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A look ahead to the approaching shortage of qualified workers world-wide and suggestions for blending diverse work cultures.
Workforce Crisis (Revised) 2008
Workforce Crisis (Revised) 2008
David Dennard
understand the causes of unemployment
Lack of economic opportunity and unemployment
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mo moustapha
Slow Econ Blog. Compatible[1]
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Jill Klees
Guide to Employment Over Age 50
Guide to Employment Over Age 50
Lakesia Wright
FORBES: Gallup’s data shows 30% of employees Engaged, 52% Disengaged, 18% Actively Disengaged. “These latest findings indicate that 70% of American workers are ‘not engaged’ or ‘actively disengaged’ and are emotionally disconnected from their workplaces and less likely to be productive,” states the report. “Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. They are more likely to steal from their companies, negatively influence their coworkers, miss workdays, and drive customers away.”
State of the american workplace report 2013
State of the american workplace report 2013
Carles Almagro
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood. Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Youth Hold the Key: Building Your Workforce Today and in the Future
Youth Hold the Key: Building Your Workforce Today and in the Future
The Rockefeller Foundation
This presentation explores the the changing demographic & legal rules surrounding our aging workforce and how employers can adapt and comply with these changes.
Managing the Aging Workforce
Managing the Aging Workforce
This account is closed
2013 Regus Worklifebalance Index
2013 Regus Worklifebalance Index
Experience for You
Empfohlen
A look ahead to the approaching shortage of qualified workers world-wide and suggestions for blending diverse work cultures.
Workforce Crisis (Revised) 2008
Workforce Crisis (Revised) 2008
David Dennard
understand the causes of unemployment
Lack of economic opportunity and unemployment
Lack of economic opportunity and unemployment
mo moustapha
Slow Econ Blog. Compatible[1]
Slow Econ Blog. Compatible[1]
Jill Klees
Guide to Employment Over Age 50
Guide to Employment Over Age 50
Lakesia Wright
FORBES: Gallup’s data shows 30% of employees Engaged, 52% Disengaged, 18% Actively Disengaged. “These latest findings indicate that 70% of American workers are ‘not engaged’ or ‘actively disengaged’ and are emotionally disconnected from their workplaces and less likely to be productive,” states the report. “Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. They are more likely to steal from their companies, negatively influence their coworkers, miss workdays, and drive customers away.”
State of the american workplace report 2013
State of the american workplace report 2013
Carles Almagro
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood. Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Youth Hold the Key: Building Your Workforce Today and in the Future
Youth Hold the Key: Building Your Workforce Today and in the Future
The Rockefeller Foundation
This presentation explores the the changing demographic & legal rules surrounding our aging workforce and how employers can adapt and comply with these changes.
Managing the Aging Workforce
Managing the Aging Workforce
This account is closed
2013 Regus Worklifebalance Index
2013 Regus Worklifebalance Index
Experience for You
State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders. The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders report highlights findings from Gallup's ongoing study of the American workplace from 2010 through 2012. This is a continuation of Gallup's previous report on the U.S. workplace covering 2008 through 2010. This latest report provides insights into what leaders can do to improve employee engagement and performance in their companies. It includes an overview of the trend in U.S. employee engagement, a look at the impact of engagement on organizational and individual performance, information about how companies can accelerate employee engagement, and an examination of engagement across different segments of the U.S. working population. Recommended by Business Doctors, Graz, Austria. www.business-doctors.at SEE FULL SUPPORTING ARTICLE AND OTHER INSIGHTS RELATING TO ENGAGEMENT, STRESS, BURNOUT PREVENTION AS AN ECONOMIC FACTOR IN OUR BLOG .................... LINK: http://burnout-businessdoctors.blogspot.co.at/
State of the American Workplace Report 2013: Employee Engagement Insights for...
State of the American Workplace Report 2013: Employee Engagement Insights for...
DAVID MALAM
Today, four different generations live together in the working environment. What are their interests? Do they work in the same way? This paper analyzes the difference between these generations. It proves that Millennials have their own way of working. Given that 30% of American workers are part of Generation Y, and knowing that by 2025 they will represent three-quarters of the world's workforce, companies must adapt to their needs and interests. But, what do millennials value the most in the companies? Gen Y is looking for flexibility in the workplace, which can be approached from different points. Through this paper you'll examine the benefits of new ways of working and the different tools that can boost workplace flexibility.
