In the December Edition
The Revolution is On
As business leaders brimmed with confidence for a more prosperous year, companies accelerated their talent acquisition spending in early 2011. Our recently-published Talent Acquisition Factbook 2011: Benchmarks and Trends of Spending, Staffing and Key Talent Metrics reveals that recruiting budgets are up 6% in 2011 compared with 2010, driven primarily by expectations earlier this year for domestic and international business growth.
Some of the extra funds went to hiring more staff, with companies bringing on additional full-time headcount plus contractors to meet anticipated hiring demands. From a sourcing perspective, companies made some changes to their strategies this year, a trend which is likely to continue as firms look for greater returns on these investments.
Job boards are still the number one source for external candidates – used to fill 19% of open positions. But the landscape is changing dramatically.
Read the conclusion of Recruiting Sources: The Revolution is On.
Business Results Through Coaching
A significant trend within performance management is the move away from the "competitive assessment" model toward a "coaching and development" model. This approach is not without challenges. As we show in our new report, High-Impact Performance Management: Maximizing Performance Coaching, most organizations struggle to effectively leverage performance coaching: senior leaders do it infrequently and managers do not do it well. Further, HR frequently fails to adequately support it.
Our research shows there is a compelling reason to change this situation: organizations with strong senior leader and cultural support of coaching have superior results. For example, organizations where senior leaders "very frequently" coach had 21% higher business results. Further, organizations with "excellent" cultural support for had 13% stronger business results and 39% stronger employee results.
Read on for more
The Evolving World of Talent Management Technology
Driven by the depth of functionality now available and the ease of implementation provided by Software-as-a-Service, the market for talent applications has exploded. Over the last 10 years businesses of all sizes have gone through major upheavals in staffing and employee management. We have suffered through two global recessions, the globalization of most businesses, and the creation of what we call the "borderless organization" – where people collaborate and work across the globe with peers, partners, contractors, and alumni on a daily basis. We have seen a global move to a highly contingent workforce. The HRIS and talent management systems, which were originally designed to automate HR practices, are now considered strategic tools for business operations and management decision-making.
Read the full article.
Just the Facts, Ma'am - About Gen Y
There are 97 million Gen Yers in the workforce – no small feat to manage. With media hyping generational "collision," and anticipation of Boomers' retirement, HR and business leaders are understandably nervous. Well, knowledge is power. So who is Gen Y in the world of work?
Just the Facts about Millennials (and How Organizations are Supporting Them) reviews empirical, published, peer-reviewed research on generational differences. This research paints a picture of the Gen Y's unique identity and how these characteristics might play a role at work. A quick caveat: these traits are statistically significant and therefore describe the whole group. Any one Gen Yer might be substantially different than the research-driven description of the generation.
The research finds that generational differences overall are small. There are more similarities than differences, and where differences do exist, it is likely more due to life stage. However, there are some notable differences.
Continue reading for more on Gen Y and how to support them.
Performance Support for Transforming Culture
Consider this question: On a scale of 1 to 5, with 1 being "Never True" and 5 being "Always True," how open are your organization's leaders to receiving bad news? That's just one of 40 questions that reflect best practices for building a high-impact learning culture.
Why is learning culture important? Our research shows an organization's learning culture is the greatest predictor of business impact.
Today's environment of rapid change creates new opportunities for enterprises to "learn." People – whether a company's employees, customers, or partners – can now rapidly create, find, and share information in ways learning organizations couldn't imagine just 10 years ago. This era of change has ushered in new ways to learn. Yet many organizations struggle to adopt. Why?
Read on for more.
We Need Your Help – WhatWorks® in Rewards & Recognition
We are in the process of conducting research interviews for High-Impact Rewards and Recognition practices. If your organization is doing something especially effective or unique in these areas, we would like to hear from you! Please email Stacia Garr at email@example.com to tell her what your organization does and the results you have seen. If your practice aligns with the research, your organization may be featured in an upcoming study!
Roundtable Discussion: High-Value Development for High-Potential Leaders – Key Practices from GE
Date/time: Monday, December 12, 11:00 a.m. ET / 16:00 GMT
Presenter: Laci (Barb) Loew, Senior Analyst
Online Webinar: Get Smart Fast: Tools to Build a High-Impact Learning Culture
Date/time: Tuesday, January 24, 2:00 p.m. ET / 19:00 GMT
Presenter: Janet Clarey, Senior Analyst
TalentWatch: Realities for the Next Economy
Date/time: Tuesday, December 13, 2:00 p.m. / 19:00 GMT
Presenter: Kim Lamoureux, Vice President of Research
The Value of Integrating Learning and Talent Management
Date/time: Tuesday, January 10, 2:00 p.m. ET / 19:00 GMT
Presenter: Dr. Katherine Jones, Director of Workforce
Gen Y: Engaging and Retaining the Twitter Generation
Date/time: Wednesday, January 11, 2:00 p.m. ET / 19:00 GMT
Presenter: Brenda Kowske, Senior Analyst
Predictions 2012: Your Crystal Ball for Building the Borderless and Agile Workplace
Date/time: Thursday, January 12, 2:00 p.m. ET / 19:00 GMT
Presenter: Josh Bersin, CEO and President
Breaking the Agency Recruiting Model: A Diversified Strategy for the U.K.
Date/time: Wednesday, January 18, 11:00 a.m. ET / 16:00 GMT
Presenter: Karen O'Leonard, Principal Analyst; and
Kim Lamoureux, VP of Research
Talent Management for Workplace Learning Professionals: Learning and The Talent Management Framework
Date/time: Thursday, January 19, 12:00 p.m. ET/ 17:00 GMT
Presenter: David Mallon, Principal Analyst
A Conversation with UnitedHealth Group: Using Performance Consulting to Drive Results
Date/time: Thursday, January 19, 2:00 p.m. ET / 19:00 GMT
Presenter: Stacia Sherman Garr, Senior Analyst
Guest Presenter: Lori Van Holmes, Director of Innovative
Learning Solutions, UHG
BersinBasicsTM: The New Training Paradigm for Business Leaders
Date/time: Wednesday, January 25, 2:00 p.m. / 19:00 GMT
Presenter: Chris Howard, Senior Vice President of Product
Developing Next-Gen Leaders for the Rigors of Tomorrow – Best Practices and Key Considerations
Date/time: Thursday, January 26, 2:00 p.m. ET / 16:00 GMT
Presenter: Laci (Barb) Loew, Senior Analyst