As employers bemoan the harsh reality of the lack of qualified workers, other organizations are taking steps to overcome the obstacle, including creating their own in-house education programs.
A new study recently released by Udemy showed how distracted employees are during work hours, how they're responding to distractions, and the price of distraction for employers. The research found a strong correlation between increased levels of distraction, decreased productivity, and a lack of proper training at work. But what is causing all this distraction at work? It might not be what you think.
According to a new survey by Korn Ferry of nearly 5,000 professionals, being bored and lacking challenge is the number one reason employees will seek a new job in 2018.
A change is coming to talent pipeline development. Can’t find an engineer or computer analyst, for example? Why worry about college graduates when employers can develop their own through apprenticeship programs. Long associated with skilled trade workers, electricians, etc., the European model is coming to America.
Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. It increases the likelihood of having internal, experienced and capable employees that are prepared to assume these roles as they are vacated. Succession planning is crucial in order to avoid an organizational crisis when someone in a key role leaves.
Just to be sure you caught what the title states – millennials are quitting jobs they LIKE. A new study by Qualtrics and Accel found that 74% of millennials who like their jobs plan to leave within the next three years. Why would anyone quit a job they actually enjoy and are happy at?
When done correctly, employee development can be one of the biggest drivers of success in an organization. Numerous research studies demonstrate that career advancement (or lack thereof) plays a big role in employees’ decisions to either join or leave an organization. Talent development can consist of formal training courses, mentoring or coaching, and cross training between departments. Investing in your employees' development can pay off long term with turnover...
What good has ever come from labeling others? Does is seem to right to label a student “stupid” or “lazy” or “average”? If we label them that, aren’t they likely to only perform at that level? Do we unconsciously not encourage them to do better once we’ve labeled them? It’s the same with employees. Labeling your employees as “A”, “B”, and “C” players can be very detrimental...
2017 is right around the corner, and the HR industry is ever changing. The war for talent continues to evolve, performance reviews as we know them are disappearing, and just when we figured out the Millennials, Generation Z is entering the work force. Let’s look at some trends being predicted for 2017.
A recent survey from Xerox HR Services suggests that employers have shifted their attention from controlling costs to rewarding top performers. In fact, data from their 2017 Compensation Planning Survey shows that 53% of participants reported that their highest priority in the coming year is to retain top talent.
An October 3rd Wall Street Journal article may provoke some controversy within organizations. As you might guess from the title, "Why the Best Leaders Want Their Superstar Employees to Leave," this article runs counter to conventional wisdom. The author, Sydney Finkelstein, may prompt us to consider whether targeting retention may be the wrong focus for organizations. Instead, we might be better served becoming talent magnets and talent developers.
Is your learning and development (L&D) function tactical or strategic? In a September 2016 Chief Learning Office article, titled "The Cultural Revolution," Dan Pontefract makes a compelling case for moving the L&D function from order takers to culture leaders.
Empathy is hard to learn and nearly impossible to teach. It’s a skill that is part of the national workforce’s soft skills gap that is continuing to widen. But some companies, like Ford, are developing new creative ways to bridge this skills gap.
The Talent Symposium on August 11th was a resounding success. There were about 200 attendees in total, including exhibitors, presenters and ASE colleagues. The registrants represented HR leadership, HR business partners, generalists, and talent specialists. Attendees collectively rated the experience a 4.5 on a scale of 5. Most importantly, there was high energy and great sharing of ideas in the sessions and on the ASE app. We’ve compiled a summary of each session with some key...
After weeks or months of sometimes agonizing recruitment efforts, your new hire is finally starting! You are excited to welcome them on their first day, and the team can’t wait to meet them. But now they need to get up to speed in order to be a productive member of the team. This is not only important for the business, but also in the retention efforts which should already be commencing. Successful onboarding is key to successful retention.