The demands of work are putting pressure on HR teams to rethink training programs.
By Doug Stephen
“Choose a job you love, and you will never have to work a day in your life.” This famous and often quoted statement from Confucius had the right sentiment, but some would argue that he forgot the finer points on just how to obtain and retain that dream job.
In a tight labor market, organizations are looking from within to fill talent shortages.
By Marta Chmielowicz
Today’s job market is plagued with skills shortages. According to SHRM’s The Global Skills Shortage study, 83 percent of HR professionals have had trouble recruiting suitable candidates in the past 12 months, and 75 percent of these struggling leaders attribute their difficulties to a lack of available skills. The country is also facing full employment: In December 2018, there were 7 million open jobs in the U.S. but only 6.3 million unemployed people looking for work.
Three important steps in implementing an effective diversity and inclusion training program that aligns with company needs.
By Aaron Lincove
In recent years, diversity and inclusion (D&I) have become top priorities for all businesses—and for good reason. Research by McKinsey & Co. reports that ethnically diverse companies outperform industry norms by 35 percent, and Bersin™, Deloitte Consulting LLP indicates that inclusive organizations are 1.7 times more likely to be innovator leaders in their respective markets. Given these benefits, it is no surprise that organizations of all sizes are realizing the value of D&I when it comes to employee engagement, financial performance, and brand recognition.
Four HR leaders share how their approaches to mentoring programs are solving talent challenges.
By Marta Chmielowicz
Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions—it is an expectation. In fact, according to LinkedIn’s 2018 Workforce Learning Report, a whopping 93 percent of employees would stay at a company longer if it invested in their careers.
In a time of skills scarcity, leading organizations are adopting a multi-dimensional approach to talent acquisition and development.
By Jeff Kavanaugh
Organizations are struggling to find talent with the right skills to meet digital business needs. This trend led the Infosys Knowledge Institute to conduct a worldwide study of more than 1,000 senior management executives globally. The research shows that today’s digital environment is calling for new skills, producing talent gaps that organizations have to fill. What else did it discover? Here are five key takeaways from the recent study.
United Overseas Bank is retraining its employees and empowering them to shape the future of their workplace.
By Michael Switow
United Overseas Bank (UOB), one of southeast Asia’s largest banks, is transforming the way it interacts with clients.
Reskilling is a here and now solution to the talent shortage.
By Tierney McAfee
With the number of employees who are voluntarily quitting their jobs higher than ever, organizations are placing utmost importance on retaining current workers and reskilling them, or teaching new skills to help them transition into different roles within the same organization.
The business world is transforming and the HR profession is transforming with it.
By Simon Kent
The role of HR today is more complex than ever. Innovations in data science and technology, the growth of a diverse, multi-generational workforce, and increasing globalisation are shifting the focus of HR departments from process-centric administrative tasks to people-centric functions that support greater business strategies. Throughout all of these talent landscape transitions, the HR profession has been forced to grow and evolve.
A teaming environment fosters trust and collaboration among the workforce.
By Bellaria Jimenez and John F. Bucsek
Employers are facing more challenges today than ever before. Competition is now global, customer attention is in high demand, and technology can be a friend or a foe. In order to compete, employers need to find a new way to stay ahead of the pack. Organizations have an opportunity to outperform their competition by having a purposeful focus on diversity and attracting talented women to their rosters. This is not an HR exercise to check a box, but a true differentiating strategy to bring diversity of thought into the organization. By focusing on the human capital, a business can promote new ideas, service models, and creative approaches to sprint ahead of the competition.
In the age of transformation, executives are forced to adapt to a new way of working.
By Michael Switow
In an age of disruption, what types of leaders are needed to drive organisational success?
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