Posts Tagged Career Development
Last week I had the good fortune of delivering a new strategic workshop in collaboration with Don MacPherson of Modern Survey. Don and I examined the future of work and the opportunity that HR professionals have to drive business performance through employee engagement. We leveraged the most current data set from Modern Survey research in an effort to facilitate a robust discussion related to what is next in talent strategy and workforce readiness.
Workers with skills that are most in demand are likely to receive above-average raises in 2013, in part because it's easier for them to find new jobs, according to a compensation expert.
"In the U.S., we really have two job markets," explained Paul McDonald, senior executive director of pay consultancy Robert Half International, during an interview with SHRM Online.
New research pinpoints personality traits successful leaders must emphasize and de-emphasize as they progress in their careers.
Specifically, the PDI Ninth House Pulse on Leaders survey research found that certain traits that facilitate advancement to the business unit leader level actually inhibit progression to the CEO level.
#NEXTCHAT: The Inescapable World of Office Politics
Office politics. They’re a reality in the workplace and a necessary skill. Whether you know it or not, you engage in office politics, every day, and they are impossible to avoid. Even if you choose not to interact with others, you are still engaging in politics and it’s probably not helping your career.
The importance of higher education and technical training for the job skills that employers need has increased considerably in the past 10 years and will only continue to increase, according to a report released Oct. 3, 2012, by the Society for Human Resource Management (SHRM) and Achieve, a nonprofit education advocacy group based in Washington, D.C.
Networking today has been augmented and affected by the Internet and social media. But consultants can’t overlook the power of face-to-face networking. Most are finding that a combination of the old and the new generates the best results.
As we all know, the glass ceiling is the invisible and sometimes impenetrable barrier that prevents women of talent from rising as high as men of equal talent. While we undeniably have made progress as a society, men still have disproportionate power at the top in most organizations.
When I have described glass ceiling issues, I have had some men dismiss the issues because they have never have experienced them. I have never experienced labor pains, but I would be a fool to dismiss their existence simply because I never have experienced them.
By now, even the latest adopters among HR consultants have at least dipped their toes in the social media ocean. Whether using Facebook, Twitter, LinkedIn, YouTube or other tools that seem to be continually emerging, HR consultants are finding that social media offers opportunities to expand their networks, build their credibility and even increase business.
To advance women around the world into leadership roles, business leaders should identify—and develop strategies to counteract—specific barriers inhibiting the recruitment, promotion and retention of women at their organization, new research suggests.
The report by Boston Consulting Group (BCG), a global management consulting firm, finds that gender diversity continues to be emphasized worldwide. Eighty-five percent of business leaders interviewed in 2012 see gender diversity as a top priority, and 90 percent see a connection between diversity and their companies’ success.
Whether to tell high-potential candidates they’re on the fast track can be a tough decision. Some organizations skirt the issue for fear that egos will erupt or that the motivation of those not selected for leadership development will wane. Others argue that having a defined protocol for communication and transparency when it comes to high-potentials is key to organizational success.
"Do we need an employee nap room?" Find out with SHRM's new Employee Benefits Prevalence Benchmarking report! Key benefits can really separate you from the competition when it comes to recruiting and retaining the best.
Make an impact in your career with SHRM Seminars!
SHRM has programs that will challenge you and help your career grow. Whether you're a newcomer or seasoned HR professional, make sure your professional development this summer includes one of our exceptional programs. SHRM has trained thousands of HR professionals worldwide and knows what goes into succeeding in the profession.
There are distinct perception gaps between genders and among managerial levels in how effective organizations are when it comes to recruiting, developing and retaining women, according to a February 2012 survey by the University of North Carolina at Chapel Hill’s Kenan-Flagler Business School.
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.