Articles  

If Unemployment Is So High, Why Is Hiring So Hard?

By Robert Moritz

Source: HBR Blog Network


Why aren't U.S. businesses leading the global economy to recovery? Erratic capital markets, systemic risk, tax policy, and regulatory uncertainty have all been offered as culprits, and all play their parts. But another factor is lurking that may eclipse the rest and, if left unaddressed, will continue to put the U.S. at a severe global disadvantage — the great mismatch between skilled jobs and the talent needed to fill them. The failure to find and nurture this talent is preventing U.S. companies from innovating their way to competitive advantage.


This problem is alarmingly widespread and not limited to start-ups: According to PricewaterhouseCoopers' 15th annual CEO survey, released at last January's World Economic Forum in Davos, Switzerland, nearly 50% of CEOs from all sectors and all corners of the globe say that this skill gap has become more difficult to fill.

 

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Help Employees Manage Stress

By Gayle Lantz

Source: Human Resources IQ


On a business trip years ago, I was flying on a small plane to meet with a client. The weather was stormy and the turbulence was severe. As the plane bounced around in the air, people were screaming, trying to hold on to their seats. Being prone to motion sickness to begin with, I knew I was in trouble.


Noticing my pain, the nice calm man sitting next to me said, "Pretend we're in a boat! We're just going over some big waves. Things will smooth out." While initially thinking this was a silly idea, I quickly imagined myself in a boat wearing a lifejacket and speeding across a lake. It's amazing what your mind can do in a state of panic. Surprisingly, I felt better.


Today's business world is turbulent. The people with whom you work are in states of stress or distress at times. They're looking to you as their leader to help them get through the storm.

 

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Leveraging Employee Engagement Through Work-Life Balance

By Kimberly Andrews

Source: Human Resources IQ


Employees tend to be more engaged when working for an organization that demonstrates a commitment to its employees and community. In this regard, companies that support work-life balance and the wellness of their employees are more likely to have loyal, satisfied and engaged employees. Reduced healthcare insurance costs, lower absenteeism and employee engagement are all key motivators for implementing an organizational wellness program.


With employee engagement as a key motivator, IKON Office Solutions implemented a three-phase approach in 2008 to educate employees about wellness while also encouraging employees to make healthier choices for themselves and their families.

 

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Can You Measure Talent?

By Ashehad Faizy

Source: Human Resources IQ


John E. Jones said: “What gets measured gets done, what gets measured and fed back gets done well, and what gets rewarded gets repeated.”


A recent report from the UK-based Chartered Institute of Personnel and Development suggests the majority of organizations fail to measure or gather information about their human capital, thereby denying stakeholders and potential investors the ability to assess the impact of current and future performance.


This observation calls into attention what is needed and what is available for a company to measure human capital. A standard framework must be set to assess human capital under specific organizational objectives. These measures enable the organization to review its success at each activity (lead), output / human capital, and business impact (lag).

 

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