98% of Millennials believe working with a mentor is a necessary component in development.
In the 14th Annual Global CEO Survey by PricewaterhouseCoopers, Millennials also rank training and development three times higher than cash bonuses when it comes to employee benefits.
The younger generation has been generally more difficult when it comes to developing employee retention strategy. Millennials tend to feel less connected with the organization, and 1 in 4 potential employees plan to leave their jobs in the next 12 months.
According to Vineet Nayar, Vice-Chairman and CEO of HCL Technologies in India:
“With Generation Y coming into the business, hierarchies have to disappear. Generation Y expects to work in communities of mutual interest and passion — not structured hierarchies. Consequently, people-management strategies will have to change so that they look more like Facebook and less like the pyramid structures we are used to.”
Read the Business Insider article
With more than 14 million jobless Americans, there is an ever growing amount of candidates who have been unemployed for 6 months and more, making it even more difficult to rejoin the workforce.
From the New York Times: Legal experts say that the practice probably does not violate discrimination laws because unemployment is not a protected status, like age or race.
The Equal Employment Opportunity Commission recently held a hearing, though, on whether discriminating against the jobless might be illegal because it disproportionately hurts older people and blacks.
Some states, such as New Jersey, are already passing laws to prevent employers from posting job ads that bar unemployed candidates from even applying.
However, even in job candidates aren’t being initially disqualified because of their unemployment status, they are being disqualified due to credit or other background checks required by the company.
“I worry that unemployment may eventually come down, not because older workers who have been unemployed for a year or two find jobs,” Professor Shimer, a labor economist at the University of Chicago, said, “but because older workers finally give up and drop out of the labor force.”
Read the New York Times article
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If you are looking for ways to modernize employee training, there are a number of e-learning resources that can improve the knowledge that employees take away and apply in their daily jobs.
With older training videos and presentations, human resources should consider using cutting-edge technology to take the workforce to the next level.
From Small Biz Technology News: “The future of e-learning is just-in-time training; small sessions only 10-15 minutes long that include video and are mobile. This is how the current generation learns, with video and short blasts of information.”
While an effort to update your employee training modules will not happen overnight, there are many ways you can take steps towards interactive and engaging training. For instance, you could begin by adding surveys, quizzes, video clips, and audio to your presentation.
Mindflash and Knoodle are a couple of interesting resources to consider. Both combine cloud-based, social learning features with a presentation system, where anyone can augment PowerPoint slides with audio, video, or voice-recordings to create a social learning environment.
Read the Small Biz Technology article
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Often, human resources get a load of complaints about managers who are too mean to their employees. On the flip side, being too nice can lead to just as many problems.
In a comparison, this article examines therapist Lori Gottlieb, who had diagnosed patients who were unhappy because their parents had been too supportive, too accommodating, and never gave negative feedback during their childhoods.
Likewise, the communication tactics used in HR and business management have an impact on employees – their satisfaction with the jobs they do, and how they grow in their careers in the company.
For instance, here are a few tactics to avoid:
- Never admit to yourself or others that your workers may make errors.
- You should only give positive feedback.
- You should always say yes to your workers.
- You should solve every problem.
- Your people never move up, just out.
Read the complete BNET news article
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According to a study published by Portfolio.com, 71% of small and mid-sized businesses (SMB) are “mobile businesses” adopting wireless technology to allow their employees to work effectively outside of the office.
The findings point to the business habits of the rising number of SMB mobile professionals – those who work outside of the office more than 30% of the time.
“It’s no surprise that advancements in technology are moving at a fast clip. What is a surprise is how much more successful those business owners are who can be rightly called mobile professionals,” says J. Jennings Moss, Portfolio.com’s editor.
“This tech-savvy group is spending more time doing business outside of a traditional office by staying connected via smartphones or tablets, and are already looking ahead to the next step – cloud computing.”
- 64% of small business owners who are considered mobile professionals spend 8+ hours connected to their business via computer, smart phone, or iPad.
- 88% use social networks, including 60% who leverage social media platforms to market their businesses on a regular basis.
Obviously with more business managers traveling for sales, and generally working while on the go, there is a valued perk of work mobility for future talent in the workforce. More business professionals are looking for careers that allow them to work effectively out of the office.
Read the Mobile Enterprise news article
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This week, the Harvard Business Review comments on the trend in management to favor quantifiable, top-down metrics.
In fact, psychologist Barry Schwartz has recently observed that many areas of life are increasingly bound up with rules that limit the ability of individuals to use judgment and make the best decision they see.
What this could mean for employers and HR professionals is that a rigid system of management that disables employee judgment creates hurdles, and could also work against the goal of improving overall engagement in the workforce.
While metrics and policies for employees are effective HR tools, there are some things to exercise caution for balance. From the Review:
“Invest in your front-line employees and then trust them to make the right decisions for the customer. Otherwise you’ll be managing a group of automatons who, when confronted with situations outside the rigid rules, will be virtually guaranteed to make the wrong judgment.”
Read the full Harvard Business Review article
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According to Entrepreneur Magazine, there are five types of managers that lead to employees getting burned out on the job or unhappy with their work environment.
The research included more than 400 participants, and they found that employees grow increasingly more dissatisfied, and worse, can result in their leaving the company.
“Nearly 60 percent of workers in the OfficeTeam study said they stayed on the job, despite having a nasty boss. Only 11 percent quit immediately, without another job lined up. Another 27 percent planned their escape, finding another job first and then leaving.”
- The Micromanager
- The Bad Communicator
- The Bully
- The Saboteur
- Mixed Nuts
Read the complete Entrepreneur Magazine article
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