Flex-Options. Creating 21st Century Workplace Flexibility A Project of: U.S. Department of Labor, Women s Bureau
|
|
- Marcia Ferguson
- 7 years ago
- Views:
Transcription
1 Flex-Options Creating 21st Century Workplace Flexibility A Project of: U.S. Department of Labor, Women s Bureau Flex-Options for Women Meeting: San Diego Telework Forum Presenter: Kelly Jenkins-Pultz Date: January 16, 2008
2 What Is Flex-Options for Women? This project focuses on: Building national awareness of the benefits of flexible workplace solutions Encouraging business owners to consider work redesign and develop or expand flexible work arrangements Anticipated results: Positive bottom line impact for business owners Enhanced ability to manage work and life responsibilities for employees Fourth Edition: July
3 Active in Ten Regions Flex-Options is being carried out in ten regions (Atlanta, Boston, Chicago, Dallas, Denver, Kansas City, New York, Philadelphia, San Francisco, and Seattle) to encourage 137 business owners to implement or enhance workplace flexibility policies or programs Goals include: Each region will recruit a minimum of 21 business owner participants Employers will establish or enhance a minimum of 460 workplace flexibility policies or practices Fourth Edition: July
4 Flex-Options Process Inspiring business leaders with innovative ways of managing with workplace flexibility Facilitating sharing of information and best practices Providing tools including Web site resources, virtual presentations, and local events Fourth Edition: July
5 Participant Qualifications Employers interested in developing at least one type of flexible work arrangement or enhancing current workplace flexibility Employers looking for innovative strategies to recruit, retain and engage workers Fourth Edition: July
6 Why Should I Consider Telework? Absenteeism is reduced Business stays open during emergencies Opens doors to talent that might not be available otherwise (i.e. seniors, disabled, parents) Retains talent that experiences family moves, disabilities, caregiving issues, etc. Increases geographic reach of business to new territories, distant customers
7 Telecommuting Advantages Offers alternative to relocation Expands recruitment pool Reduces office space and associated costs Provides fewer workplace distractions Allows work during personal best time Accommodates employees with disabilities Reduces pollution Decreases wear/tear on transportation infrastructure Reduces or eliminates commute time Decreases employee work-related spending Fourth Edition: July
8 Telecommuting Defined Working from a remote location one or more days/hours a week Common approaches: Home office: Designated office space at employee s home Satellite or neighborhood office: Remote office established by one or more employers typically in a community with a large concentration of employees Hoteling: Designated workspaces at a company location are reserved by employees who work remotely, but occasionally come into the office Fourth Edition: July
9 Who Wants Workplace Flexibility? Dual Focus Families Between 1996 and 2006, the number of dual-income families increased by 34%, from 25 to 33 million Single-parent families Between 1996 and 2006, the number of single-parent families increased by 18%, from 16 to 19 million In March 2006, 27% of all children lived in single-parent families Sources: U.S. Department of Labor, Bureau of Labor Statistics, Current Populations Survey, March 1996, 2006 Fourth Edition: July
10 Mothers Want Workplace Flexibility Mothers in Prime Working Years 63% of women age 16 and over with children under age 6 were in the labor force in March 2006 (up from 39% in 1975) 36% of women with children under age 6 who aren t in the workplace but may be attracted into your firm if you offered part-time, seasonal, flextime, work-from-home and other alternative schedules Sources: U.S. Department of Labor, Bureau of Labor Statistics: Employment and Earnings, January 2007; Current Population Survey, March 1975, 2006 Fourth Edition: July
11 Fathers Want Workplace Flexibility Working Fathers Generation X fathers spend 1.2 hours more time with their children than Boomer fathers with children of the same ages, yet only 52 percent of Gen X fathers aspire to advance down from 68 percent in However, they work three hours a week more than those of the same age in Source: (2004 Generation & Gender, American Business Collaboration and Families and Work Institute)
