See what our readers found most interesting last week:
Peter Cappelli’s new column on the entire industry that has grown around the concept that differences exhibited by the younger generations are long-lasting and important for employers to understand and accommodate. But what if the younger generation today is similar in most respects to the younger generations of past years?
Career interest from high-schoolers graduating this year is much lower than the projected job openings in the five fastest-growing industries for 2018. But how can companies even address a potential labor shortage when unemployment is currently so high?
As a result of the recession, employees are re-evaluating what work really means to them, according to new academic research, and the results aren’t pretty. But therein lies an opportunity for HR to step up and make a difference, experts say.
This article by Ed Cohen and Priscilla Nelson addresses the three stages of a successful employee relationship — which converts to strong retention. The relationship begins with onboarding and evolves into alignment with the organization and recognition for his or her contributions. The final stage, which often is not achieved, is when the employee views the organization and its leaders as trusted advisers.
Some companies are finding retention and engagement benefits in encouraging employees to consider lateral career moves as new paths to success.