Tag: looking

In a tight labor market where it can be difficult to compete for talent, more employers are looking carefully at how to leverage the skills and experiences of older workers. They’re also helping older workers better understand the job opportunities available, as well as how those workers can help themselves by developing late-career working and retirement plans.
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Author: SHRM Global
Date/time: 2nd October 2019, 03:03

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People are living longer, and there are more older people in the workforce and looking for work. The time is ripe for organizations to make age part of their diversity and inclusion strategies, noted panelists at The Future of Work for All Generations conference that AARP recently hosted in Washington, D.C.
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Author: SHRM Global
Date/time: 17th July 2019, 03:03

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As recruiting remains a challenge, many organizations are looking to talent development as a way to maintain their staffing needs. This means creating training programs that will provide employees with the skills they need for the jobs they have today and the ones they are being developed for in the future.
A fairly common instructional design tool is the ADDIE model. It was created back in the 1970s by Florida State University as part of a military training project. The acronym stands for assessment, design, development, implementation and evaluation.
In recent years, the ADDIE model has received some criticism that it’s not flexible enough for today’s modern learning environment. However, I contend that the individual steps in ADDIE are still very necessary. Is it possible that the model is fine, but we need to view each step in a modern context? I recently explored this idea in a series of posts over on the Saba Software blog and I wanted to share them with you over here as well.
The ADDIE Model: Don’t Conduct Assessments Without This. Assessments, as part of the instructional design process, serve several purposes. They help organizations understand what’s really happening and their options for creating a solution. But to get a solution that’s totally focused on the learner and the learner’s performance? Make sure to include feedback from the learner during this step in the process!
Good Learning Design Involves Alignment and Specificity. The design phase can be used during the creation of any type of learning, whether it’s a five-minute demonstration about how to open a bottle of wine during a restaurant pre-shift briefing or a three-day leadership boot camp. The goal is the same – create a specific learning objective that directly links to employee performance.
Using the ADDIE Model to Develop Learning That Sticks. The development of learning isn’t simply about telling a person or a group some information. It’s about conveying that information in a format that allows the person to intake the information and use it right away. The shorter the time between the learner receiving the information and then using it, the better the chances of learning (true learning) taking place. And employee performance improves.
Program Implementation Should Benefit the Audience and the Organization. When preparing to launch a new learning program, organizations must think about many things such as who will be the facilitator, what are the room logistics, etc. Those details are important, but don’t forget the audience. They’re the ones seeing the program. Organizations must put themselves in the shoes of the audience to create a first-class implementation.
Learner Feedback Is the Most Important Training Metric. When it’s time to evaluate learning, organizations need to make sure that the program objectives were accomplished. But, organizations should place equal value on employee feedback and comments. Their impressions of the program will be shared in the cafeteria, over Slack, and via text messages.
Let me add one more thing. Regardless of where the training occurs in the employee life cycle – orientation, refresher, or as a part of succession planning – organizations create training to move the needle on employee performance. If employees leave training loving the learning, their co-workers will want to know when they get to attend. If employees hate it, their co-workers will find excuses not to participate. That ultimately impacts the business metric the program is trying to change.
The model used to create learning programs should be learner-centric.
Image captured by Sharlyn Lauby during the Association for Talent Development International Conference and EXPO in San Diego, CA
The post Bookmark This! Aligning Employee Needs With the Learning Process appeared first on hr bartender.
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Author: hrbartender
Date/time: 17th May 2019, 18:08

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A few weeks ago, we asked you the question “If you were to start looking for a new job today, what would be the number one reason?” The answer won’t be a surprise. 

I went back and checked your responses from 2018 and guess what, the turnover reasons rank exactly the same: 1) compensation and benefits, 2) opportunities for advancement, 3) supportive management, and 4) flexible work. The percentages did change.  

Compensation and benefits increased 11 points (from 24 percent last year)Opportunities for advancement increased a point (from 21 percent last year)Supportive management decreased a point (from 20 percent in 2018)Flexible work decreased 9 points (from 20 percent in 2018) Training and development was at the bottom and in the single digits both years. There could be a few reasons for this. I believe employees have really embraced the “own your career” mantra that became so popular during the Great Recession. As a result, training looks different. Training can take the form of MOOCs, books, blogs, webinars, etc. Many of these resources are free. 

From the survey results, I also noticed a few more things:

Flexible work is on the rise. I’m going to assume the year over year decrease in flexible work as a reason for turnover coincides with the increase in organizations offering it. I believe that companies are starting to realize with the increase in technology that they can offer this option, it doesn’t cost too much, and employees like it. It also keeps employees from choosing to freelance as a way to have a more flexible lifestyle. 

Speaking of freelancing, in this labor market, organizations do have to factor in the gig economy from two angles. First, employees looking for career advancement might choose freelancing as a way to have more control over their careers. And companies that don’t have much to offer in the way of career advancement might need to start looking at freelancers as a way to fill positions. While freelancing could cost more than an hourly employee, companies don’t have to pay benefits. Which leads us to the next point…

Compensation and benefits continue to be an the issue for workers. At some point, organizations will have to create competitive salary packages and benefits. If you want the best talent, it will be necessary. Not surprisingly, I’m starting to see an increasing number of organizations offering signing bonuses. 

Finally, management development still needs attention. While training was last on the list, that doesn’t mean organizations can stop doing it. One area that continues to be a cause of turnover is management. 

While this survey was only one question and there are many factors that go into turnover, there is one other interesting thing I’d like to point out. I didn’t ask the question “Why did you leave?” I asked the question “Why would you start looking?” They are two different questions. And for the past two years, employees have provided answers that they probably are very comfortable telling the company. 

In my experience, employees wouldn’t hesitate to tell me during an exit interview, “I’m making more money.” Or “I’m getting more responsibility.” On the other hand, employees were sometimes reluctant to say, “My boss is a jerk.” Because they didn’t want to burn a bridge.  See where I’m going with this? Employees are starting to look for new opportunities based on reasons that they are usually very open about – money and opportunities. Companies have the answer to turnover right in front of them. The question becomes are they going to do something about it?

P.S. Hey everyone! Just a quick note from behind the scenes. Mr. Bartender and I are celebrating our anniversary this month. We will be posting content, but do have a few things planned, so it may not be on our regular schedule. Thanks for reading and supporting HR Bartender! It means a lot to us.
The post Turnover 2019: Why Employees Leave [survey results] appeared first on hr bartender.
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Author: hrbartender
Date/time: 6th April 2019, 06:03

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