12 Older Workers Want Workplace Flexibility Fifty-seven percent of older workers, 50 years or older, would like to remain in the workforce if they could reduce their working hours. This preference for reduced work hours is expected to become increasingly important as the workforce ages. Source: (2004 When Work Works, FWI)
13 Workplace Flexibility Reduces Stress, Boosts Loyalty Fifty-seven percent of employees exhibit high levels of mental health in organizations with medium or high levels of workplace flexibility, versus 17 percent in organizations with low levels of flexibility. Seventy-two percent of employees plan to remain with their employers for the next year in organizations with high levels of workplace flexibility, versus 49 percent of organizations with low levels of flexibility. Workplace flexibility makes more of a positive difference in retention and stress among lower-wage employees than their more advantaged counterparts. Source: (2004 When Work Works, Families and Work Institute; and the Impact of Job and Workplace Conditions, Families and Work Institute
14 Workplace Flexibility Produces More Productive, Committed Workers 67% of employees report high levels of job satisfaction in organizations with high levels of workplace flexibility, versus 23% in organizations with low levels of flexibility. 66% percent of employees report high levels of job engagement and commitment in organizations with high levels of workplace flexibility, versus 56% in organizations with low levels of flexibility. Internal organizational studies have established that employees who have even a small measure of flexibility have significantly greater job satisfaction, stronger commitment to the job and higher levels of engagement with the company, as well as lower levels of stress. Sources: 2004 When Work Works, Families and Work Institute; Business Impacts of Flexibility, Corporate Voices for Working Families
15 Highly Committed Employees Linked to Higher Profits Companies with highly committed employees had a 112 percent return to shareholders over three years, compared to 90 percent for companies with average commitment, and 76 percent for companies with low commitment. Source: (2000 Study by Watson Wyatt Worldwide)
16 Workplace Flexibility is Highly Desired Benefit Among employees who don't use a lot of workplace flexibility on the job, eight out of 10 people (79%) men and women, young and old want and would use more flexibility if they could do so without negative consequences. Source: 2004 When Work Works, Families and Work Institute
17 What are you missing by not offering a telework program? How can the Women s Bureau help you try on a pilot telework program?
18 Women s Bureau: Women Entrepreneurs Inc. and Women s Bureau Workplace Flexibility website: When Work Works Alliance for WorkLife Progress Families and Work Institute: Center for Work-Life Law at Hastings College: Center on Work and Aging and Workplace Flexibility at Boston College: Center for Law and Social Policy, WorkLife Issues: Corporate Voices for Working Families: The Twiga Foundation: The Labor Project for Working Families: Workplace Flexibility 2010: flexibility2010/ Fourth Edition: July
A Sloan Work & Family Research Network Fact Sheet
Questions and Answers about GENERATION X/GENERATION Y: Y A Sloan Work & Family Research Network Fact Sheet Introduction The Sloan Work and Family Research Network has prepared Fact Sheets that provide
More informationIssue brief WORKPLACE FLEXIBILITY INITIATIVES
WORKPLACE FLEXIBILITY INITIATIVES The following is a compilation of traditional and innovative flexible arrangements that merit additional consideration as options to address the needs of employees and
More informationFlexible 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,
More informationTurnover. Defining Turnover
Retaining Talent A guide to analyzing and managing employee turnover; By David G. Allen, Ph.D., SPHR SHRM Foundation s Effective Practice Guidelines Series Defining Turnover Turnover is defined as an employee
More informationOccupier perspective Workplace strategies Focus on people March 2014
