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Research & Articles
Career Development |
Why Do People Resist Change?
December 23 2009
Summary: One of HR's most vexing challenges is getting business leaders to overcome denail. Even when you present people with clear, compelling evidence that change is necessary, they often remain unconvinced. Rather than seeing this as denial, it may be more helpful to think of the broader concept of "resistance to change."
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HR Strategies |
From Recession to Recovery: Impact of Recession on the Employee Value Proposition
March 25 2010
Summary: Towers Watson data (January 2010) on impact of the recession on total rewards, current total rewards landscape, and impact of recession on employee engagement
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Recruiting |
Recruiting with Social Networking Sites: What you DO know can hurt you
March 25 2010
Summary: Social networks are a fantastically exciting tool for recruiters. Sites such as LinkedIn and Facebook offer new way to find and connect with passive candidates. Furthermore these sites, particularly Facebook, appear to offer insights into a person's character. However, recruiting with social networks is an area with real - but rarely recognized - legal risks. These risks place the recruiter in the odd position where what they know may actually hurt them.
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Retention |
It's 2008: Do You Know Where Your Talent Is? Connecting People to What Matters
June 11 2007
Summary: Demand for knowledge workers is building even as their experiences, skills, and abilities are falling into increasingly short supply. Meanwhile, this shrinking talent pool grows ever more diverse - and their needs are shifting. They expect interesting work, career development, and flexibility in exchange for their highly sought after capabilities.
Deloitte Research's report "It's 2008: Do You Know Where Your Talent Is? Why Acquisition and Retention Strategies Don't Work" questioned the "war for talent" approach to these emerging trends. The report's author, Robin Athey, concluded that the most effective recruitment tactics, rich compensation packages, and "hot skills" bonuses don't address the core drivers of talent churn. Rather than focus on acquisition and retention, organizations should focus instead on what employees care about most: developing in ways that stretch their capabilities, deploying onto projects and roles that engage their heads and hearts, and connecting to the people and things that will help them achieve their professionals goals.
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