Posts Tagged Trends
Today’s workforce and workplace trends are rewriting the traditional rules of work. Everything we’ve ever believed about how, where and when work happens is rapidly changing. And this is driving organizations to quickly reassess the ways in which they will design jobs, organize work and develop employee skill sets so that technology and people can work together for future growth.
We're saying goodbye to 2017—and many of us say good riddance to a year filled with workplace scandals, weather disasters, upheavals in federal, state, and local laws, and more. It's time to clear out old workplace trends and usher in new ones. Based on our coverage of the HR profession on SHRM Online and in HR Magazine, here’s a forecast of what 2018 holds in store for employees and employers:
Workplace flexibility has been in the news a great deal over the past few years. The 2016 National Study of Employers provides an opportunity to check these media stories against the realities of organizations across the U.S. It also revealed four surprising trends.
Trend #1: 12 weeks of leave is becoming the norm, especially for maternity leave, though less so for spouse/partner (paternity) leave; while at same time, longer leaves are less available.
On December 14, following the SHRM Live 2016: Making the 21st Century Workplace Work virtual event, @shrmnextchat chatted with presenters Dr.
As the demand for talent continues to intensify, the year ahead will see new challenges as organizations race to innovate and refine their talent management strategies.
As the future of the US continues to take shape, daily developments tend to raise more questions than they answer. Historically, economists say that uncertainty is bad for the economy, but uber-successful investors like Warren Buffett say that fear and uncertainty present huge opportunities for investors. The truth is probably somewhere in between.
If you are an HR professional, there is an excellent chance you have been told to warm up to "big data" as a means of performing your job. These large collections of information are increasingly used to reveal behaviors and societal trends, and they are heavily relied upon for recruiting tactics, measuring employee engagement and countless other business operations.
The New York City region’s $1.5 trillion economy continues to generate new jobs across several industries, due to its size and diversity. New programs have also been created recently to get more people back to work and to attract high-tech employment.
Source. Interview. Hire. Turnover. Rinse. Repeat.
It’s a never-ending cycle as organizations struggle to find and keep the talent needed to run and develop their organizations. The competition grows smarter and more relentless every day.
Anxious employers are beginning to pay closer attention to the recruiting trends that they may have scoffed at in the past. It’s finally sinking in that the only options are “get on board” or “go down in flames.”
I came across an article in the Australian newspaper Herald Sun titled Reading Trends a must have skill. In the article scientist Stefan Hajkowicz said that the ability to read major global trends will make or break businesses in a highly competitive environment. He went on to give some examples of things that will have an effect on Australia. This reminded me of a post I did last year so I thought it would be a good time to repost it. Dr.
The Seattle metro region spans three counties in northwest Washington, and technology and aerospace are its dominant industries. In Seattle’s home of King County alone, there are nearly 500 companies and more than 45,000 employees that belong to the aerospace sector.
Government action may have produced a roadblock on the trip to the future of work.
High-tech entrepreneurship, the health care industry and a resurgent manufacturing sector are just a few of the important elements of the Chicago region’s economy.
HR will be called upon for creative retention strategies
It may be of little consolation to those who remain out of work, but more people are viewing the U.S. labor market in a positive light. Consider, for example, the plight of “discouraged workers,” who are defined by the federal government as people not looking for work because they believe no jobs are available for them.