Posts Tagged Career Development
I work very hard at what I do with every client, presentation, and article I write. Some may call me an overachiever. I work long hours, solve complex problems and do it all with a passion and smile most days. I love what I d0, but not everyone loves me back.
Hate is a very strong word. It’s an emotion, a feeling. Tied very closely to love and lust. So why do organizations, leaders, and co-workers hate overachievers?
An HR Bartender reader has asked this question:
As an HR professional, I have the opportunity for a promotion to HR Manager. In your opinion, would going for a Master’s degree or getting PHR certified be more beneficial for my career?
When employee volunteers at Walgreens created a career development and training program, they generated inherent enthusiasm and support.
In January, Walgreens unveiled a career development and training site, but it was already a known entity to a significant portion of the employee base. A hundred employee volunteers designed the tool exactly to their liking. Let me tell you how the project came about.
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.
Sarah King describes Wyndham Vacation Ownership's way of making sure their employees are satisfied with the company, including employee round tables, competitive benefits program and training programs.
Less than a third of employees (31 percent) are “fully engaged”—meaning that they have achieved maximum job satisfaction and are contributing to the fullest extent—and one out of six (17 percent) are disengaged, according to BlessingWhite’s Employee Engagement Report 2011, released Dec. 15, 2010.
Up to one-quarter of your top talent might be fed up and thinking of leaving your organization. Consider 14 ways to retain these valued employees.
Ambitious, motivated and highly intelligent, Eric G. is the quintessential high-potential employee. Three years ago, a large international consumer products company swept the freshly minted Stanford MBA off his feet with promises of exciting challenges aboard an express train leading straight to the C-suite.
Simulations teach employees under real-life conditions—without real-world consequences.
A growing number of employees are using online simulations to role-play challenging scenarios, practice job skills and attend virtual meetings by logging on to web sites. In some cases, simulations in virtual worlds save companies huge sums that would have been spent trying to re-create job conditions in the real world.
High salaries and hefty bonuses aren’t what keep high-performing employees devoted to their jobs, even in a dismal work environment. What you must give them is something they can’t put a value on. Managers must turn to sustainable alternatives that truly satisfy employees’ needs and wants.
Below are three levers of real value. The cost of investment: minimal. The payoff: inestimable.
SAN DIEGO—On June 28, 2010 former Vice President of the United States Al Gore encouraged Society for Human Resource Management (SHRM) Annual Conference attendees to see the opportunities in crises and advocate for long-term rather than short-term solutions.
Gore said that in Chinese and Japanese, the word crisis is written with two characters—one for danger and one for opportunity. Too often, all that is seen in a crisis is the danger, he remarked.