audit berufundfamilie
|
|
- Judith Baker
- 2 years ago
- Views:
Transcription
1 audit berufundfamilie How to make employees happy and companies successful Antje Leist berufundfamilie Service GmbH Helsinki, 9. September 2014
2 I Parameters for family-oriented HR- Policy in Germany II audit berufundfamilie as strategic management instrument III Certified companies investment and profit 2
3 I Parameters for family-conscious HR-policies in Germany Average age 45,7 years (2013) Average age of employees 43 years (2013) 71,5 % of women between the age of 20 and 64 are working (2013; 2002: 61,8%) 27,3% of all employees are working part time (2013; 46,1% of women; 11% of men) birth rate 1,36 (2012; 2002:1,34) Orig.: Destatis,
4 I Parameters for family-conscious HR-policies Quelle: Statistisches Bundesamt, 2011 About 20 million employees will retire until
5 I Parameters for family-conscious HR-policies Germany has the highest percentage of persons of age 65 and elder within Europe 2.4 million persons are today in need of elder care (2020: about 2,9 million) 70% of elder care is provided by relatives, 23% of which are working (50% of those work full-time) 2/3 of elder care is provided by women Quelle: Statistisches Bundesamt, Ältere Menschen in Deutschland und in der EU. 2011, S. 13 5
6 I Parameters for family-conscious HR-policies in Germany Paid family leave for max. 14 months after the birth of the child, an average 2 months taken by fathers Unpaid family leave until the child reaches the age of 3 with guaranteed workplace security (used only by 2% of the fathers) child care for under 3 or day care still insufficient Social divide between working moms and stay-at-home moms tax system favours single bread-winner models which results in a high percentage of women working part-time changes in family law, changing family patterns and rising divorce rates 50+ result in more women re-entering the workforce 6
7 I Reconciliation of work and family is a general issue in Germany today Quelle: ergo Kommunikation, Februar
8 I Increasing readiness to change jobs when better opportunities for work-family balance are offered Quelle: Familienfreundlichkeit Erfolgsfaktor für Arbeitgeberattraktivität ; Hg.: BMFSFJ / Erfolgsfaktor Familie (2011) 8
9 I Employers recognize the relevance 97% of employers believe, that family friendly HRpolicy makes employers more attractive 78% of employers plan to extend their family-oriented measures Quelle: Bundesministerium für Familie, Senioren, Frauen und Jugend / BPM
10 I Many companies offer individual solutions Zahlen einfügen 3b. 80% flexible work time models 51% mobile work 50% support for care givers 40% priority vacation planing for parents 33 % financial support for child care 33% paid leave for sick child 18% individual work-time arrangements Quelle: Forschungszentrum Familienbewusste Personalpolitik 2013; DIHK
11 I Certified employers take the lead company child care 2,4 29 further support of child care 15,1 46 part-time 79,2 97,3 job-sharing 20,4 51,7 (alterniating) telework staying in touch during parental leave 21,9 27,3 53,8 94 berufundfamilie ggmbh Unternehmensmonitor part-time during parental leave 60,5 89,5 support of nursing service / short-term care 8,9 44 particular activities towards fathers 16,2 47,9 household services 4,9 13, Unternehmensmonitor Familienfreundlichkeit 2010 (Hg.: BMFSFJ sowie vom Institut der deutschen Wirtschaft) verglichen mit zertifizierten Arbeitgebern (Unternehmen, Institutionen und Hochschulen) der berufundfamilie ggmbh Stand: Mai 2011 berufundfamilie ggmbh 11
12 I Parameters for family-oriented HR- Policy in Germany II audit berufundfamilie as strategic management instrument III Certified companies investment and profit 12
13 II The audit berufundfamilie has a strategic approach. It is a management instrument to structure, govern and develop the HR- Policy a defined process including consulting, knowledge transfer and support which defines the culture of a HR-Policy in order to reflect the requirements that different stages of life and forms of family have toward the workplace... a Certificate with annual external reporting... a recognized quality seal 13