New Ways of Working: Benefits of Workplace Flexibility
New Ways of Working: Benefits of Workplace Flexibility
CatalinaManzanoLaina
State of the American Workplace by Gallup
State of the American Workplace by Gallup
Elizabeth Lupfer
PeoplePerHour has embarked on its first comprehensive semi-annual self-employment report to determine the underlying market drivers and labour trends in this burgeoning segment of the labour force. Our analysis is two-fold in that we prepare an exhaustive questionnaire that drills down into the socio-economic aspects of self-employment both at home in the UK, and our broader global self-employed marketplace. The second component of our research involves a deep data-drive into our user-population to determine aspects such as average project duration, income, industry and average hours worked.
Semi-Annual Report on Self-Employment by PeoplePerHour
Semi-Annual Report on Self-Employment by PeoplePerHour
Kelly Bolton
BRW Article Feb 2003 - Ageing Workforce
BRW Article Feb 2003 - Ageing Workforce
Jonathan Morris
Workplace demographics are changing dramatically, transforming how the people that make up businesses think and act and how managers engage with them. Changing needs and beliefs, and an evolving economic situation, mean that organisations are faced with substantial shifts in perspective, but also great opportunities to evolve.
Aspirational shift
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The Economist Media Businesses
Work life balance (1)
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Kamesh Raghuvanshi
New Career Economy
New Career Economy
Gerri Sefi
KED Technology can provide a long term engineering outsourcing solution for such issues.
Availability risk of skilled resources in Oil&Gas Sector
Availability risk of skilled resources in Oil&Gas Sector
Roopesh Kotecha
The Regus Work-Life Balance Index, which surveys over 16,000 professionals in more than 80 countries, has registered 24% rise between 2010 and 2012. This is a positive indication that now even more workers globally believe that conditions are improving and that measures are being taken to help them successfully manage to balance their personal and their work time. The Regus Index calibrates work-life harmony by combining a number of different factors, both ‘soft’ indicators such as feelings of enjoyment, sense of achievement and satisfaction with the amount of time spent at home, and ‘hard’ factors such as working hours and additional duties in order to monitor real improvements in the lives of professionals all over the globe. In 2012, some 61% of business people globally feel that their work-life balance has improved since 2010. Although a positive majority, this figure still has considerable room for improvement as the decade advances.
Regus Work-Life Balance White Paper
Regus Work-Life Balance White Paper
Regus
In an effort to better understand the behaviors, attitudes and cash flow challenges experienced by small businesses and self-employed professionals around the world, Intuit QuickBooks released the “The State of Small Business Cash Flow” Report.
The State of Small Business Cash Flow
The State of Small Business Cash Flow
Intuit Inc.
Michel Falcon and Shane Skillen surveyed 1,350 employees to better understand how they are feeling during COVID-19, what their expectations are and what matters them the most returning to their workplace. These sentiments have been collected and packaged into a playbook with recommended best practices. Organizations can leverage this document to help design their relaunch efforts to maximize productivity, influence employee engagement and rebuild their company culture.
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...
Michel Falcon
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low?
State of the Global Workplace - Gallup Report (2017)
State of the Global Workplace - Gallup Report (2017)
Adrian Boucek
Galit Rubinstein, Psychologist of work and organizations of Adam Milo
The Big Resignation
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EladFarjon1
Final business report Business Comm 200-02
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Connor Burgess
Understand everything that matters most about the changes in the modern workforce.
Gallup report: State of the American Workplace
Gallup report: State of the American Workplace
Agustin Varela
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years. Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Millennials and the Future of Work: Survey Results
Millennials and the Future of Work: Survey Results
Elance-oDesk
In an interview, an executive said the following, "Today, the greatest challenge that a company can face is a lack of engagement… and not to be aware of the situation". But on average, the majority of employees in any given company are, to some degree, disengaged. This presentation, given at the TCHRA Spring Conference, looks at the underlying causes and presents practical solutions.
Using Behavioral Economics to Unlock Workforce Engagement
Using Behavioral Economics to Unlock Workforce Engagement
James Sillery
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Was ist angesagt?