Occupier perspective Workplace strategies Focus on people March 2014 Creating a workplace strategy is one of the first and most important elements of portfolio / real estate strategy, which allows organisations
More informationA NEW GENERATION AT WORK
A NEW GENERATION AT WORK INTRODUCTION There is a great deal of speculation about generational and gender differences in the workforce. However, until now, many of these assertions have been based on intuition
More informationFlexible Work Options (FWO) Supervisor Tool Kit
Plymouth State University (PSU) recognizes the importance of flexibility in the workplace for staff. FWO offer a way to provide excellent customer service while managing people, time, space, and workload
More informationBeyond Telework - Advantages of a Multi Family Office
Beyond Telework Treasury Inspector General for Tax Administration June 9, 2011 1 Background 823 employees dispersed into 86 different offices coast-to-coast. 83% of employees participate in our Telework
More informationThe attraction, retention and advancement of women leaders:
The attraction, retention and advancement of women leaders: Strategies for organizational sustainability BUSINESS CASE 1 Table of Contents Introduction Business Case 1 Barriers and Success Factors Overview
More informationA CFO s Guide to Creating a High Performance Organization: Workforce Management Best Practices
A CFO s Guide to Creating a High Performance Organization: Workforce Management Best Practices Performance-driven organizations leverage their workforces to realize a higher return on investment, increased
More informationEuropean 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,
More informationMillennial Disruption
Millennial Disruption Inside 2 3 4 5 The Fundamentals of Work Have Changed Flexibility is a Priority for Millennials How to Prepare for the Millennial Management Team Fall-Winter Programs Disrupt the culture
More informationWorkplaces of the Future: Creating an Elastic Workplace
Workplaces of the Future: Creating an Elastic Workplace Workplace flexibility has become table stakes for attracting and retaining employees. Now companies must align their flexibility strategy with their
More informationThe Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland. ADVANCE Research and Evaluation Report for CMNS
The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland ADVANCE Research and Evaluation Report for by KerryAnn O Meara, Associate Professor, Higher Education Co-PI for Research
More informationDo Strategies That Organizations Use to Promote Gender Diversity Make A Difference?
Do Strategies That Organizations Use to Promote Gender Diversity Make A Difference? Division of Member Services, Research American College of Healthcare Executives CEO Circle White Paper Fall 2013 Abstract
More informationMillennial Leaders: Myths and Reality. Pinsight s Research Report
Millennial Leaders: Myths and Reality Pinsight s Research Report What s the generational make-up in today s workforce? As of last year, Millennials became the largest group in the labor force, with 53.5
More information2015 NFL Annual Selection Meeting R P O CLUB PLAYER POS COLLEGE ROUND 2
ROUND 2 2 1 33 TENNESSEE 2 2 34 TAMPA BAY 2 3 35 OAKLAND 2 4 36 JACKSONVILLE 2 5 37 NEW YORK JETS 2 6 38 WASHINGTON 2 7 39 CHICAGO 2 8 40 NEW YORK GIANTS 2 9 41 ST. LOUIS 2 10 42 ATLANTA 2 11 43 CLEVELAND
More informationUNC Leadership Survey 2012: Women in Business
UNC Leadership Survey 2012: Women in Business Quantitative Report UNC Kenan-Flagler Business School Executive Development 2013 Table of Contents Introduction 3 How to Read This Report 4 Key Findings 5
More informationECONOMIC FACTORS AFFECTING COMPENSATION
Unit 4: Total Rewards 41 ECONOMIC FACTORS AFFECTING COMPENSATION Inflation Inflation has a substantial impact on compensation practices. Managing a compensation program is especially difficult during periods
More informationGender. Diversity Analysis. and. Discussion Paper and Lens
Gender and Diversity Analysis Discussion Paper and Lens by the Women in Employment Committee of the Canadian Association of Administrators of Labour Legislation August 8, 2003 INTRODUCTION The Women in
More informationBranding the Government As An Employer of Choice
Branding the Government As An Employer of Choice By Neil Reichenberg, IPMA-HR Executive Director If governments are both to compete successfully for talented applicants and retain high performing employees,
