Angela Herrin, of the Harvard Business Review, talks about generational trends shaping work.
As employers look for ways to boost productivity and keep costs down, many are exploring the potential benefits of virtual working for employees.
Finally, Democratic and Republican leaders in the U.S. House of Representatives have found something they can agree on—working to improve the diversity of congressional office staffs.
In earlier generations of workers, an unspoken, sink-or-swim approach to on-the-job training was often good enough to bring new employees up to speed. Yet that approach might be less effective with those from the Millennial or Generation Y demographic, a group raised with different expectations and work styles.
A vast majority of employees say they are disengaged or not engaged, creating an unproductive—or, worse, toxic—work environment.
The August 2009 Gallup Employee Engagement Index reported that only 33 percent of workers are engaged in their jobs, 49 percent are not engaged, and 18 percent are actively disengaged. The Gallup Organization defines the categories as follows:
Engaged employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward.
ORLANDO—Companies that are in top form embrace change and set their sights high, even during tough economic times, says Scott Milligan, SPHR, a consultant for the Disney Institute.
Milligan, whose career includes experiences in operations, distribution, budgeting, human resources and training and development, addressed a crowd of more than 700 here April 28 during the closing keynote presentation at the 2010 SHRM Staffing Management Conference and Exposition.
Human resource professionals like me, who tap into the talent pool of former military personnel, tend to keep quiet about our best resources. But the fact is, military officers have special skills that serve private industry well.
Here’s one natural disaster the nation’s utility executives can see coming: a tsunami of retirees that could swamp the economy. The electric power industry estimates 30 percent to 40 percent of its 400,000 workers will be eligible to retire by 2013. From executives to plant managers, and from engineers to skilled craft workers— who literally keep the lights on—the retirement deluge threatens to create a chasm between supply and demand for workers.