 561 North American workers via an online survey and asked: What is your highest priority in your next position? Greater opportunity for advancement

(From CMIO.net) Physicians do not receive adequate training to effectively use their EHRs, according to a report released by AmericanEHR Partners. Almost half (49.3 percent) of respondents received three or fewer days of training. However, three to five days of EHR training was necessary to achieve the highest level of overall satisfaction, according to the report. Other key findings from the report included: Overall satisfaction with an EHR was highly correlated with whether the respondent was involved in the EHR selection process. Ratings on ease of use for basic EHR functions required for meaningful use continued to improve with more than two weeks of training. Ratings on ease of use for specific meaningful use measures varied significantly. More training–at least one week–was correlated with improvement in the reported usability of advanced EHR features (e.g. checking patient formulary, importing medication lists and medication reconciliation). Read more.

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Survey: Most physicians require more EHR training

(From CMIO.net) Physicians do not receive adequate training to effectively use their EHRs, according to a report released by AmericanEHR Partners. Almost half (49.3 percent) of respondents received three or fewer days of training. However, three to five days of EHR training was necessary to achieve the highest level of overall satisfaction, according to the report. Other key findings from the report included: Overall satisfaction with an EHR was highly correlated with whether the respondent was involved in the EHR selection process. Ratings on ease of use for basic EHR functions required for meaningful use continued to improve with more than two weeks of training. Ratings on ease of use for specific meaningful use measures varied significantly. More training–at least one week–was correlated with improvement in the reported usability of advanced EHR features (e.g. checking patient formulary, importing medication lists and medication reconciliation). Read more.

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Survey: Most physicians require more EHR training

(From US News and World Report) People with science, technology, engineering, and mathematics (STEM) degrees or certifications are in a prime position in the economy, according to a new workforce study released this morning. Workers with associate’s degrees in STEM fields out-earn 63 percent of people who have bachelor’s degrees in other fields. Almost half of workers with bachelor’s degrees in STEM fields out-earn workers with Ph.D.’s in other fields, according to the Georgetown University Center on Education and the Workforce. That doesn’t mean people with STEM degrees are necessarily working in those fields, says center Director Anthony Carnevale, the lead author of the report. He says technical skills have “become the common currency of the labor market,” much the same way a liberal arts education was seen as a basic requirement for high-paying jobs in past years. Occupations in STEM jobs will continue to grow—the center estimates that careers in the field will make up about 5 percent of all jobs by 2018, but demand for STEM skills in other fields has skyrocketed. Read more.

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Blogs: Demand, Pay for STEM Skills Skyrocket

(From clomedia.com) Creating a sense of organizational community helps increase employee engagement and retention in a multigenerational workforce. With today’s multigenerational workforce, ranging from traditionalists to the baby boomers to Generations X and Y, learning leaders face the challenge of building continuity along with individual development amid a divide in workplace values. Each generation holds a unique set of values. Traditionalists, those born before 1946, value core skills and hard-nosed standards; the baby boomers, born just after ’46, value hard work and multi-tasking; and Generations X and Y embrace the development of technology. Each is tasked with coming together for a common purpose: to work toward the success of a business. Add in a perilous economic climate, where workers are consistently worried amid job cuts and corporate restructuring, and learning leaders feel pressure to bridge these differences toward continued development, greater training and success. Read more.

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Great Learning Starts With Communities

(From UNC Kenan-Flagler) — We are living through an exciting era in technology development—the emergence of interactive, social media and virtual technologies whose business applications are not yet fully realized. While marketing professionals have been quick to embrace the potential of these technologies for product placement, branding and sales, HR and talent management professionals have approached them with a little more caution as they explore how interactive, social media and virtual world technologies can be effectively applied to attract talent to their organizations. This white paper: Identifies some of the major players in social media and describes their main features; Examines the pros and cons of using social media, simulations and virtual world technologies to expand talent pools and to identify good job candidates; Explores how leading organizations are using these technologies in their HR practices, and; Provides HR and talent management professionals with information they can use to help them incorporate social media and virtual technologies into their organizations’ hiring practices. Read more .

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The Recruiting Revolution: How Technology Is Transforming Talent Acquisition

(From FederalNewsRadio.com) — Making sure new employees are fully integrated into an agency is important — especially when that new employee is the boss or a high-powered senior executive. The Office of Personnel Management is rolling out a new one-year transition framework to help new executives transition better and faster through an “onboarding” process. OPM’s plan, called “Hit the Ground Running,” includes checklists and goals for new high-level hires. John Palguta, vice president for policy at the Partnership for Public Service, told the Federal Drive with Tom Temin and Amy Morris the onboarding model has been gaining traction across the government and for a variety of positions. “Everybody can think back to a time when they started a new job and had a bad onboarding experience,” Palguta said. “They showed up on the first day, the organization wasn’t ready for them, they had a desk but nothing on it, IT had not gotten them a password and it was just a terrible experience.” Read more .

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New OPM guidance aims to help senior executives "hit the ground running"