State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders. The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders report highlights findings from Gallup's ongoing study of the American workplace from 2010 through 2012. This is a continuation of Gallup's previous report on the U.S. workplace covering 2008 through 2010. This latest report provides insights into what leaders can do to improve employee engagement and performance in their companies. It includes an overview of the trend in U.S. employee engagement, a look at the impact of engagement on organizational and individual performance, information about how companies can accelerate employee engagement, and an examination of engagement across different segments of the U.S. working population. Recommended by Business Doctors, Graz, Austria. www.business-doctors.at SEE FULL SUPPORTING ARTICLE AND OTHER INSIGHTS RELATING TO ENGAGEMENT, STRESS, BURNOUT PREVENTION AS AN ECONOMIC FACTOR IN OUR BLOG .................... LINK: http://burnout-businessdoctors.blogspot.co.at/
State of the American Workplace Report 2013: Employee Engagement Insights for...
State of the American Workplace Report 2013: Employee Engagement Insights for...
DAVID MALAM
Today, four different generations live together in the working environment. What are their interests? Do they work in the same way? This paper analyzes the difference between these generations. It proves that Millennials have their own way of working. Given that 30% of American workers are part of Generation Y, and knowing that by 2025 they will represent three-quarters of the world's workforce, companies must adapt to their needs and interests. But, what do millennials value the most in the companies? Gen Y is looking for flexibility in the workplace, which can be approached from different points. Through this paper you'll examine the benefits of new ways of working and the different tools that can boost workplace flexibility.
New Ways of Working: Benefits of Workplace Flexibility
New Ways of Working: Benefits of Workplace Flexibility
CatalinaManzanoLaina
State of the American Workplace by Gallup
State of the American Workplace by Gallup
Elizabeth Lupfer
PeoplePerHour has embarked on its first comprehensive semi-annual self-employment report to determine the underlying market drivers and labour trends in this burgeoning segment of the labour force. Our analysis is two-fold in that we prepare an exhaustive questionnaire that drills down into the socio-economic aspects of self-employment both at home in the UK, and our broader global self-employed marketplace. The second component of our research involves a deep data-drive into our user-population to determine aspects such as average project duration, income, industry and average hours worked.
Semi-Annual Report on Self-Employment by PeoplePerHour
Semi-Annual Report on Self-Employment by PeoplePerHour
Kelly Bolton
BRW Article Feb 2003 - Ageing Workforce
BRW Article Feb 2003 - Ageing Workforce
Jonathan Morris
Workplace demographics are changing dramatically, transforming how the people that make up businesses think and act and how managers engage with them. Changing needs and beliefs, and an evolving economic situation, mean that organisations are faced with substantial shifts in perspective, but also great opportunities to evolve.
Aspirational shift
Aspirational shift
The Economist Media Businesses
Work life balance (1)
Work life balance (1)
Kamesh Raghuvanshi
New Career Economy
New Career Economy
Gerri Sefi
KED Technology can provide a long term engineering outsourcing solution for such issues.
Availability risk of skilled resources in Oil&Gas Sector
Availability risk of skilled resources in Oil&Gas Sector
Roopesh Kotecha
The Regus Work-Life Balance Index, which surveys over 16,000 professionals in more than 80 countries, has registered 24% rise between 2010 and 2012. This is a positive indication that now even more workers globally believe that conditions are improving and that measures are being taken to help them successfully manage to balance their personal and their work time. The Regus Index calibrates work-life harmony by combining a number of different factors, both ‘soft’ indicators such as feelings of enjoyment, sense of achievement and satisfaction with the amount of time spent at home, and ‘hard’ factors such as working hours and additional duties in order to monitor real improvements in the lives of professionals all over the globe. In 2012, some 61% of business people globally feel that their work-life balance has improved since 2010. Although a positive majority, this figure still has considerable room for improvement as the decade advances.
Regus Work-Life Balance White Paper
Regus Work-Life Balance White Paper
Regus
In an effort to better understand the behaviors, attitudes and cash flow challenges experienced by small businesses and self-employed professionals around the world, Intuit QuickBooks released the “The State of Small Business Cash Flow” Report.
The State of Small Business Cash Flow
The State of Small Business Cash Flow
Intuit Inc.
Michel Falcon and Shane Skillen surveyed 1,350 employees to better understand how they are feeling during COVID-19, what their expectations are and what matters them the most returning to their workplace. These sentiments have been collected and packaged into a playbook with recommended best practices. Organizations can leverage this document to help design their relaunch efforts to maximize productivity, influence employee engagement and rebuild their company culture.