14 II The audit-process in several steps preparation status quo survey strategy workshop (SW) auditing workshop (AW) objective agreement analysis of the key figures, structuring and systematization of the measures Top down: Strategic objective and definition of parameters Bottom up: Adequate and suitable measures Signed by CEO and implemented within 3 years assessment & certifiate 14
15 II One process scalable for all sizes 15
16 II The structure of the instrument follows classical HR-approaches 1. Working Time 2. Work Organisation 3. Work Location 4. Information and Communication 5. Leadership / management 6. Human Resource Development 7. Compensations and Benefits 7. Entgeltbestandteile und geldwerte Leistungen 8. Service for Families 16
17 II Sustainability through self-organization, external control and networking auditing certificate network implementation 17
18 II Work & family is more than just child care. Career stages & life phases Work & care Carreer & family Aging workforce Internationality Flexibility Retention succession HRdevelopment Health management Generation management Talent pools prospecting Tangible plan of action: objective agreement 18
19 II From Input to Output External consultation by berufundfamilie Self-organization by the company 19
20 I Parameters for family-oriented HR- Policy in Germany II audit berufundfamilie as strategic management instrument III Certified companies investment and profit 20
21 III Landmarks within the audit-network 535 companies : 25% of the Top 100 Companies in Germany 40% of the Top 30 Dax Companies in Germany 45% of the 20 largest insurance companies 50% of the 20 largest banks 370 public institutions, among those is the Federal Government 127 universities: 82 % of all universities in Germany with over students 8 of the 11 Elite-Universities ( ) 8 members of the TechU9 Stand: August
22 III Successful clients and happy families 22
23 III Investments of a HR-Policy which offers measures to reconcile work & family/life commitment, targets & enforcement from top leadership clear message & solutions for middle management measures for staff information & communication for the internal and external public 23
24 III Economic benefits of a HR-Policy which offers measures to reconcile work & family/life Family-friendly HR-policies current staff potential employee employee satisfaction employee retention prospecting quality of applicants pool of applicants motivation absenteeism Accumulation of human capital customer retention costs for prospecting and internal training costs for job vacancies productivity 24
25 III Value-orientation in HR-Policy pays off +25% familienbewusst - 25% familienbewusst Employee motivation Mitarbeitendenmotivation -17% 14% Employee productivity Mitarbeitendenproduktivität -10% 13% Quality of applications Qualität der Bewerber -14% 12% Customer retention Bindung von Kunde/Kundinnen -12% 10% Staff retention Mitarbeitendenverbundenheit -11% 9% Labour turnover rate Fluktuationsrate -4% 15% Staff vacancies Stellenbesetzungsdauer -9% 8% Rate of absence Fehlzeitenquote -12% 48% Krankheitsquote Sickness absence rate -22% 27% -30% -20% -10% 0% 10% 20% 30% 40% 50% 60% Discrepancy percentage from the average of companies which are 25 % more and 25 % less family conscious. (www.ffp-muenster.de, Münster und Berlin 2013) 25
26 Thank you very much for your attention. 26
27 berufundfamilie Service GmbH Hochstraße Frankfurt Telefon
Measures and solutions help the enterprise reach its corporate objectives
Definition/Origin The Workandfamily audit has its roots in the American family friendly index. The German berufundfamilie ggmbh developed the audit into what is called european work & family audit to ensure
Family-friendliness and demographic change: challenges and opportunities!
Family-friendliness and demographic change: challenges and opportunities! Christiane Debler Copenhagen, 27 June 2013 Bundesarbeitgeberverband Chemie Contents 1. Need for action and initial demographic
European Reconciliation Package
European Reconciliation Package On the occasion of the public consultation of the European Commission on possible action addressing the challenges of work-life balance faced by working parents and caregivers,
Ageing Workforce and Human Resource Management in German Companies
Ageing Workforce and Human Resource Management in German Companies German-Japanese Conference Human Resource Management with Ageing Workforces, Cologne, September 15th, 2010 Dr. Hans-Peter Klös, Head of
Family-Friendly Practices at Workplaces How to do it?