More informationLocal Consumer Commerce
March 2016 LOCAL CONSUMER COMMERCE DECEMBER 2015 Local Consumer Commerce December 2015 DEC 2015 2.3 % The Local Consumer Commerce Index (LCCI) increased 2.3 percent year-over-year in December 2015. Figure
More informationOptimizing Rewards and Employee Engagement
Optimizing Rewards and Employee Engagement Improving employee motivation and engagement, and identifying the right total rewards strategy to influence workforce effectiveness. Kevin Aselstine, Towers Perrin
More informationCHAPTER 1 INTRODUCTION. This chapter will focus on background of the study, briefly state the research problem,
CHAPTER 1 INTRODUCTION This chapter will focus on background of the study, briefly state the research problem, question and objective, and finally address the scope and organization of study. 1.1 Introduction
More informationTechnology and Management Trends For Emerging HR Leaders 2015
Technology and Management Trends For Emerging HR Leaders 2015 The Human Resources landscape is changing at a rapid pace. The traditional HR role has evolved from that of a business function to that of
More information7 DRIVERS FOR BUILDING EMPLOYEE ENGAGEMENT: FROM HIRE TO RETIRE
7 DRIVERS FOR BUILDING EMPLOYEE ENGAGEMENT: FROM HIRE TO RETIRE Insights from Ceridian s 4th Annual Pulse of Talent Survey EXECUTIVE SUMMARY The insights provided by more than 800 working Canadians show
More information50 Plus: The Challenges of Career Transition. By Marva McGrew
50 Plus: The Challenges of Career Transition By Marva McGrew In today's wavering economy, the American dream of retiring at age 50 and enjoying a beachside villa or countryside cottage until Kingdom comes
More informationBranching out: FinTech, rising CRE costs driving design strategy for U.S. banks
Branching out: FinTech, rising CRE costs driving design strategy for U.S. banks United States 2015 Banking in 2015: How trends affect space design A JLL research study of recent office and retail leasing
More informationBefore I get started, I d like to ask you some questions. (Please keep your hand raised as long as the questions apply to you)
Before I get started, I d like to ask you some questions. (Please keep your hand raised as long as the questions apply to you) How many of you have telecommuting programs in place currently? How many involve
More informationAN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY
AN EMPLOYER S GUIDE TO EMPLOYING SOMEONE WITH DISABILITY Introduction Australia s workforce is constantly changing to prepare for, and respond to our future economic, environmental and social goals. The
More informationWhy Healthcare Leaders Need to Take a New Look at Diversity in Their Organizations
Why Healthcare Leaders Need to Take a New Look at Diversity in Their Organizations Division of Member Services, Research American College of Healthcare Executives CEO Circle White Paper Fall 2015 Introduction
More informationA CFO s Guide to Creating a High Performance Organization: Workforce Management Best Practices
A CFO s Guide to Creating a High Performance Organization: Workforce Management Best Practices Kronos Incorporated July 2004 Table of Contents Characteristics of a performance-driven organization 2 Performance-driven
More informationWORK & FAMILY BALANCE
ACTION AGENDA FOR WORK & FAMILY BALANCE NOVEMBER 2003 PREMIER S MESSAGE The Victorian Government supports a better balance between work and family for all Victorians and is working to help employers and
More informationSupporting 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
More informationThe Future of Flexibility. 2013: A Turning Point? The New Flex Landscape. Agile work. Mobile offices. Hotelling, hot desking
B OSTON C OLLEGE CENTER FOR WORK & FAMILY E X E C U T I V E B R I E F I N G S E R I E S In this Issue: An overview of the flexibility landscape, and the business case for flexibility An in-depth look at
More informationGlobal Talent Index Highlights
2012 Global Talent Index Highlights Talent is critical to Boston s economic future, and to the future of metropolitan regions around the world. Of all the factors driving economic growth, none is more
More informationThe Driver Roadmap Where Uber Driver-Partners Have Been, And Where They re Going
