Bridging the Generational Skills Gap
Amy Clark, chief people officer at D2L, discusses how HR leaders can leverage AI learning tools to support the growth and development of young, entry-level employees. By Maggie Mancini As…
Workforce Generations
For Gen Z Brits, Work is Core Part of Identity
Research from Foresight Factory finds that 37% of U.K. employees ages 16 to 24 easily accept the authority of their bosses. By Maggie Mancini Despite concerns that Gen Z employees…
What Gen Z Wants from Recognition
Tailoring reward offerings to align with preferences of the younger members of the workforce can boost engagement and retention. By Maggie Mancini Gen Z’s presence in the workplace is growing…
Embracing Age Diversity
As workplace demographics shift, HR must proactively prepare for the benefits and challenges of maintaining a multigenerational workforce. By Simon Kent There’s no denying today’s workplace is radically different to…
Gen Z Concerned About Impact of AI
There’s never been a more tumultuous time for young people to plan for and embark on their careers, and employers can benefit greatly from career insights from this data set.…
Nearly Half of Gen Z Consider Working Abroad
Nearly half (44%) of 18-to-24-year-olds believe working remotely doesn’t have to mean working in their home country. With Gen Z set to make up a quarter of the workforce by…
Flexibility Isn’t King
Generational divides become evident when it comes to which groups care most about flexibility. By Zee Johnson For many workers, working remotely or flexibly was not much of an option…
Generation Next
Strategies to develop a holistic workforce strategy to attract younger talent and contingent workers.
By Vish Baliga
The pandemic has challenged companies to rethink their workforce strategies in profound ways, particularly with respect to remote work and gig opportunities. Much of the U.S. has become a work-from-home economy, with over 42% of the workforce now working from home or a remote location full-time. Many of the concerns associated with working from home have been addressed with the aid of new technologies and work practices. In fact, the pandemic-induced remote work environment has provided ideal conditions to validate the benefits of remote work for organizations, workers, and society at large.
A New Approach to TA
Turkcell’s digital process has revolutionised recruitment for early career talent.
By Marta Chmielowicz
Turkcell, the leading mobile phone operator in Turkey, realised that empowering today’s youth is critical to laying the groundwork for a more sustainable future. By engaging recent graduates and early career talent, the company tapped into a promising talent pool -a prospect that was especially enticing given that Turkey has the highest proportion of youth in the EU, with nearly half of its population under the age of 31.
Are You Talking to Me?
An individualized approach to health and well-being benefits can drive engagement in a multigenerational workforce.
By Marta Chmielowicz
Facing rising costs of living and significant transformation in the world of work, today’s employees are more stressed than ever. In fact, 35 percent of all employees and 50 percent of millennials have seriously considered switching jobs due to stress. And employees increasingly expect their employers to address the stress issue, with 60 percent of survey respondents reporting that they feel it is important for companies to offer health and well-being resources that encompass physical, emotional, financial, and social health.
A Connected Culture
Ally Financial is redefining its benefits program to meet the needs of the modern family.
By Kathie Patterson
An organization’s culture and purpose are key driving factors in attracting and retaining talent, and this is particularly the case with top millennial and Generation Z workers. While all employees may want the same things regardless of age, younger generations are more vocal about what they need from their employers and have called on companies to be more thoughtful and willing to evolve with today’s changing society. Ally Financial strives to be open with its employees, listening to feedback in order to be better and do better for its workforce.
Money, Motivation, Mobile Tech, OH MY!
New research uncovers some surprising preferences of Generation Z workers.
By Chas Fields
Generation Z workers may not be so different from the rest of us after all. A 2019 study from The Workforce Institute at Kronos, How to Be an Employer of Choice for Gen Z, uncovered the familiar -and at times contradictory -motivations and anxieties of Gen Z, the youngest entrants to the workforce. Regardless of education, location, or vocation, it’s clear that Gen Z workers are seeking the same things as the generations that came before: stability and recognition. However, there is one big caveat: Their hopefulness for success in the workforce is met with equally prominent anxiety.
Decreasing the Generational Divide
TD Bank shares its strategies to embracing a multigenerational workforce and creating a culture of collaboration.