Family-Friendly Practices at Workplaces How to do it? Employers Forum, Helsinki, 9th Sept 2014 M.Soc.Sc. Anna Kokko Leading specialist The Family Federation of Finland There are many questions: - What
GIIRS Emerging Market Assessment Resource Guide: Worker Benefits
GIIRS Emerging Market Assessment Resource Guide: What s in this Guide? I. What are Employee Benefits? II. Types of Employee Benefits III. Importance of Benefits IV. Implementation V. Additional Resources
Demographic Trends in Germany and current challenges of Senior Citizen Policy
1 Women Federal Ministry and Youth for Demographic Trends in Germany and current challenges of Senior Citizen Policy Dr. Matthias von Schwanenflügel, LL.M.Eur. Head of Directorate General ASEM- Conference,
Succession Planning Process
Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their
Workforce Planning. John Sunderland. Inspiring People Management. June 2006
Workforce Planning John Sunderland Inspiring People Management June 2006 Workshop SCIE People Management website What is Workforce Planning? Workforce Planning and Development Forecasting Leavers Your
Supporting Women in Leadership
June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from
Gender Diversity in Corporate Pakistan
Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan
Attraction and Retention: The Impact and Prevalence of Work-Life & Benefit Programs. research. A Research Report by WorldatWork October 2007
Attraction and Retention: The and Prevalence of Work-Life & Benefit Programs research A Research Report by WorldatWork October 2007 About WorldatWork Media Contact: Marcia Rhodes 14040 N. rthsight Blvd.
Whole-life Approach to Prevention Culture
Whole-life Approach to Prevention Culture ILO-ISSA Conference on Challenges and Solutions in a Global Economy 29. October 2015, A&A Julia Flintrop, EU-OSHA Safety and health at work is everyone s concern.
ABCD. Balancing Beruf Career und Familie
ABCD Familienfreundlich Family-friendly work Arbeiten environment bei Boehringer at Boehringer Ingelheim Ingelheim Balancing Beruf Career und Familie and Family im Einklang Foreword Foreword 4-5 Audit:
Germany and Japan under Demographic Change
Germany and Japan under Demographic Change Prof. Dr. Thusnelda Tivig University of Rostock, Department Ageing of Individuals and Society (AGIS), and Rostock Center for the Study of Demographic Change Content
Human Resources Management Map
Human Resources Map This map has been developed by november ag and is published under the Creative Commons Attribution-ShareAlike 3.0 Unported License. Version 1.1 / October 2012 november ag Human Resources
Dr. Anna Maria Schneider
Dr. Anna Maria Schneider Postdoctoral Researcher Faculty of Economics and Business Administration Humboldt Universität zu Berlin Rosenstraße 19 10178 Berlin, Germany anna maria.schneider[at]wiwi.hu berlin.de
Creating Tomorrow s Public Service. May, 2009. A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service
Creating Tomorrow s Public Service May, 2009 A Corporate Human Resource Management Strategy For the Newfoundland and Labrador Core Public Service 1 The Role of Public Service Employees As professionals,
Employment in Poland 2012
BRIEFING NOTE Employment in Poland 2012 1. Employment Cost 2. Legal System 3. Employer s obligations 4. Types of employment contract 5. Working time 6. Holiday 7. Sick pay 8. Parenthood rights 9. Mass
Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental
Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers
Gender-Equality in the Workplace: The Current Situation in six European Countries
International Conference Gender-Equality in the Workplace Athens, September 13th Gender-Equality in the Workplace: The Current Situation in six European Countries Kathinka Best, M.Sc. Research Assistant
Equal Opportunities Audit and Other Gender-Related Activities Targeting Employers in the CZ. Nina Bosničová, Gender Studies, o.p.s.
Equal Opportunities Audit and Other Gender-Related Activities Targeting Employers in the CZ Nina Bosničová, Gender Studies, o.p.s. Gender Studies, o.p.s. Established in 1991 Cooperation with companies,
WORKFORCE ENGAGEMENT. Workplace productivity will continue to be an issue for the business and is a key component of the transformation strategy.
WORKFORCE ENGAGEMENT Toyota Australia is undergoing a whole of business transformation in order to create a sustainable future. The company is working with employees to ensure they understand the vital
The Drake Suite of Talent Management Solutions. Increasing the Return on your Human Capital Investment
The Drake Suite of Talent Management Solutions Increasing the Return on your Human Capital Investment Increasing the Return on your Human Capital Investment An integrated and comprehensive approach to
Balancing Work & Family. Submission to the House of Representatives Standing Committee on Family & Human Services. Parliament of Australia
Balancing Work & Family Submission to the House of Representatives Standing Committee on Family & Human Services Parliament of Australia May 2005 Table of contents Introduction 1 1. Financial, career and
Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY
Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible
Branch Human Resources
Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers
GOLDEN RULES. of Familiy-Friendly Leadership
GOLDEN RULES of Familiy-Friendly Leadership Publishing Information: Published on behalf of the rector by: Equal Opportunities Office and IGaD, RWTH Aachen University gsb@rwth-aachen.de genderanddiversity@rwth-aachen.de
Using Workforce Analytics to Reduce Employee Turnover
Using Workforce Analytics to Reduce Employee Turnover White Paper This White Paper describes the challenges of reducing employee turnover in shift based organizations, and introduces Otipo s innovative
Check against delivery!
