Older employees may be the most loyal, knowledgeable, wise, motivated, and the hardest working human resource an organization has. The good news is many are choosing to stick around, and with Boomers staying longer, there’s still time to utilize their talent and experience, as well as transfer their precious knowledge to younger Gen X and Gen Y employees. But companies would do well to act swiftly. Boomers may be staying longer but they won’t stay forever.
Gen Y is a rapidly growing part of the workforce and they are changing the way we do business. Yet little is known about them and how to get the best out of them in the workplace. Managing generational differences has become an increasingly growing area. In today’s diverse and ever changing business environment, it is imperative to the areas of recruitment, retention and engagement for organizations to successfully communicate across generational boundaries, particularly to attract new Gen Y talent. To not only recruit, but to engage and retain Gen Y, this cross generational communication must start with the first conversation during recruitment and continue well beyond on-boarding to become a part of the organizational culture.
In my last column, I suggested a new twist for exit interviews, that managers conduct them with the leaving employee’s supervisor rather than HR interview the leaving employee.
For decades HR managers have been gathering exit data from leaving employees, either in person or by way of an automated system. Much data is collected but little is done with it to improve overall management performance. Why is this?
A couple of weeks ago, I was providing some interview coaching for an Ivy college Junior. He is searching for a summer internship on where else? Wall Street. This isn’t exactly open season for hiring in Financial Services, so he has to have every edge over the competition. After explaining that interviewers are often tough, I began a series of questions that “searched for limitations”. One of them, “Tell me about a time when you disagreed with your boss” led to a response I hadn’t been counting on.
Work force planning is a vital process to help organizations ensure that they have the right "buy, build, or borrow" strategy for talent. In the first two articles in the Getting Started with Strategic Work Force Planning series, we discussed how to begin a work force planning effort by organizing and supporting the team, and how to establish and embed the process. In this final article, we will discuss best practices for developing the tools and techniques that enable effective strategic work force planning. The findings and examples are derived from APQC’s 2009 Collaborative Research study, "Strategic Work Force Planning: Anticipating and Filling Talent Gaps."
Share An Employment Brand exists regardless of whether an organization chooses to leverage it to attract and retain top talent. The key is to identify, cultivate, and then market it to the right people, according to a report by Kennedy Information, Employment Branding: What Every Employer Should Know. Following these steps will strengthen the organization’s [...]
Share As employers embark on the road to recovery, the ability to lead, recruit, and retain are key, according to Aon Consulting, a human capital consulting organization. In fact, findings of the 2009 Benefits and Talent Survey reveal that 85% of respondents cite talent retention as a top priority, and 84% the ability to meet [...]
Share Companies should prioritize executive retention before key business leaders depart, reports a new study conducted by ExecuNet, a private business network, and Finnegan Mackenzie, The Retention Firm. The 2009 Executive Retention Report finds that while job satisfaction varies by level of management, with CEOs (63%) and other C-level officers (52%) more likely to be [...]
Share The United States (U.S.) is far behind other economically successful nations in terms of adopting policies that support workers and families, reveals a new study by researchers at Harvard and McGill Universities. In fact, 14 of the world’s 15 most competitive countries provide paid sick leave, 13 guarantee paid leave for new mothers, and [...]
