How does pay stack up for men and women? This infographic shows that women get more pay raises, but men get more of the actual green stuff…. Is this true at your firm?
The recruiting firm found that among 1,000 participants, 33% felt overqualified, 65% felt appropriately qualified, and only 3% felt underqualified.
“It’s surprising that one out of every three American employees feels over-qualified in their job,” said Jim Link, managing director of Human Resources for Randstad, in a statement.
“The data suggests that U.S. workers are less challenged by their current jobs. It also raises questions about how this will affect employee turnover and retention as the job market recovers.”
A GloboForce survey supports the belief that performance reviews may not be as beneficial to employees as they are designed to be. According to the results, 51% of the U.S. workforce believes that the review does not accurately evaluate their work.
The survey also revealed a couple other important issues for HR to consider:
“Our survey results show what many in the HR community and business world feel right now: the annual performance review is broken. Providing employees with feedback and recognition only once a year is a huge missed
opportunity and simply unfair, given the fact it’s a based on a biased sample,” said Eric Mosley, CEO of Globoforce.
From Entrepreneur Magazine, there are a few ways that you can try to effectively communicate the organization’s policy for equal and fair treatment of all employees.
It is essential that an employee understand the process for pay raises, rewards, or advancement in the organization. Also, employees should have a fair process for being heard when they disagree with their own progress and/or the advancement of their colleagues.
Women in the workforce have come a long way over the years. In this year’s Women in the Economy conference, a variety of mentors talk about the different challenges that women face as they climb the ladder into middle and senior management.
Why aren’t there more women in management?
Hosted by Vikram Malhotra, chairman of McKinsey & Co., the discussion was centered on the corporate talent pipeline and the lack of aspiring female leadership. “There is a silver lining, a leverage point—middle-management women. They really want to move to the next level as much as men do, and we must capture their minds and hearts before their ambitions turn sour.”
There is a compelling shift towards great change in corporate America. The presenting experts, including an economics professor from Harvard, director of the Women Leaders Program at the World Economic Forum, and others, all agreed on common trends occurring in the workforce:
One of the most common myths about management starts at the fundamental level – who has the best chance to grow into a management position? In your HR roles, it becomes a constant challenge in communication to encourage aspiration in career growth at the organization. As employees become interested in exploring new ways to do more at the company, it is important to open doors to advancement opportunities.
The answer is yes and no. This week’s topic depends on your HR strategy for hiring management roles. Does your organization’s recruiting strategy focus on hiring external talent, or promoting within? If you look outside the organization for management material, you can bet that anyone aspiring to senior-level management is or has achieved an MBA.
On the other side of the coin, there is a great argument that much of the skills it takes to succeed as a manager are learned by experience with the organization. As many employers have found, management is more of an art than a science. For instance, some of the essential know-how of an effective manager includes:
Do your employees understand how raises and promotions happen at your company? Depending on the type of organizational structure you have, you may want to invest more into internal promotions. However, if and when you open up management positions to current employees, it is even more so important to educate workers about how the advancement process works. Also, put effort into offering the resources and mentoring they need to successfully climb the ladder in the company.
Image: Simon Howden / FreeDigitalPhotos.net