1 Welcome Address by Caren Marks, Parliamentary State Secretary to the Federal Minister for Family Affairs, Senior Citizens, Women and Youth --- on the occasion of the 62 nd International Conference of
STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES
STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES BERLIN, 21 MAY 2015 Julia Howes Mercer Workforce Analytics & Planning A WORKFORCE TSUNAMI IS APPROACHING COPYRIGHT MERCER 2015 STRATEGIC
WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE
FACT SHEET WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE EUROPEAN TRADE UNION CONFEDERATION (ETUC) FACT SHEET WORKING TIME, GENDER EQUALITY, AND RECONCILING WORK AND FAMILY LIFE 01
METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY
METRICS TO HELP IMPROVE YOUR WORKFORCE PRODUCTIVITY KEY RESULTS FROM MERCER 2013-2014 WORKFORCE METRICS DATABASE Tom Jacob, Mercer Ephraim Spehrer-Patrick, Mercer Milan Taylor, Mercer TODAY S PRESENTERS
1. Current leave and other employment-related policies to support parents 2
Malta 1 Frances Camilleri-Cassar (University of Malta) April 2016 For comparisons with other countries in this review on demographic, economic, employment and gender equality indicators and on leave provision
Talent Management Leadership in Professional Services Firms
Talent Management Leadership in Professional Services Firms Published by KENNEDY KENNEDY Consulting Research Consulting Research & Advisory & Advisory Sponsored by Table of Contents Introduction.... 3
Workforce Diversity: The Fresh Face of Employment in Canada
Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving
The Importance of Succession Planning and Best Practices. Shellie Haroski, SPHR
The Importance of Succession Planning and Best Practices Shellie Haroski, SPHR Questions to consider What percentage of your employees will retire in the next 5 years? 10 years? What percentage of your
E U R O P E A N E C O N O M I C A R E A
E U R O P E A N E C O N O M I C A R E A S T A N D I N G C O M M I T T E E O F T H E E F T A S T A T E S 22 February 2016 SUBCOMMITTEE IV ON FLANKING AND HORIZONTAL POLICIES EEA EFTA Comment on possible
27 30 October 2011 KAV - Belgium. Wanted: Gender proof systems of Social Security and Protection!
EBCA seminar London Marietje Van Wolputte 27 30 October 2011 KAV - Belgium Wanted: Gender proof systems of Social Security and Protection! 1 Introduction: The face of poverty is female. This is the case
DECENT WORK Ministry of Social Development ACTIVITIES DESCRIPTION LEAD CSF 1 ALLOCATION
DECENT WORK Ministry of Social Development ACTIVITIES DESCRIPTION LEAD CSF 1 ALLOCATION Monitoring reports to A series of monitoring reports produced to analyse Ministry of Social Development 17, 18 estimate
Example: Virginia Tech ~ Human Resources Strategic Plan,
Example: Virginia Tech ~ Human Resources Strategic Plan, 2011-2014 Human Resources Mission We provide a positive HR service experience for applicants, employees, and retirees and collaborate with departments
Employee Benefits Report 2014
Employee Benefits Report 2014 Foreword Attraction, Retention, Motivation: from listening to our clients these are the three most common words used when discussing employees. And given that the war for
How HR Software Can Help Deliver a Competitive Advantage
How HR Software Can Help Deliver a Competitive Advantage whitepaper Content 3 4 6 9 12 Executive Summary What is competitive advantage? How can HR contribute to your competitive advantage? Key HR Software
Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction.
TALENT MANAGEMENT Process Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission
we keep the human in human resources
we keep the human in human resources OVERVIEW The difference between us and other human resource firms is you. You, your unique HR challenge and specific, proven solutions to solve your day-to-day HR challenges.
content Fresh thinking for decision makers
Roland Berger Strategy Consultants content Fresh thinking for decision makers The current crisis may be over but one problem remains The lack of qualified staff Do you want to keep the right people in
HELPING YOU GET ON WITH BUSINESS
HELPING YOU GET ON WITH BUSINESS We feel like Flex HR is a division of our company. They free us up to do what we do best Wendy Heath, Owner, Heath Construction HELPING YOU GET ON WITH BUSINESS A message
The HR Image Makeover: From Cost Center to Profit Maker
The HR Image Makeover: From Cost Center to Profit Maker Human resources human assets human capital. Call it what you will, the collected people power or workforce value of an organization is an asset that
A9. What is the total number of employees worldwide including Denmark by headcount?