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...
Michel Falcon
Only 15% of employees worldwide are engaged at work. This represents a major barrier to productivity for organizations everywhere – and suggests a staggering waste of human potential. Why is this engagement number so low?
State of the Global Workplace - Gallup Report (2017)
State of the Global Workplace - Gallup Report (2017)
Adrian Boucek
Galit Rubinstein, Psychologist of work and organizations of Adam Milo
The Big Resignation
The Big Resignation
EladFarjon1
Final business report Business Comm 200-02
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Connor Burgess
Understand everything that matters most about the changes in the modern workforce.
Gallup report: State of the American Workplace
Gallup report: State of the American Workplace
Agustin Varela
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years. Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Millennials and the Future of Work: Survey Results
Millennials and the Future of Work: Survey Results
Elance-oDesk
In an interview, an executive said the following, "Today, the greatest challenge that a company can face is a lack of engagement… and not to be aware of the situation". But on average, the majority of employees in any given company are, to some degree, disengaged. This presentation, given at the TCHRA Spring Conference, looks at the underlying causes and presents practical solutions.
Using Behavioral Economics to Unlock Workforce Engagement
Using Behavioral Economics to Unlock Workforce Engagement
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Was ist angesagt?
(18)
State of the American Workplace Report 2013: Employee Engagement Insights for...
State of the American Workplace Report 2013: Employee Engagement Insights for...
New Ways of Working: Benefits of Workplace Flexibility
New Ways of Working: Benefits of Workplace Flexibility
State of the American Workplace by Gallup
State of the American Workplace by Gallup
Semi-Annual Report on Self-Employment by PeoplePerHour
Semi-Annual Report on Self-Employment by PeoplePerHour
BRW Article Feb 2003 - Ageing Workforce
BRW Article Feb 2003 - Ageing Workforce
Aspirational shift
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Work life balance (1)
Work life balance (1)
New Career Economy
New Career Economy
Availability risk of skilled resources in Oil&Gas Sector
Availability risk of skilled resources in Oil&Gas Sector
Regus Work-Life Balance White Paper
Regus Work-Life Balance White Paper
The State of Small Business Cash Flow
The State of Small Business Cash Flow
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...
State of the Global Workplace - Gallup Report (2017)
State of the Global Workplace - Gallup Report (2017)
The Big Resignation
The Big Resignation
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Gallup report: State of the American Workplace
Millennials and the Future of Work: Survey Results
Millennials and the Future of Work: Survey Results
Using Behavioral Economics to Unlock Workforce Engagement
Using Behavioral Economics to Unlock Workforce Engagement
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As business cycles ebb and flow, flexibility can assist organizations to prosper in a world that is in constant flux, and help employees to contribute their best. Judi Casey from the Sloan Network outlines the business benefits of implementing flexible work arrangements in your organization. Discover how to create a culture of flexibility that will grow your business with more efficient practices, reduce stress and health care costs, and reduce your carbon footprint. Discover how to circumvent potential obstacles such as selling to senior leaders, and managing the resistance of managers and co-workers.
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The primary difference between this report and the low-wage recovery stories in the media is that we use occupations to group jobs rather than industries. Industry refers primarily to the employers and the kinds of products and services they produce, whereas occupation classifies a specific set of activities performed on the job.
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Take the Work-Life Quiz: Know what you need to know to be effective How do you stack up on key work-life knowledge? Do you know the cutting edge information about work-life topics such as workplace flexibility, health and wellness or culture change initiatives? How can you create effective work-life efforts that meet the unique needs of your organization as part of your total rewards strategy? Take the work-life quiz to learn the fact-based information needed for success. Understand misconceptions and erroneous assumptions that challenge common wisdom. This presentation will provide critical work-life research and statistics to assist you to create effective work-life strategies as well as communicate the benefits of these initiatives to employees, managers and senior leaders. The work-life strategy of RSM McGladrey will be featured including their successful approaches to solve difficult work-life problems and situations.
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Creating a Flexible and Inclusive Work Culture to Drive Employee Engagement: This session will focus on creating a flexible and inclusive work culture as a business strategy to drive employee engagement and competitive advantage. Judi Casey, Director of the Sloan Work and Family Research Network, will review research data linking flexible work cultures with positive returns on investment such as productivity, retention and being seen as an employer of choice. With Amy Munichiello, Inclusiveness Strategy Consultant at Ernst & Young.
