A global pattern has emerged in talent retention. Most people are planning to switch jobs this year, and they have clear strategic reasons for doing so. Few employees across Asia-Pacific feel that their full potential is being utilised and many are seeing greater opportunities in their local markets. This inevitably throws up a negative cycle for employers: one employee leaves to pursue their goals elsewhere, another arrives in their place with the same goal.
A strong, global pattern has emerged in talent retention. Most people are planning to switch organizations within the next year, and they have clear, strategic reasons why they’re doing so.
Few feel that their current organization is accessing their potential, which inevitably throws up a negative cycle: as one employee leaves to pursue their potential, another arrives in their place with the same goal. It seems both will get what they seek for the short term and then the cycle will repeat, leaving HR and hiring managers to pick up the pieces and consistently plug skill gaps.
A strong, global pattern has emerged in talent retention, and employees across the EMEA region are no exception. Declining satisfaction and meaning at work is reaching a natural crescendo—and it’s hardly assisted by ongoing market turmoil and the quickening pace of change. Most people are planning to switch organizations within the next year, and they have clear, strategic reasons why they’re doing so.
Amid the doom and gloom of the American economy, the light industrial space is a rare positive note. The U.S. Bureau of Labor Statistics shows the unemployment rate across the manufacturing industry as a whole dropping back to around 9% at the end of 2011, from a high of more than 12% in 2009. Throughout 2011, the statistics have been improving month-on-month, with both separations and mass layoff events decreasing steadily. And, if the issues outlined here are anything to go by, the positive signs could well be the beginning of something bigger.
The workplace is changing. While there are many factors that influence this change—including economic conditions, an aging workforce, and changing worker attitudes—the bottom line is that the workplace has become unpredictable for businesses and workers alike. As a result, businesses need flexible talent to fill gaps, and at the same time, workers are looking for more freedom and flexibility.
Following are five things you need to know if you are considering the free agent workstyle.
Today’s business climate is plagued with an unprecedented pace of change and uncertainty that makes it difficult to define current—and future—workforce needs. We believe the free agent workstyle trend holds a key for companies that want to manage risk and respond to business uncertainty with high quality, agile talent. Following are seven ways organizations can capitalize on the free agent workstyle trend.
The quality and diversity of talent can directly impact any organization’s efficiency, effectiveness, and profitability—attributes that are key to succeeding in a fiercely competitive business world. This E-book is made for you to start to find answers to these challenges, and to prepare you to survive the Talent Battle.
If “management is doing things right and leadership is doing the right things”, what exactly are these ‘right things’? How do we know when we’re doing them and when we’re not? The latest findings from the 2011 Kelly Global Workforce Index show that leadership culture and practice is failing to fulfill employees’ needs and expectations—and for companies looking to strengthen their employment brand, this is a clear opportunity.
Today, despite global economic instability, and large variations in employment rates, finding the right people is harder than ever. This is what we call ‘talentomics’—the ‘economics of talent’—and the supply-demand equation that underpins it has changed.
Online job boards have become a dominant way that people find work in virtually every developed market, outpacing other avenues such as referrals and traditional print advertising.
This report explores the major job-seeking trends in Metropolitan New York, and offers some insights for both employees and employers in this market.
With more than half of your workforce expecting to change their career in the next five years, either by choice or necessity, this report will provide some simple, effective insights to help you manage employee expectations, retain talent regardless of location or career level, and engage an increasingly diverse workforce.
Driven by economic, demographic and attitudinal forces, the free agent workstyle is on the rise. Today they make up 44% of the active workforce in the United States. Why is free agency gaining such momentum in the workplace and what makes these workers so unique?
The more things change, the more they stay the same, and the ‘social networking revolution’ is proof. The reality is that social networking isn’t new, particularly when it comes to job seeking. What is new, is the way we access and communicate within our networks.
Of course your brand matters, and not only to consumers. You already know the basics about branding: it is not simply an image you create to display to the world; it is also the emotional experience your customers associate with a product or service. It is common sense that your corporate branding strategy will be successful if your voice is heard and remembered above the cacophony of your competitors’ voices.
OMG Change...everywhere, every day. We are all struggling with the skills dilemma that is challenging the way we manage and plan our workforce of the future.
Today’s business environment is fast paced and constantly changing, with a labor pool that includes people of all ages and experience levels in locations all around the world.
If you have seen my last e book “The 4 Myths about Talent Mobility” you know already the truth about talent mobility; Workers don’t want to move – too far for too long.