SURVEY OF EMPLOYMENT PRACTICES OF MULTINATIONAL COMPANIES OPERATING IN DENMARK Home-based English version Please select a language: SECTION A: INTRODUCTION English... 1 Danish... 2 First page: EMPLOYMENT
Human Capital Financial Statements
Presents: Human Capital Financial Statements April 19, 2011 About Human Capital Management Institute The Human Capital Management Institute (HCMI) was founded on the belief that organizations can and must,
From Recession to Recovery:
From Recession to Recovery: Using Employee Purchase Program Benefits to Recruit, Retain and Rejuvenate Road to Recovery Series A Purchasing Power White Paper July 2011 TABLE OF CONTENTS Executive Summary...2
ESF Pilot Programme Encouraging Youth in the Neighbourhood
ESF Pilot Programme Encouraging Youth in the Neighbourhood Why this Programme? Unemployment rate U25 (by ILO standard) 2014: Germany: 7,7 % EU 28: 22,1 % (Eurostat 2015) BUT: In Germany, in 2013 46.295
DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM. A Human Resource Management Framework
DEVELOPING AN INTEGRATED TALENT MANAGEMENT PROGRAM A Human Resource Management Framework HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland
Flexible Workplaces Practical Flexible Work Practices to Achieve a Work and Life Balance A Guide for Employers and Employees
Flexible Workplaces Practical Flexible Work Practices to Achieve a Work and Life Balance A Guide for Employers and Employees Women Tasmania Department of Premier and Cabinet Flexible Workplaces / Hobart:
CEB Corporate Leadership Council. The Analytics Era: Transforming HR s Impact on the Business
CEB Corporate Leadership Council The Analytics Era: Transforming HR s Impact on the Business The volume of data available to HR has increased exponentially across the past 30 years. AN EXPLOSION OF TALENT
Shifting the Paradigm of Succession Planning
Shifting the Paradigm of Succession Planning Linda Callecod, Principle and Sr. Consultant; Seraphim Consulting and Training Solutions One of the very first principles I learned as a developing executive
Customizing Careers. The impact of a customized career
Customizing Careers The impact of a customized career Introduction The long-predicted talent gap is upon us. While many of today s business leaders typify the traditional workforce, the vast majority of
Self-Employment. How to set up as your own boss" Pia-Felicitas Homann Lüneburg-Wolfsburg Chamber of Industry and Commerce Office Celle
Self-Employment How to set up as your own boss" Lüneburg-Wolfsburg Chamber of Industry and Commerce Office Celle Content I II III IV Self-Employment: An Attractive Career Perspective Facts and Figures:
limelizard hr consulting - we are leading change
limelizard hr consulting - we are leading change Content limelizard hr consulting Leading Change in dynamic environments Our Services 3 Our Mission Statement 5 Our Expertise 6 limelizard hr consulting
H U M A N R E S O U R C E S F R A M E W O R K
HALIFAX REGIONAL MUNICIPALITY Planning for Change Seizing Opportunities Safeguarding Our Future H U M A N R E S O U R C E S F R A M E W O R K Why Are We Here Today? To inform Council about our greatest
HR Metrics Interpretation Guide
Version 7.2 / August 2014 A data service owned and operated by: Welcome! This Interpretation Guide is designed to give you the information you need to interpret your metric and benchmarking results. This
PI WorldWIde recruitment and retention trends survey Q2 2015
PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance
Talent as a Top Priority and Challenge
Talent as a Top Priority and Challenge Talent is viewed as source of competitive advantage and driver of performance, but it remains a challenge for today s organizations. Mercer s 2013 Talent Barometer,
BUILDING A BUSINESS CASE FOR PERFORMANCE & DEVELOPMENT PLANNING (PDP) SYSTEMS
iedex online ty Ltd ABN 65 081 927 513 BUILDING A BUSINESS CASE FOR ERFORMANCE & DEVELOMENT LANNING (D) SYSTEMS iedex ty Ltd 2/17 Raglan Street South Melbourne VIC 3205 hone : (03) 9696 1222 Fax: (03)
BECKER + PARTNER HR-MANAGEMENT CONSULTING
BECKER + PARTNER HR-MANAGEMENT CONSULTING Recruiting of specialists, highly qualified experts and executives, General Managers, Executive Search Consulting, HR Consulting, HR Marketing and Strategy Consulting
2014 HSC Business Studies Marking Guidelines
20 HSC Business Studies Marking Guidelines Section I Multiple-choice Answer Key Question Answer C 2 A 3 C B 5 B 6 C 7 B 8 C 9 B 0 B C 2 D 3 B C 5 C 6 D 7 A 8 D 9 A 20 D Section II Question 2 (a) Demonstrates
Employee Engagement Forum Belgium - 2013. Welcome
Employee Engagement Forum Belgium - 2013 JUNE 6th, 2013 BRUSSELS Welcome 01 Introduction Nico Van Dam (Hay Group) Agenda for today 15:30 Introduction Nico Van Dam Hay Group 15:45 Insights from Engagement@Work
Career Management. Succession Planning. Dr. Oyewole O. Sarumi
Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development
Organization and Operations. Metric Name Formula Description
Metric List Organization and Operations *Revenue Factor Revenue / Regular FTE Revenue per FTE. Workforce s Revenue Factor Revenue / Workforce On Payroll FTE Revenue per FTE (including all regular employees
Flexible Work: Trends & Best Practices
03 Flexible Work: Trends & Best Practices Introduction With the expanding number of dual-income households, emergence of a multi-generational workforce, prevalence of a diversity of family structures,
HR Staff and Structure Results U.S. Human Capital Effectiveness Report 2010/2011. SARATOGA a service offering of PricewaterhouseCoopers, LLP
Results U.S. Human Capital Effectiveness Report 2010/2011 SARATOGA a service offering of PricewaterhouseCoopers, LLP Survey Period January December 2009 SARATOGA a service offering of PricewaterhouseCoopers,
HR Metrics Report. Reporting Period 2013 Q1 - January 1 to March 31, 2013. Sample Report. Province: Industry: Workforce Change:
HR Metrics Report Reporting Period 2013 Q1 - January 1 to March 31, 2013 Comparison Group Criteria Province: Industry: Workforce Change: All All All Region: Size: Geographic Range: All All All Sector:
ESTABLISHED GERMAN MARZIPAN COMPANY CONTINUES SUSTAINABLE HEALTH PROMOTION 1. Case metadata
ESTABLISHED GERMAN MARZIPAN COMPANY CONTINUES SUSTAINABLE HEALTH PROMOTION 1. Case metadata Country of origin: Germany Year of publication by agency: 2012 Sector: C10 Manufacture of food products Keywords:
Driver training and licence acquisition in Germany
Driver training and licence acquisition in Germany For more than 100 years driving licences have been issued in Germany. In Germany there are 2 terms, Fahrerlaubnis (driving licence, the permission to
General Disclosures and Management Approach. Economic Performance
Social Social 28 Social performance Boliden generates value by having top quality operations, processes and products. Employees who are skilled, committed and who accept personal responsibility are crucial.
