Faced with a cadre of young workers who say they want to make a difference, employers are trying to inject meaning into the daily grind, connecting profit-driven endeavors to grand consequences for mankind.
A lawyer for Ellen Pao told a jury that she was harassed by male co-workers and denied plum assignments at venture-capital firm Kleiner Perkins, as arguments began in a gender-bias trial Silicon Valley is watching closely.
Pacific Investment Management Co. said Friday that Paul McCulley will step down as managing director and chief economist at the end of the month, less than a year since returning to the firm last May.
Wal-Mart plans to boost pay for its U.S. employees to at least $10 an hour by next year, well above the minimum wage, signaling a tightening labor market and rising competition for lower-paid workers.
More corporate boards are tapping outside experts to scrutinize the effectiveness of directors and help them make tough decisions. It is a fast-growing area for executive recruiters and governance consultants.
Fearful that they will crush employees’ confidence, companies want managers to ease up on harsh feedback.
United Talent Agency launches division called UTA Fine Arts to manage the careers of contemporary visual artists.
Companies selling technology and other services to corporate customers are struggling to fill potentially lucrative sales jobs. Employers say part of the problem is that young workers perceive sales as risky.
As the competition for critical talent in the U.S. intensifies, organizations must better understand the supply and demand for critical workforce segments. Companies must begin to identify the skills in their organization that will help drive future growth. "With the relative aging of the population, it is bound to bring with it many changes to the economy of the U.S.-some foreseeable, many probably not," according to Alan Greenspan, Chairman of the Federal Reserve emeritus.
Today, the average cost to replace an employee is one and a half times their current salary when you factor in benefits, on-boarding and training and development. That cost is expected to double in the next 25 years. According to the Bureau of Labor Statistics, by 2012 there will not be enough skilled workers in the U.S. to staff all of the nation's jobs.
The real talent gap in the United States involves selected skill sets. Four industries in particular will suffer a mass exodus of employees including: Healthcare, Manufacturing, Energy and the Public Sector. With a decrease in the employee workforce, companies are challenged with the question of whether or not there will be enough qualified workers in the United States to do the work at an acceptable cost. Organizations must be prepared to manage divisions or business units that will be heavily impacted by waves of retirement and the impact retirement will have on critical skill sets and productivity needs.
- The Bureau of Labor Statistics
- Deloitte research 2008-Do you know where your talent is?
- HR Magazine Vol. 50, No. 3