"The single most important strategic pillar of any great enterprise is people,” best-selling author Jim Collins said in his Tuesday keynote session at the SHRM 2012 Annual Conference.
After spending nine years studying why some companies thrive in uncertainty or even chaos, while others do not, for his latest book Great by Choice: Uncertainty, Chaos, and Luck—Why Some Thrive Despite Them All (HarperBusiness, 2011), Collins concluded that “it all begins with people.”
U.S. employers take note: a majority of workers are dissatisfied with their jobs but have no plans to quit, two recent studies suggested.
Just 47 percent of Americans are satisfied with their jobs, according to a report released June 27, 2012, by The Conference Board, a global, independent business membership and research association.
Publicly owned, for-profit entities and companies that employ 25,000 employees or more are most likely to engage in effective practices for accommodating people with disabilities, according to a study by the Society for Human Resource Management (SHRM) in collaboration with the Cornell University ILR School Employment and Disability Institute.
However, a majority of employers from all sectors, industries and sizes engage in the following accommodation practices:
ATLANTA--Three HR professionals from Coca-Cola said they drew inspiration from space exploration when they transitioned their employee relations (ER) function to a centralized, shared services model in which nearly every employee issue is managed over the phone.Managers asked to rank five employee motivators—recognition, incentives, clear goals, progress in the work and interpersonal support—placed recognition and clear goals at the top of the list and progress in the work at the bottom, according to Teresa Amabile, Ph.D., professor of business administration and director of research at Harvard Business School.
When a 7 a.m. conference session begins with a flash mob and ends with a list of useful tips for building strategic relationships, you know it’s going to be a good day. That’s how the capacity crowd at the June 25 session “Strategic Relationship Management: The Breakthrough HR Competency,” held here during the Society for Human Resource Management's 2012 Annual Conference, started its morning.
Opportunities for professional growth and development are lacking for many Asian Pacific American (APA) employees, according to a study released June 11, 2012, by the Asia Society, a global educational organization headquartered in New York.
Nearly 2,000 APA employees working at all professional levels for Fortune 500 and similar organizations responded to the latest edition of a study first conducted in 2010. Corporate diversity officers and HR executives provided information on programs, policies and activities that support such employees.
Programs that help employees return to work following injury or illness and efforts to provide flexibility on the job are some of the most popular—and effective—practices used by employers to retain and advance employees with disabilities, a new study found.
To attract, retain and engage Hispanics and Latinos, employers need to understand the common—and unique—characteristics of the various cultures that fall under the label of “Hispanic,” according to Di Ann Sanchez, SPHR, president and founder of DAS HR Consulting LLC in Hurst, Texas.
“People from 22 different countries of origin are considered to be Hispanic,” she said during a concurrent session of the Society for Human Resource Management (SHRM) 2012 Talent Management Conference & Exposition held April 30-May 2. “Hispanic is a culture, not a race.”
When trust breaks down in organizations it can impact employee turnover, communication, collaboration, risk taking and creativity—among other things—all of which can harm the bottom line, according to Richard Fagerlin, president of Peak Solutions Inc. in Fort Collins, Colo.
Less than a third of HR professionals believe that employees are satisfied with the level of recognition they receive for doing a good job, according to the Society for Human Resource Management (SHRM)/Globoforce Employee Recognition Programs Survey released April 12, 2012.
To be successful, young workers need to develop a lot more than job-specific knowledge, experts say. Of the so-called soft skills needed for success in the workplace, communication skills are particularly critical.
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Regardless of whether a woman is just entering the workforce or “of a certain age,” an athlete or secretary of state, beautiful or plain, what she wears to work matters and might affect her career advancement, experts say.
Why are some employees so devoted while others seem to have “checked out”? This is a question the Accenture Institute for High Performance sought to answer in What Executives Really Need to Know About Employee Engagement, a study published in June 2011.
Accenture surveyed 1,367 employees at various large, U.S.-based organizations to define four levels of engagement:
More than two-thirds (68 percent) of HR professionals polled by the Society for Human Resource Management (SHRM) in August 2010, said they align their organization’s diversity efforts with business goals and objectives. And when asked about the importance of various outcomes of diversity practices, respondents placed business results, such as profits and competitiveness, ahead of HR-related outcomes such as recruitment, retention and employee opinion survey results.
More than two-thirds (68 percent) of HR professionals polled by the Society for Human Resource Management (SHRM) in August 2010, said they align their organization’s diversity efforts with business goals and objectives. And when asked about the importance of various outcomes of diversity practices, respondents placed business results, such as profits and competitiveness, ahead of HR-related outcomes such as recruitment, retention and employee opinion survey results.
The majority of law associates and attorneys “of counsel” who make partner at U.S.-based law firms are white men, despite the growing presence of women and minorities within the law firm population, according to Vault/Minority Corporate Counsel Association (MCCA) Law Firm diversity data released Sept. 27, 2011.
Scripps Health, a major hospital and health care provider in Southern California, has been recognized as the top company in the 2011 AARP Best Employers for Workers Over 50 awards program, a decade-long effort to acknowledge progressive policies and practices that are meeting the needs of the country's aging workforce. AARP is a nonprofit, nonpartisan membership organization for people over 50.
