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Articles by SHRM Staff
Generation Y is taking over the world and the workplace—and employers who want to attract, engage and retain this huge workforce need to understand its preferences and communication styles, especially when it comes to workplace benefits.
Men in cohort are 36% more likely than Boomers to be out-earned by their spousesDespite being the smallest U.S. generation (46 million), Generation X might be “the most critical generation of all” for employers, according to a study by the nonprofit Center for Work-Life Policy.
Generation Y women (born 1978-1994) are concerned about the impact that family and child care decisions will have on their long-term careers, according to a report by the Business and Professional Women's (BPW) Foundation, Gen Y Women in the Workplace.
“In order for businesses to engage successfully with the workforce of tomorrow, it is imperative that they understand Gen Y—what challenges them, what inspires them, what motivates them,” said Deborah L. Frett, BPW Foundation CEO.
Noncash incentive rewards programs, through which employees earn gifts and merchandise for meeting performance-based milestones, help bolster performance and morale, according to a survey of U.S. office workers completed in July 2011.
The survey by Staples Advantage, the business-to-business division of Staples, Inc., queried incentive reward program participants and employees whose companies do not currently offer such programs. For employees that already participate in company-driven incentive programs, participants say the programs have made them
Employers in the U.S. looking to recruit members of Generation Y for their workforces might want to consider their organizations’ social media strategies and incentives, according to survey findings from 8,088 university students from the Class of 2011.
For one, this generation—also known as Millennials and born from about 1980 through 2000— doesn’t mess around with job boards and employer postings.
Women who are members of Generation Y are more hesitant about mixing their work and social media lives than their male counterparts, according to a new global survey.
While that gap between male and female attitudes is consistent among those surveyed in the United States, the United Kingdom and Canada, women in the U.S. are far more open to mixing work and social media.
Over the past decade, the "best" U.S. companies have adapted their benefits offerings to meet changing employee needs, according to The Principal Financial Group's annual 10 Best Companies for Employee Financial Security competition.
Workers might daydream about winning the big lottery and spending the rest of their lives on a tropical island or fishing in a mountain stream, but most Americans have a strong work ethic and derive satisfaction from what they do.
More Layoffs, Slow Hiring Expected at Close of Third-Quarter 2011
An analysis of employee reviews for more than 250,000 large U.S. organizations reveals that a comprehensive benefit mix, opportunities for career advancement and work/life accommodation are top factors in workers' happiness, outpacing even salary. The 2011 analysis was conducted by CareerBliss, a career development website and online community.
The emergence of the four-generation workforce has changed the way we interact and do business on a daily basis. While new technologies have changed when and where we work best, the adoption of social media has changed the way we communicate and recruit top talent. To say that innovation is an important component for companies to succeed today is an understatement. Innovation is a business imperative for today’s executives if they want their organizations to remain competitive, drive bottom-line results and ensure success.
Each month, Next will feature a must-read book for today’s business leaders on the ever-changing workplace and workforce. SHRM’s We Know Next is a resource for business leaders, HR professionals, and policy leaders to stay ahead of emerging workforce trends. If you have suggestions for future book club features, please email us or let us know on Twitter @weknownext. We hope you enjoy our first pick and that you’ll tell us what you think!
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Follow the lead of 3M’s HR managers and strive to strengthen employees’ trust. It need not be an elusive quality.
What do innovation, employee engagement and trust have in common? If you are a 3M executive, everything. The company’s record of bringing new products to market has helped 3M earn its place in the Fortune 500 and make appearances on many lists of admired companies.