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STATE OF THE AMERICAN WOR KPLACE EMPLOYEE ENGAGEMENT INSIGHTS FOR U.S. BUSINESS LEADERS TO WIN CUSTOMERS — and a bigger share of the marketplace — companies must first win the hearts and minds of their employees. If you are a business leader serious about implementing proven engagement strategies for growth at your organization, contact Stephanie Holgado at +1-202-715-3101 or [email protected] COPYRIGHT AND TRADEMARK STANDARDS This document contains proprietary research, copyrighted materials, and literary property of Gallup, Inc. It is for your guidance only and is not to be copied, quoted, published, or divulged to others. All of Gallup, Inc.’s content, unless otherwise noted, is protected by copyright © 2013. All rights reserved. This document is of great value to Gallup, Inc. Accordingly, international and domestic laws and penalties guaranteeing patent, copyright, trademark, and trade secret protection safeguard the ideas, concepts, and recommendations related within this document. No changes may be made to this document without the express written permission of Gallup, Inc. Gallup®, Q12®, Clifton StrengthsFinder®, StrengthsFinder®, Engagement Creation Index™, HumanSigma®, Gallup Panel™, Gallup-Healthways Well-Being Index®, and CE11® are trademarks of Gallup, Inc. All rights reserved. All other trademarks and copyrights are the property of their respective owners. The Q12 items are protected by copyright of Gallup, Inc., 1993-1998. All rights reserved. ABOUT THIS REPORT The State of the American Workplace: Employee Engagement Insights for U.S. Business Leaders report highlights findings from Gallup’s ongoing study of the American workplace from 2010 through 2012. This is a continuation of Gallup’s previous report on the U.S. workplace covering 2008 through 2010. This latest report provides insights into what leaders can do to improve employee engagement and performance in their companies. It includes an overview of the trend in U.S. employee engagement, a look at the impact of engagement on organizational and individual performance, information about how companies can accelerate employee engagement, and an examination of engagement across different segments of the U.S. working population. Leaders, Here’s something they’ll probably never teach you in business school: The single biggest decision you make in your job — bigger than all of the rest — is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits — nothing. At Gallup, we’ve studied the impact of human nature on the economy for decades. We’ve now reviewed more than 25 million responses to our employee engagement survey, the Q12. And what we found out about managers and employees has serious implications for the future of American companies and the world. Of the approximately 100 million people in America who hold full-time jobs, 30 million (30%) a.
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Work Life Integration - Human Capital Insights - Vol. 6
Class Flexibility Better Than A Bailout
Class Flexibility Better Than A Bailout
People at Work 2022: A Global Workforce View" del ADP Research Institute
People at Work 2022: A Global Workforce View" del ADP Research Institute
2010 PLS Career Summit: Eric Winegardner, VP of Client Adoptions, Monster.com
2010 PLS Career Summit: Eric Winegardner, VP of Client Adoptions, Monster.com
Good Jobs
Good Jobs
Take the Work-Life Quiz
Take the Work-Life Quiz
Take the WorkLife Quiz
Take the WorkLife Quiz
GALLUP REPORT ON AMERCIAN WORK PLACE
GALLUP REPORT ON AMERCIAN WORK PLACE
Work Life Issues In America 2008
Work Life Issues In America 2008
Attracting staff benefits and compensation
Attracting staff benefits and compensation
2016 AFLAC Workforces Report-Employee Findings
2016 AFLAC Workforces Report-Employee Findings
1019 2b-450 employers eaps-hylton
1019 2b-450 employers eaps-hylton
JCasey Creating a Flexible and Inclusive Work Culture to Drive Employee Engag...
JCasey Creating a Flexible and Inclusive Work Culture to Drive Employee Engag...
STATE OF THE AMERICAN WOR KPLACEEMPLOYEE ENGAGEMENT INSI.docx
STATE OF THE AMERICAN WOR KPLACEEMPLOYEE ENGAGEMENT INSI.docx
Stateoftheamericanworkplacebygallup 140301224456-phpapp01
Stateoftheamericanworkplacebygallup 140301224456-phpapp01
Employee Engagement
Employee Engagement
New Career Economy
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Welcome Preparing yourself
for the New Career Economy Presented by: Gus Iurillo www.TheESource.com/GIurillo
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