Plenty of organizations are developing leaders internally and creating their own leadership development programs. Research, however, shows that investing heavily in leadership seminars, workshops, retreats, books, and so on, won’t necessarily create the leaders you want. While these tactics can greatly aid the leadership development process, in the long run, you may still fail to build true leaders.
Download this free printable Daylight Savings Time-Change Poster to alert your staff of the impending time change on Sunday, November 4, 2018.
According the 2017 State of the Industry report from the Association for Talent Development, organizations spend an average of $1,273 per employee for direct learning expenditures. Organizations smaller in size spend more per employee and larger organizations spend less per employee but smaller organizations have a much smaller training budget than those larger organizations.
Now, more than ever, it is important for organizations to understand that the face of today’s active job seeker has changed. Most notably, as unemployment continues to decline, reaching an all-time low at 4.4% in Ohio, the number of active job seekers has also decreased. This requires companies to take a more proactive and creative look at how to attract top talent.
Every year, nearly 2 million American workers are reported victims of workplace violence. Workplace violence covers a wide range of acts or threats that are disruptive to the inside or outside of a workplace. Exposure to workplace violence or a lack of security may lower employees’ morale, leaving them feeling disengaged and unproductive. This is a rapidly growing concern for organizations worldwide, and we encourage seeking proper training to prevent and protect employees from possibly hostile situations.
With recruiting talent constantly on the do-list for most organizations, the laundry list of recruiting tools in Figure 1 below probably looks familiar. In short, employers are most likely using a healthy combination of online recruiting, relationship based recruiting, and connections to the career services centers at higher education institutions to search for their talent.
Editor’s note: This article was originally published in February 2016 and has been updated for accuracy and comprehensiveness.
Talent, in many organizations, seek learning and development opportunities to advance their careers. They often look to their employer for support and guidance. Therefore, it is important for organizations to provide structured learning. However, many employees may not know where to start when it comes to their professional and career development. Organizations have the unique opportunity to provide the “where to start” for employees in conjunction with developing the skills necessary for the overall goals of the organization.
You’re filling out a job application and just as you’re about to hit “submit”, you see the dreaded “Please provide the salary for your current position” question. Plus, it has a little red asterisk next to it, so you know you are going to have to answer it to even be considered. Well in recent years a combination of case law and statewide and local statutes are beginning to change that practice, or at least removing that pesky red asterisk.
Recruiting and retaining people in stigmatized occupations can be difficult for many organizations. Stigmatized occupations are jobs that may be seen by society as being physically or socially tainted.1
Additional Resource
The Ultimate Guide to Training Your Supervisors and Managers
Learn how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles.
Recruiting and hiring the right people for the right position is an essential piece of an organization’s success. Employee selection is much more complex than an impressive resume and a feeling that they’re a cultural fit. When your employee selection is approached incorrectly, it may result in high turnover, low morale, increased stress, and decreased productivity.
Employee engagement is generally defined as a positive, fulfilled state of the employee regarding their work and their organization. Employee engagement is characterized by vigor, dedication, and absorption in work-related activities. Unsurprisingly, employee engagement connects with many desirable outcomes, including high performance, overall positive attitudes, better mental health, and increased innovation. If employees are not engaged, they tend to burn out and disconnect from their work.
