Empower the workforce of the future by proactively building a diverse leadership pipeline.
By Marta Chmielowicz
In today’s competitive and fast-moving business world, innovation is key—and there’s no shortage of advice about how companies can innovate. From adopting AI-enabled technologies to embracing an agile mindset, HR leaders are working hard to stay ahead. But there’s another proven driver of progress and change that organizations can add to their list of strategies: building a diverse leadership team.
An organization shares its strategic approaches to attracting recent college graduates.
By Julie Palmer and Claire Romaine
With the unemployment rate below 4 percent, competition for top talent is tougher than ever. However, waves of new talent are about to enter the workforce as the collegiate class of 2019 graduates across the country. Organizations must capitalize on the momentary influx and adjust both their recruitment strategies and benefits programs to appeal to the graduating demographic. When it comes to attracting and retaining young talent, there are a few key factors for HR professionals to consider.
Study uncovers what conditions at work are most likely to attract and keep workers:
- Sixteen percent of employees around the world consider themselves fully engaged, revealing 84 percent of the global workforce is not working at its full potential.
- Biggest driver of engagement is whether you work on a team: Employees who identify as part of a team are 2.3 times more likely to be fully engaged.
- Trust is a foundation of engagement: Employees who trust their team leader are 12 times more likely to be fully engaged in their work.
- The United Arab Emirates has the highest percentage of fully engaged workers at 26 percent, while China has the lowest with just 6 percent. Engagement in the United States sits at 17 percent.
Roseland, NJ – June 14, 2019 – As organizations strive to better understand the art of employee engagement in a highly competitive labor market, the ADP Research Institute’s 19-country Global Study of Engagement provides a global benchmark for engagement. The study reveals that 84 percent of workers globally are just “coming to work” instead of contributing all they could to their organizations as “fully engaged” employees.
The study surveyed more than 19,000 employees (1,000 per country in a stratified random sample) around the globe to measure their level of engagement and identify the work conditions most likely to attract and retain talent. The research indicates that working on a team improves engagement. In fact, employees who identify as part of a team are 2.3 times more likely to be fully engaged. However, “teams” are often not the same as what is reflected on the organizational chart. Of those employees who work on a team, 64 percent report they work on more than one team, and 75 percent report their teams are not represented in their employer’s organizational chart.
At Mission Hills China, the path to success may not lie straight ahead.
By Michael Switow
At Mission Hills China, a multi-billion dollar company that is home to the world’s two largest golf resorts as well as a range of other businesses, one top executive started his career in property sales. Later he moved to the PR and marketing department, and now he heads a major tourist attraction and film studio called Movie Town, which welcomes more than two million visitors a year.
Even though some workers are temporary, organizations should strive to leave a permanent positive impression.
By Marta Chmielowicz
In a business world where 41.5 percent of the average enterprise’s overall workforce is composed of non-employee labor, according to Ardent Partners’ The State of Contingent Workforce Management 2018-2019 report, organizations are putting the role of contingent workers front and center. In fact, the growth of the gig economy is serving as the catalyst for a new world of work—one that is increasingly innovative, dynamic, and responsive to transformative market pressures and global challenges.
An eye on company values, leadership, mission, and brand can elevate the employee experience and deliver a competitive advantage.
By Sue Quackenbush
With the sharing economy in full swing, employees now have the power to broadcast their overall experience with an organization—the good, bad, and ugly—to a wide audience. Their reviews illustrate that in today’s competitive global market, pay isn’t the only criteria that attracts and retains good talent: Employee experience now displaces simple employee engagement as the number one focus for organizations. Experience comprises the sum of an employee’s perceptions about a company, making it a much more important and challenging focus area for organizations. And with the shrinking talent pool adding another wrinkle, companies must focus on the employee experience now more than ever.
HR leaders need to remember there’s a reason why their job titles include the word “human.”
By Elissa Barrett
HR professionals are often at the forefront of listening and learning from peers, leaders, and employees. They are the gatekeepers of the candidate experience and the ones that employees approach to talk, vent, share, laugh, and let’s face it: cry. And through those conversations, the gathering of data without conscious awareness occurs.
The 2018 iTalent Competition winner empowers organisations to act on worker feedback in real-time to make a real difference.
By Taylor Thompson
In the past few decades alone, human resources has evolved from an administrative function to a growing industry arguably centered around the most important department in an organisation. The workforce has transformed to accommodate advancements in technology and the work-life balance expectations of the up-and-coming generation of workers. Out of this change comes the race to not only retain top talent, but to maintain an organisation’s current workforce. What better way to keep top performers than going to them directly to find out what works and what doesn’t? Whilst asking employers for feedback on current business practices sounds like a straightforward task, James Anderson, co-founder of Peachy Mondays, began to see otherwise.
By following these four key principles, organizations can build strong teams to reduce turnover.
By Dr. Randy Ross
People and organizations thrive in relationally rich environments. When organizations put people above profits, their priorities produce rich dividends both culturally and economically. The heart of any business is its people, and the best organizations serve people well, both internally and externally.
BOK Financial develops key soft skills in younger workers to encourage retention and career growth.
By Stacy Tiger
Like older workers, younger employees greatly value many of the traditional aspects of a high-performing workplace: competitive compensation and benefits, a friendly atmosphere, and the chance to grow and develop. But with their unique circumstances, background, and relative lack of experience, young employees possess different skill sets and tend to approach workplaces with different perspectives compared to their older peers.
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