The Driver Roadmap Where Uber Driver-Partners Have Been, And Where They re Going Research Highlights And Uber is an attractive option. Uber attracts driver-partners from a wide range of backgrounds Half
More informationPreparing for the Golden Years. {A MaxPoint Interest Index}
Preparing for the Golden Years {A MaxPoint Interest Index} Americans have retirement on their minds. A recent report from the Pew Research Center claims that for survey respondents between 36 and 40, 53%
More informationThe Common Challenges to the Successful Implementation of SmartWork Program
, pp.127-132 http://dx.doi.org/10.14257/ijmue.2014.9.2.12 The Common Challenges to the Successful Implementation of SmartWork Program Kyung Jin Cha 1 and Joon Seub Cha 2 1 KeiMyung University, 1095 Dalgubeol-daero,
More informationState of US Salaries Report
State of US Salaries Report 1 HIRED S STATE OF SALARIES REPORT Hired, the company on a mission to get everyone a job they love, has tapped into its data to reveal insights on software engineers salaries
More informationBuilding a Culture of Employee Engagement
Building a Culture of Employee Engagement Crystol Jones, MB Public ffairs Specialist, Health and Human Services Bob Lavigna, ssistant Vice Chancellor- Human Resources, University of Wisconsin Richard Tanenbaum,
More information6 Ways Social Collaboration Can Boost Employee Engagement
6 Ways Social Collaboration Can Boost Employee Engagement 6 Ways Social Collaboration Can Boost Employee Engagement In today s demanding corporate environment, businesses are struggling to boost employee
More informationWorkforce Retention, Absence and Disability Management: Summary of DMEC/VCU Survey
Workforce Retention, Absence and Disability Management: Summary of DMEC/VCU Survey Presented to DMEC 13 th Annual International Absence and Disability Management Conference Denver, Colorado August, 2008
More informationCommentary. Integrated Workplace Management Takes Hold in 2003
M. Bell Research Note 27 November 2002 Commentary Integrated Workplace Management Takes Hold in 2003 In 2003, cost pressures and an increasingly distributed workforce will accelerate the trend toward a
More informationWe work every day to protect investors.
FINRA at Work FINRA has offered me incredible opportunities to help protect the investing public. Every day, I am challenged by keeping up with the ever-changing securities market and working with colleagues
More informationDESIGNING THE OFFICE OF THE FUTURE?
GLOBAL RESEARCH AND CONSULTING OCTOBER 2014 DESIGNING THE OFFICE OF THE FUTURE? DON T PLAN IT AROUND (WHAT YOU THINK YOU KNOW ABOUT) U.S. MILLENNIALS Executive Summary The millennials are entering the
More informationAdvancing Women into Senior Management: How to Inspire Aspirers
HUDSON THOUGHT LEADERSHIP SERIES v4 i3 CRITICAL THINKING Advancing Women into Senior Management: How to Inspire Aspirers By: Robert Morgan, Co-President, Recruitment & Talent Management & Sharon McGowan,
More informationRethinking Total Rewards
By: Horace McCormick Program Director UNC Executive Development Website: www.execdev.unc.edu Phone: 1.800.862.3932 Email: unc_exec@unc.edu Introduction T here is a perfect storm brewing in workplaces.
More informationWINNING THE TALENT WAR ON THE HOME FRONT A GUIDE TO RETAINING TALENT USING REWARDS AND RECOGNITION
EXECUTIVE SUMMARY WINNING THE TALENT WAR ON THE HOME FRONT A GUIDE TO RETAINING TALENT USING REWARDS AND RECOGNITION In his book, War Memoirs, former British Prime Minister Lloyd George opined, the home
More informationin partnership with EMPLOYEE OUTLOOK EMPLOYEE VIEWS ON WORKING LIFE
in partnership with EMPLOYEE OUTLOOK EMPLOYEE VIEWS ON WORKING LIFE Autumn 2015 The CIPD is the professional body for HR and people development. The not-for-profit organisation champions better work and
More informationResearch Grant Proposals-Sample Sections. Implications for HR Practice - examples from prior proposals:
Research Grant Proposals-Sample Sections Implications for HR Practice - examples from prior proposals: Example 1: The research proposed will be of direct value to HR practitioners in several ways. First,
More informationDistrict of Columbia State Data Center Quarterly Report Summer 2007
District of Columbia State Data Center Quarterly Report Summer 2007 Commuting to Work: Bike? Walk? Drive? Introduction by Joy Phillips Robert Beasley In 2005, 45 percent of District residents drove to