Chapter 3 Work-Life Balance Promotion
Chapter 3 Work-Life Balance Promotion Section 1 Importance of Work-Life Balance 1 Problems Involved in Working Style. The major reason behind the rapid fall in the birthrate is the situation whereby women
HR and Recruiting Stats That Make You Think. A Statistical Reference Guide for Talent Acquisition Professionals
50 HR and Recruiting Stats That Make You Think Introduction Employer branding, employee engagement, social recruiting, transparency and Millennials are among the most important trends and topics impacting
Introduction. Page 2 of 11
Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation
THE INTERNATIONAL JOURNAL OF BUSINESS & MANAGEMENT
THE INTERNATIONAL JOURNAL OF BUSINESS & MANAGEMENT Impact of Talent Management on Organisation Culture David Leann Rachel PG Student, Department of MBA, Gates Institute of Technology, GOOTY, A.P. India
Annual Workforce and Age Profile Report 2005-2006. As at 31 March 2006
Annual Workforce and Age Profile Report 2005-2006 As at 31 March 2006 Human Resources Unit July 2006 INTRODUCTION The human resource indicators in this report provide broad workforce data and analysis,
Trends in women s employment in Hungary, with a focus on women returning to the labour market after childbirth and maternity leave
92 Trends in women s employment in Hungary, with a focus on women returning to the labour market after childbirth and maternity leave BENCSIK, ANDREA JUHÁSZ, TÍMEA Keywords: women s employment, family
As to the difference between (unit linked) life insurance
As to the difference between (unit linked) life insurance and UCITS (Unit linked) life insurance and investments funds are different products serving different customer needs. For retirement pensions to
The Economics of Retention
Non-Sales Employee Programs Series 6.1 The Economics of Retention FOCUS How recognition programs improve retention among nonsales employees. This article is from an Executive White Paper produced through
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Report of: Paper prepared by: Director of Patient Services/Chief Nurse Gill Heaton Director of Nursing (adults) Cheryl Lenney Date of paper:
BALANCING WORK AND FAMILY A BUSINESS COUNCIL OF AUSTRALIA SURVEY Introduction P04 Australia s Changing Workforce P06 The BCA Survey P07 Policies,
BALANCING WORK AND FAMILY A BUSINESS COUNCIL OF AUSTRALIA SURVEY Introduction P04 Australia s Changing Workforce P06 The BCA Survey P07 Policies, Strategies and Options : A Summary of Business Initiatives
Caerphilly County Borough Council. Workforce Planning Guidance. and Template
APPENDIX 1 Caerphilly County Borough Council Workforce Planning Guidance and Template May 2013 1 Content Description Page Number Part 1 Introduction 1.1 Introduction 1.2 What is Workforce Planning? 1.3
THE EVOLUTION of Talent Management Consulting
Talent management consulting is the giving of professional, expert advice to executives who are put in charge of handling, directing, or managing those who have a capacity for achievement or success. THE
Entrepreneurship education in Germany 1
Entrepreneurship education in Germany 1 1 OVERVIEW The German educational system is decentralised. Both the functional design and the responsibility for education lie primarily with the federal states
SUCCESSION PLANNING AND MANAGEMENT GUIDE
SUCCESSION PLANNING AND MANAGEMENT GUIDE HR POLICY AND PLANNING DIVISION HUMAN RESOURCE BRANCH Public Service Secretariat April, 2008 Government of Newfoundland and Labrador P.O. Box 8700 St. John s Newfoundland
your needs, our solutions
good to know you your needs, our solutions Follow us on For further information visit www.randstad.es, call 902 14 00 00 or write to us at info@randstad.es 00 from people to people Dear friend, The world
Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh
Executive Education: What do high potential leaders want? Selected results of a study conducted by Mannheim Business School ggmbh Background and Objectives of the Study Survey Online survey conducted from
HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Where HR Divisions should be. Where most HR Divisions are
HUMAN RESOURCES IN PUBLIC EDUCATION Where are we? Where should we be? Human Capital Management Human Resources Department Personnel Department Levers: Differentiated Pay Career Ladders Distribution of
Human Resource Planning
Human Resource Planning Guide for Managers Introduction xxx Overview What is human resource planning? Why is human resource planning important? Who is responsible for human resource planning and who should
Workforce Management Plan 2013-2017
Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction
Diversity can also be opportunity. RWE Diversity Management
Diversity can also be opportunity RWE Diversity Management Diversity Management 3 Preface 4 Having the energy to lead means we stay on top of current social, economic and environmental challenges. Our
YOUR BENEFITS as an Employee of the City of High Point
YOUR BENEFITS as an Employee of the City of High Point This handbook is a brief outline of benefits available to employees of the City of High Point. It is not intended to constitute an expressed or implied
Employee engagement is promoted by a myriad of
SHRM Foundation Executive Briefing Employee Engagement: Your Competitive Advantage Sponsored by Randstad Employee engagement is promoted by a myriad of consultants, books and articles, but does it really
Questions and Answers concerning innovative Human Resources Management
Questions and Answers concerning innovative Human Resources Management Shortage of Skilled Professionals and Managers, Demographic Changes, Social Media Within the context of my business objectives, what
Creating A Healthy Workplace
Creating A Healthy Workplace Source: Mental Health In the Workplace: Tackling the Effects of Stress booklet Published by the Mental Health Foundation, London (UK) Any employer who wishes to create a healthy
Quality Part-time Work
flexible work arrngements Quality Part-time Work in case the study Retail SectoR project overview Part-time work is the most popular flexible work arrangement in Australia and is a major feature of retail