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Articles by SHRM Staff
The percentage of America’s young workers who say that a retirement program is an important factor in joining or staying with an employer jumped sharply in the past two years, according to a survey by consultancy Towers Watson. This was especially true when the employer offered a defined benefit pension plan.
The firm's Retirement Attitudes Survey, conducted in June and July 2011, includes responses from 9,218 full-time U.S. employees at nongovernment organizations with 1,000 or more employees. The survey found that:
Despite improvements in the U.S. economy, the hangover effect from the 2008-09 recession and slow economic growth continue to erode employees’ retirement confidence and overall financial wellness, according to the PricewaterhouseCoopers 2012 Financial Wellness Survey.
Employees’ financial stress remains high: Overall, 61 percent of employees find dealing with their financial situation stressful, and more than half (56 percent) reported that their stress level related to financial issues had increased over the past 12 months.
As the 2012 National Study of Employers (NSE) suggests, workplace flexibility is replacing the one-size-fits-all, 9-to-5 way of working in a growing number of organizations. What’s motivating companies to consider new ways of making work “work?” And what impact does giving employees more choice over how, when and where work gets done have on workplaces and the bottom-line?
This survey commissioned by and conducted in collaboration with Globoforce examines employee recognition programs and their return on investment (ROI). Findings revealed that nearly two-thirds of respondents (63%) agree that employee engagement is a “very important” challenge that their organization is currently facing. Organizations that have employee recognition programs in place were more likely to indicate that employees are rewarded according to their job performance (64%) and that managers effectively acknowledge and appreciate employees (55%).
The overall median salary in the U.S. for Class of 2012 college graduates is up 4.5 percent over the median posted by the Class of 2011, according to a survey by the National Association of Colleges and Employers (NACE).
Curtis Midkiff, the Director of Social Engagement at the Society for Human Resource Management (SHRM), took some time today to share a little about himself, and his views on HR and leadership.
17 Rules for Developing and Keeping Devoted Employees is a must read on how to foster commitment, respect, trust, honesty, fun and above all performance.
According to the SHRM Leading Indicators of National Employment (LINE) Report for April 2012, the rate of job growth will fall short of levels reached last year, yet hiring in the manufacturing and service sectors will continue in April.
The time has come for HR to occupy a seat at the C-Suite table. Who better to advise and influence the CEO on corporate culture? Who better to recommend solutions regarding organizational health and workforce issues? Who better to identify talent from both a functional and cultural perspective? Who better to promote the CEO's vision and credo?
But is HR ready?
Social media is rapidly becoming an essential tool and an integral force in the workplace. Whether for human resources, sales & marketing, public relations or customer service, social media is now the megaphone for an organization’s corporate culture and employment brand.
For those companies that have embraced it, this new way of working and communicating has generated fresh opportunities, influenced new audiences, and increased productivity. It’s also created a few unforeseen fires.