More informationEmployee Relationship Management Improving Performance by Understanding Your Employees
Loyalty Employee Relationship Management Improving Performance by Understanding Your Employees Ipsos MORI provide leading edge employee research and consultancy services. Over the last 40 years we have
More informationMaking the Business Case for Diversity
Making the Business Case for Diversity Marjorie Paddock Director Diversity and Workplace Equity BMO Financial Group Organisation for Economic Co-operation and Development (OECD) Paris, France August 26,
More informationHow Employees' Strengths Make Your Company Stronger By Susan Sorenson, Gallup Business Journal February 20, 2014
How Employees' Strengths Make Your Company Stronger By Susan Sorenson, Gallup Business Journal February 20, 2014 Employees who use their strengths are more engaged, perform better, are less likely to leave
More informationMillennials at Work. Presentation at the 2013 Financial Management Institute PD Week. Presenters. Lori Watson Partner. Ryan Lotan Director
www.pwc.com/ca Millennials at Work Understanding Your Future Workforce Presentation at the 2013 Financial Management Institute PD Week Presenters Lori Watson Partner Ryan Lotan Director Franck Hounzangbe
More informationREPRIORITIZING WHAT MATTERS MOST: A Focus on Career Management to Drive Business Results
REPRIORITIZING WHAT MATTERS MOST: A Focus on Career Management to Drive Business Results Keith Caver Towers Watson Melissa Jones CSAA IG Renée Smith Towers Watson April 1, 2014 Recent Headlines Highlight
More informationIntroduction. Who should read this Research Highlight?
Introduction This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Ititute. These Research
More informationCIMA SALARY SURVEY 2013. Australia
CIMA SALARY SURVEY 2013 Australia 1 Foreword CIMA s members and students are looking forward to rapid career progression and salary rises above the national average - despite the continuing economic uncertainty.
More informationAn employer s guide to employing someone with disability
An employer s guide to employing someone Introduction Australia s workforce is constantly changing to prepare for, and respond to our future economic, environmental and social goals. The population is
More informationRevisiting Work-Life Issues in Canada: The 2012 National Study on Balancing Work and Caregiving in Canada
Revisiting Work-Life Issues in Canada: The 2012 National Study on Balancing Work and Caregiving in Canada Linda Duxbury, PhD, Professor, Sprott School of Business, Carleton University, Ottawa, Ontario,
More informationINSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY
INSPIRING THE NEXT GENERATION WORKFORCE THE 2014 MILLENNIAL IMPACT REPORT EXECUTIVE SUMMARY ABOUT THE RESEARCH For the 2014 Millennial Impact Report, Achieve gathered information from two different sources:
More informationSingapore. employer perspectives. What does mind the gap mean?
mind the gap Singapore employee employer perspectives Shanyuan Foo introduction In Singapore, a key concern is to encourage employers to adopt workplace flexibility and familyfriendly benefits and practices.
More informationEmployees. Our Commitment. Our Approach
Our Commitment ATCO is committed to: upholding the highest standard of ethical behaviour and maintaining a respectful work environment with an emphasis on teamwork; growing our talent through professional,
More informationCommunity Assessment: Comparing Mission Statements
Community Assessment: Comparing Mission Statements When seeking to establish a new architecture center, a simple but informative early planning exercise is to round up the mission statements of all the
More information2013-2018 BUSINESS PLAN
2013-2018 BUSINESS PLAN MISSION: The Economic Development Council of Seattle and King County s mission is to be a difference-maker in the community by growing the jobs and tax base in King County, its
More informationEMPLOYEE OUTLOOK. April 2016 EMPLOYEE VIEWS ON WORKING LIFE FOCUS. Commuting and flexible working
EMPLOYEE OUTLOOK EMPLOYEE VIEWS ON WORKING LIFE April 2016 FOCUS Commuting and flexible working The CIPD is the professional body for HR and people development. The not-for-profit organisation champions
More informationEmployee Engagement Drivers for Organizational Success