By Marta Chmielowicz
A new phrase has gone viral on the internet and social media, bringing to light a fundamental disconnect between younger generations and baby boomers: “Ok, boomer.” And as it makes the rounds on social media, emerging in memes, hashtags, t-shirts, and even the halls of parliament, it is also increasingly making its way into the workplace -raising culture concerns that could have dire consequences for businesses.
The Start of Something New
Technological innovations and generational demands are poised to transform the way work is done in 2020 and beyond.
By Emily He
The future of work has been a hot topic in recent years, fueled by a barrage of technological advancements impacting nearly every industry and organization. Business leaders far and wide are being pushed to innovate or risk falling behind -and HR leaders are no exception. New developments in artificial intelligence (AI), machine learning, and chatbots are shaking up the landscape for HR, raising concerns around automation and job displacement while forcing teams to adapt to changing employee expectations and evolving workplace norms.
Career Champions
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.
Mind on Mobility
Short-term relocation assignments are emerging as a strategy to keep younger workers engaged and loyal to the organization.
By Marta Chmielowicz
Globalization is raising the bar on mobility. As technology strengthens economic and intellectual connections across the world, leading multinational companies are looking to develop a new generation of leaders with a global mindset and multicultural experience.
The Next Gen Norm
Organizations need to focus on flexibility, growth opportunities, and company values in order to attract young talent.
By Jenn Labin
A decent, competitive salary and a basic health package was once enough to entice workers to join an organization, but today’s new generation of job seekers is demanding different, less tangible, benefits from prospective employers.
Ghost Busting
Keeping candidates engaged throughout the recruitment process is more important now than ever.
By Marta Chmielowicz
While ghosting is a common event in today’s dating scene, it is making its way into the business world. And it is something that both recruiters and job candidates are guilty of: Hiring managers have long allowed applicants to fall into the recruitment “black hole” and candidates are now starting to return the favor by skipping interviews, ignoring job offers, not showing up for start dates, and even quitting without a word.
Millennial Mindset
Factors that make a difference when creating an attraction strategy for this generation.
By Brenda Leadley
By 2020, millennials will make up more than one third of the world’s working population. Allianz Global Corporate & Specialty’s new report, Trend Compass 2019, found that the influx of millennial employees will be a significant challenge for businesses over the next five years. In the global war for talent, companies need a clear millennial strategy.
The Age of Collaboration
Today’s multi-generational workforce has a lot potential, but will only reach it if organisations can manage its many complexities.
By Simon Kent
A long history in the paper and packaging industry means the workforce at Mondi is extremely diverse. The company has operations in over 33 countries and creates paper and packing for large, fast-moving consumer goods (FMCG) companies such as Nestle, P&G, and Unilever. According to Group HR Director Michael Hakes, many of the company’s 26,000 employees started with Mondi straight out of school and still make up an important part of its workforce some 40 years later. Naturally, this has created an age-diverse workforce that presents both benefits and challenges.
Putting the Micro in Microsoft
Microsoft’s micro-internship program delivers learning with a practical touch.
By Marta Chmielowicz
The transition from college student to working professional can be challenging for recent graduates. According to McGraw-Hill’s 2018 Future Workforce Survey report, only 41 percent of college students feel well-prepared for their future careers, and 51 percent desire more opportunities for internships and professional experiences. But when 40 percent of today’s internships are unpaid, according to NACE, these opportunities remain inaccessible to a large percentage of the student population. Microsoft, in partnership with Parker Dewey, is one enterprise addressing the weaknesses of the traditional structure with a new approach: the micro-internship.
Scholarly Advice
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.
Thinking Outside the Box
Creative solutions to HR challenges can help organizations stay relevant.
By Anthony Onesto
HR has long been viewed as a rule-oriented profession for those who excel at balancing regulatory, legal, and employee concerns while also helping companies recruit great talent. But recruiting talent today is not as straightforward as it once was -and neither is creating a company culture that retains employees.
Next Generation of Leaders
Empower millennials with development programs that are suited to their strengths.
By Cheryl Allen
There is great value in using generational research to effectively inform people practices. The current workforce makeup of baby boomers, Generation X, millennials, and Generation Z is likely one of the most diversified in history. Each generation is equipped with skills and knowledge based upon the environment they grew up in, and organizations are searching for them in the current competitive business environment.
