CAHRS Top 10 November 2024
1. What’s New with Talent Reviews?
Several Burning Questions Remain Top of Mind as Companies Refine Talent Review Processes
CAHRS
In this CAHRS Virtual Working Group recap, we dive into how companies are reassessing traditional talent review practices amid today’s evolving business landscape. As tools like the nine-box grid and criteria such as performance and potential have remained largely unchanged for years, participants explored whether these methods still meet the shifting needs of businesses and employees. Read on for key insights from the discussion on how to modernize talent reviews for a more agile workforce.
2. Employee Retention
It’s about Getting Recognition Right
Gallup
This study reveals that employees receiving high-quality recognition are 45% less likely to leave their organizations after two years. The challenge is that not all recognition initiatives carry the same gravitas. This article breaks down the five central components of strategic recognition into pillars and advocates that recognition needs to meet four out of five pillars to drive retention.
3. Career Outcomes for Older Employees
Here are Three Strategies
AON
As life expectancies and retirement ages rise, organizations can leverage the value older employees bring by creating supportive workplaces. These workers offer a wealth of experience and skills, vital for mentoring the next generation amid talent shortages. Companies should address the unique needs of older employees, including health programs, retirement planning, and opportunities for reskilling. This article explores three strategies to improve the employee experience for older employees while capitalizing on their value add to the organization.
For more information on inclusion, have a look at this ILR mental health toolkit..
4. Think Different
Apply Steve Jobs's Marketing Wisdom to HR Strategy
LinkedIn
The article by Hacking HR explores how HR leaders can apply Steve Jobs's marketing principles to enhance strategies. It emphasizes the importance of innovation, storytelling, and creating a strong employer brand to attract top talent. By focusing on the unique qualities of their organizations and communicating them effectively, HR can differentiate itself in a competitive market. The author encourages HR professionals to "think different" in approaching talent acquisition and employee engagement.
5. Struggling with People Analytics?
Study Finds You’re not Alone
City Buzz
A recent study by HR.com’s HR Research Institute reveals that while organizations are improving their capabilities in people analytics, significant challenges remain. Only 22% of companies feel effective in maximizing HR analytics, despite half rating their data evaluation skills positively — up from 36% in 2021. Key obstacles include integrating business and HR data, implementing analytics-driven programs, and effective data communication. The findings stress the need for HR professionals to focus on turning insights into actionable strategies for better workforce management.
Take a look at this popular CAHRS YouTube video, which includes ways artificial intelligence can assist with talent analytics and workforce planning.
6. High-Impact Rewards
It’s an Evolving Landscape
Deloitte
This report explores the evolving landscape of high-impact rewards and their significance in attracting and retaining talent. It highlights the need for organizations to rethink their reward strategies by incorporating personalized and holistic benefits that address employee well-being and career growth. Emphasizing flexibility and adaptability, the report suggests that companies must align their rewards with employee expectations and values to drive engagement and performance.
7. HR’s Secret Weapon in Employee Retention?
Sustainability
HR Director
Organizations can enhance employee retention by aligning their sustainability strategies with HR initiatives. As Millennials and Gen Z prioritize climate action, a strong sustainability commitment can attract and keep talent. Despite challenges like limited resources and knowledge, collaboration between HR and Chief Sustainability Officers can create effective engagement and retention strategies. By integrating sustainability into employee engagement, companies can foster a more committed workforce.
8. Closing America’s Opportunity Gap
A Documentary by CAHRS Partner Company
Workday
America is often called the land of opportunity, but for many, the path to a thriving wage career remains out of reach. “UNTAPPED,” a documentary developed and executive-produced by CAHRS partner company Workday in collaboration with The SpringHill Company, follows the inspiring journeys of six young adults from under-resourced communities as they navigate a demanding skills training program. Their goal is to secure competitive internships at Fortune 500 companies and create a brighter future for themselves.
9. Why so Much Disagreement?
Cornell HR Studies Professor Shares Recent Study about ways Conflict can Hinder Innovation
ILR School
In this article, Devon Proudfoot, ILR HR Studies Associate Professor, explores why novel ideas often face disagreement. She found that the novelty of an idea increases the variability in its perceived value, leading to conflict that can hinder innovation. She found that the novelty of an idea increases the variability in its perceived value, leading to conflict that can hinder innovation. Understanding this dynamic allows organizations to anticipate and manage dissent during the evaluation of creative proposals, thereby fostering a more collaborative environment.
10. Employee Well-Being key to job Selection
Take a Look at the Innovative way CAHRS Partner Firm Procter & Gamble is Highlighting this Important Part of Attracting Employees
Katie Couric Media
This article emphasizes the growing importance of employee well-being as a key factor in job selection. It highlights how companies like CAHRS partner Procter & Gamble prioritize supportive workplace cultures that accommodate personal challenges, enhancing employee loyalty and retention. A personal account from an employee illustrates how her employer provided flexibility during a family health crisis, demonstrating the positive impact of such policies. Ultimately, the piece advocates for prospective employees to consider wellness benefits alongside salary when evaluating job opportunities.