Global Journal of Management and Business Studies. ISSN 2248-9878 Volume 3, Number 6 (2013), pp. 675-680 Research India Publications http://www.ripublication.com/gjmbs.htm Employee Engagement Drivers for
More informationCOMPENSATION REPORT FOR FINANCIAL PROFESSIONS WITH CANDIDATE RECRUITMENT INSIGHTS
2016 COMPENSATION REPORT FOR FINCIAL PROFESSIONS WITH CANDIDATE RECRUITMENT INSIGHTS TABLE OF CONTENTS 3 4 8 12 16 24 26 30 Letter from the CEO Using the Report High-Demand Professionals & Qualifications
More informationBOSTON COLLEGE CENTER FOR WORK & FAMILY. Creating a Culture of Flexibility: What it is, Why it Matters, How to Make it Work
BOSTON COLLEGE CENTER FOR WORK & FAMILY E X E C U T I V E B R I E F I N G S E R I E S In this Issue: Business reasons for implementing flexibility including the business drivers and the benefits to employees/employers
More informationEmployee Engagement Survey 2015. Nova Scotia Government-wide Report
Employee Engagement Survey 2015 Nova Scotia Government-wide Report Employee Engagement Survey 2015 This summary report provides information on the state of employee engagement in the Nova Scotia public
More informationReality of. Virtual Work: Is Your Organization Ready? By Chad Thompson, Ph.D. and Pat Caputo, Ph.D. Senior Consultants at Aon Consulting
The Reality of Virtual Work: Is Your Organization Ready? By Chad Thompson, Ph.D. and Pat Caputo, Ph.D. Senior Consultants at Aon Consulting The Reality of Virtual Work: Is Your Organization Ready? By
More informationInnovative Workplace. for Hourly Workers. Researched and written by WFD Consulting
Innovative Workplace Flexibility Options for Hourly Workers Researched and written by WFD Consulting Acknowledgments InnovativeWorkplaceFlexibilityOptionsforHourlyWorkersisaproductofCorporateVoicesforWorking
More information5 (online) steps to landing the job you want
BRAND ou SERIES BRAND SERIES 5 (online) steps to landing the job you want Create, connect, share and customize Even when we have a job, most of us are in search mode we re consistently seeking new ways
More informationBUYER S GUIDE. The Unified Communications Buyer s Guide: Four Steps to Prepare for the Modern, Mobile Workforce
BUYER S GUIDE The Unified Communications Buyer s Guide: Four Steps to Prepare for the Modern, Mobile Workforce Not all that long ago, the word office had a pretty straightforward meaning. When you heard
More informationNATIONAL REPORT 2007/2008 DENMARK
NATIONAL REPORT 2007/2008 DENMARK INTRODUCTION All initiatives by the Danish Armed Forces (DAF) in connection with new policies, recruitment, retention, training and career development are based on equality
More informationHR 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
More informationforum Forecasting Enrollment to Achieve Institutional Goals by Janet Ward Campus Viewpoint
forum Campus Viewpoint Forecasting Enrollment to Achieve Institutional Goals by Janet Ward As strategic and budget planning commences at community colleges, baccalaureate institutions, and comprehensive
More informationThe Basics of a Compensation Program
The Basics of a Compensation Program Learning Objectives By the end of this chapter, you should be able to: List three ways in which compensation plays a role in the management of the enterprise. Describe
More informationWorkforce 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
More informationHealthcare Recruiting with Social Media. Brought to you by
Healthcare Recruiting with Social Media Brought to you by Table of Contents Introduction 3 Healthcare Recruiting Best Practices 5 Reach Job Candidates in the Right Places, on the Right Devices 6 Use Targeted
More informationWhen you hear the word engagement, you
EXECUTIVE FORUM EMPLOYEE ENGAGEMENT: BEYOND THE FAD AND INTO THE EXECUTIVE SUITE Theresa M. Welbourne When you hear the word engagement, you might think of long-term commitment, marriage, diamonds, family,
More information[1]http://ec.europa.eu/smart-regulation/roadmaps/docs/2015_just_xxx_maternity_leave.en.pdf
17 February 2016 MMM response to the EU consultation A new start to address the challenges of worklife balance faced by working families The purpose of this consultation: In August 2015, the Commission
More informationThe sustained good news in home prices over the past five months makes us optimistic for continued recovery in the housing market.
