What made headlines in HR News in November? As we edge into the holiday season, read on for a roundup of the latest in what HR people are talking about.
Today’s young people are probably not at all what you think. If you ask what they want from a job (and we did) their answers might surprise you. And there are payoffs – in things like recruitment and retention — for employers who take note.
As each generation takes on its personal challenges it changes the formula. Women in the workforce necessitated child care. Aging baby boomers continue to necessitate elder care. As is so often the case, people don’t recognize the need for something until it becomes personal.
Proposed amendments to laws regarding educational money may soon pave the way for creative employers to appeal to employees by effectively helping to pay off student loans.
Developing a deeper understanding of employee needs is the only way to avoid productivity-sapping disruptions. But most employer surveys are too narrow, and so they miss the opportunity to provide meaningful information.
Zeroing in on a Boomer-Millennial hand-off might set up your knowledge base down the road. But there are cultural pitfalls of assuming knowledge rests only with your most senior members…or in fact that it only flows one way.
“The winners share a few key traits,” says the Boston Globe article about the list culled from anonymous employee surveys: “treating workers well, giving them a voice, and encouraging them to have some fun while they’re at it.”
What can you do as a manager to help employees navigate through a current lack of promotional opportunities, so that you keep them engaged, and keep them in your organizations?
Healthcare in the United States is facing a major shift. Baby-boomers are retiring and hospitals must figure out a way to minimize the effect of the pending workforce shortage while ensuring the highest standards in patient care.
Work-life balance and well-being are important to people; both managers and employees believe achieving it is mostly dependent upon work culture (versus changes at home). And the rewards for delivering are great for bottom lines. Yet employees and employers disagree on whether balance really exists. So what gives?