More Talent Management Column:
Checking in With the Next Generation
Wharton's annual mid-term exam explores students' view of their last job and the way they were managed. In most cases, management was lacking. Feedback was limited or nonexistent, and bonuses -- instead of resulting in engagement and motivation -- often prompted these high-potential candidates to quit or slack off.
Enough with the Generation Studies!
An entire industry has grown around the concept that differences exhibited by the younger generations are long-lasting and important for employers to understand and accommodate. But what if the younger generation today is similar in most respects to the younger generations of past years?
Older Workers and the Job Market
More older individuals are staying in the job market longer -- or trying to get jobs, but they often face discrimination for a variety of stereotypical reasons. If hiring managers and HR leaders tended to think of such workers as "experienced," instead of "old," they might find talented workers who could positively impact their organizations' success.
Creating a Performance Culture
Low wages and high turnover are common in occupations such as those found in the home-healthcare field, but Alternate Solutions Home Care found a way to counter that situation by creating a culture that focuses on retaining talent. And it paid off in both employee commitment and profits.
Gambling on the Financial Crisis
HR leaders may find some food for thought in reading details about employee motivations underlying the financial panic that spurred the ongoing recession. And it may be worth asking whether HR should have played a larger role in those organizations before the crisis spun out of control.
Does Online Instruction Work?
Studies that look at the effectiveness of online training, compared to classroom-based learning, offer some conflicting results. Online training seems to be more effective for older, motivated students, while the classroom works best for younger low-achievers. There are some lessons HR leaders can take away from the findings.
The Courage to Go it Alone
There are limits to professional norms and best practices. To be successful, each organization must address its employee issues in the context of its own unique setting. And that's one reason HR executives may want to rethink talking about HR as a profession and establishing one set of practices or standards.
The Promise and Limitations of Social Media
Potential problems with the use of social media include breaking down barriers between an individual's professional and personal lives, the amount of time it requires and the potential for ineffective assistance from an employee's network.More
Is HR Becoming a Profession?
A new study looks at some of the changes in backgrounds and skills of human resource leaders of Fortune 100 companies that took place over the past decade. The results dispute some conventional wisdom surrounding HR and illuminate some interesting findings.
HR Implications of Healthcare Reform
The recently signed healthcare legislation offers an interesting array of challenges and incentives for employers both big and small. One change is that offering healthcare benefits will no longer be a big source of advantage in recruiting for larger organizations. More
Leadership Lessons from India
Embattled U.S. business leaders may want to take a lesson from CEOs in India, who put shareholder value fourth on their list of priorities. Not only are the Indian companies able to do well while doing good, there is every reason to believe that they have done well precisely because they are doing good.More
Executive Comp for the Average Joe
Taking the arguments used to justify the huge bonuses and applying them to the rank-and-file highlights some unflattering assumptions about senior-level leaders. HR executives may want to take note of the differing viewpoints -- and think about what they mean to their organizations.
Revamping Lesson Plans
The idea that different people learn differently seems obvious -- but new, comprehensive research says otherwise. In fact, the researchers conclude, there is no evidence that individuals differ in ability to learn materials via various learning styles. And that's a lesson HR leaders should incorporate into their plans.More
Are We Mismanaging Our Top Talent?
Asked why they left their past jobs, a group of high performers didn't offer the usual "I hate my boss" or even "I don't fit." Their unhappiness with their former employers boiled down to questions of fairness. And there might not be a solution to be found in today's organizations.
Good Jobs at Mike's Carwash
Good Jobs at Mike's Carwash | Human Resource Executive Online
Better hiring practices and employee management can make significant differences in turnover, retention and engagement -- even in industries that have historically been seen as offering low-wage, high-turnover, dead-end jobs.
More Difficulties in Finding Qualified Workers
In a recession, it should be easier to find qualified workers; after all, there are more potential employees to choose from. But that's not what's happening in many cases. Instead, there is a lack of supply to fill company demands for specialized skills. Why are employers so resistant to creating training-and-development programs that could solve their problems?
Who's Breaking Wage-and-Hour Laws?
A new study finds low-wage workers are suffering rampant violations of the Fair Labor Standards Act -- and it's hurting both workers and employers. The violations do not seem to be oversights in the service industry where demands are more variable. The most violations were actually in manufacturing, where the old stereotype of sweatshops lives on. More
Ill-Prepared Workers? | Human Resource Executive Online
In the past, most entry-level workers learned their skills on the job, but such training programs went away long ago. These days, most employers expect schools to prepare students for the workforce -- and then they are disappointed with the abilities of their new hires. There is probably no easy resolution to the disconnect.