PRESS RELEASE Home Prices Continued to Rise in August 2012 According to the S&P/Case-Shiller Home Price Indices New York, October 30, 2012 Data through August 2012, released today by S&P Dow Jones Indices
More informationBOSTON COLLEGE CENTER FOR WORK & FAMILY. The Aging Workforce: Exploring the Impact on Business Strategy. In this Issue:
BOSTON COLLEGE CENTER FOR WORK & FAMILY E X E C U T I V E B R I E F I N G S E R I E S In this Issue: Business impact of the aging workforce including issues related to knowledge retention, multi-generational
More informationLECTURE NOTES ON MACROECONOMIC PRINCIPLES
LECTURE NOTES ON MACROECONOMIC PRINCIPLES Peter Ireland Department of Economics Boston College peter.ireland@bc.edu http://www2.bc.edu/peter-ireland/ec132.html Copyright (c) 2013 by Peter Ireland. Redistribution
More informationThe lack of depth of women leaders in U.S. healthcare organizations continues to
C A R E E R S Leveraging Women s Leadership Talent in Healthcare Martha C. Hauser, managing director and Southern Region healthcare practice leader, Diversified Search, Atlanta, Georgia The lack of depth
More informationMapping the Non-profit Sector
Mapping the Non-profit Sector Kathryn McMullen Grant Schellenberg Executive Summary December 2002 Document No. 1 CPRN Research Series on Human Resources in the Non-profit Sector, available at http://www.cprn.org
More informationOffice Industry Trends Q1 2015
Office Industry Trends Q1 2015 To request permission to use Kingsley data, please contact: Peggy Robinson, Vice President of Marketing Overall satisfaction Overall Tenant Satisfaction 100% 95% % Satisfied
More informationBOSTON COLLEGE CENTER FOR WORK & FAMILY. Building the Business Case for Work-Life Programs. In this Issue:
BOSTON COLLEGE CENTER FOR WORK & FAMILY E X E C U T I V E B R I E F I N G S E R I E S In this Issue: How do different organizations frame the business case for work-life? What does research tell us that
More informationIntroduction. 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
More informationThe Future of HR in Europe Key Challenges Through 2015
The Future of HR in Europe Key Challenges Through 2015 The Future of HR in Europe 1 Executive Summary Companies in Europe will face five particularly critical HR challenges in the near future: managing
More informationCreating Line of Sight
Creating Line of Sight How to Get to the Bottom Line Through Your Employees Presented by: Ed Krow, SPHR, CCP, CHCM Objectives Identify key behaviors of all levels of employees and the link between those
More informationEmployee Transportation Benefits Are Good for Business
TRANSPORTATION TOOLKIT FOR THE BUSINESS COMMUNITY FLYER #1 Employee Transportation Benefits Are Good for Business Employers who provide transportation benefits for their workforce gain many rewards for
More informationInsight Driven Health. Collaborative technologies: working smarter in the NHS
Insight Driven Health Collaborative technologies: working smarter in the NHS NHS organisations are finding it necessary to demand more from employees; workers are expected to be constantly informed in
More informationWhy organisations are interested in employee engagement
Page 1 of 6 Homepage > HR Resources > Factsheets > Employee engagement Employee engagement Revised July 2012 In this factsheet What is employee engagement? Why organisations are interested in employee
More informationExpert Group Meeting. Gender-Based Violence and the Workplace. 13-14 December 2011. Background Brief
Expert Group Meeting Gender-Based Violence and the Workplace 13-14 December 2011 Background Brief Introduction Gender-based violence, including domestic violence, sexual violence, stalking and other forms
More informationRecruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed?
Contents What is the recruitment and retention strategy? 2 How was it developed? 2 Newcastle story where were we? 2 Newcastle story where are we now? 3 Grow your own scheme 4 Progression 4 NQSW support
More informationAverage producers can easily increase their production in a larger office with more market share.
The 10 Keys to Successfully Recruiting Experienced Agents by Judy LaDeur Understand whom you are hiring. Don t make the mistake of only wanting the best agents or those from offices above you in market
More information