Being progressive, paying a fair wage, being in a position to give nice Christmas bonuses, and ensuring staff are working at their optimum levels of productivity thanks to training and development programs, should be what every boss wants for his team. Staff turnovers are high in general, work contracts are increasingly temporary and/or short term, and our workforce is now more mobile than ever before. MORE

Accenture found that the average cost of cybercrime for the industry has grown by 40 percent over the past three years, from $13 million per firm in 2014 to $18 million in 2017—that includes regulatory fines, legal expenses, restoration of customer losses and other costs. MORE

They’re not listening to what you need or customizing their product. A new product or service is hyped as “the next big thing” and then it doesn’t work. Talent management solutions: Talent management is a little more subjective, but it can still be measured. Look at employee satisfaction, turnover, and retention. According to the survey, 67 percent of candidate respondents expect a personal call from a recruiter or hiring manager. MORE

They’re not listening to what you need or customizing their product. A new product or service is hyped as “the next big thing” and then it doesn’t work. Talent management solutions: Talent management is a little more subjective, but it can still be measured. Look at employee satisfaction, turnover, and retention. According to the survey, 67 percent of candidate respondents expect a personal call from a recruiter or hiring manager. MORE

Priscilla has been Vice President, Global Talent and Chief Diversity Officer, Kellogg Company, since August 2019. She is an accomplished human resources leader with more than 20 years of talent management and diversity and inclusion experience at large multinational organizations. Koranteng was Global Head of Talent Enablement and Chief Diversity Officer at DXC Technology (formerly Computer Sciences Corporation?—?CSC Rowe Price, a global asset management firm. MORE

The week's top stories on the human side of talent management. According to a 2014 attrition report by Jombay , Indian IT employees who participate in corporate social responsibility programs are 40 percent more likely to stay on at a company. 3 Elements Drive Strong Employee Retention. Strong employee retention is top-of-mind for every business, but before you focus on keeping workers around, what drives their decision to stay or go? MORE

Employee turnover — especially in the first 90 days of a new hire’s tenure — costs organizations thousands of dollars per year. Think about it: you spend time and resources looking for the right candidate, hire the person you think will succeed, and lose money until that new hire is performing at 100 percent productivity. The solution: Focus on online sourcing and creating an employee referral program that keeps your talent pipeline full of qualified candidates. MORE

Along with overall consolidation in the industry, the health care workforce is undergoing radical changes that come with challenges: Rising turnover —While the national rate of hospital employee turnover leveled off at 17.1 percent in 2014 to 17.2 MORE

It’s a good time to reflect on your accomplishments of 2014. How close are you now to where you thought you’d be on January 1, 2014? How pleased are you (and your hiring managers) with the people you’ve added to the staff? How about your talent management programs? Retention? One of those ways is when the managers and employees don’t take the process seriously. This can lead to losses of good employees and higher turnover rates. MORE

Terms like “cultural fit” were on the fringe and those who wanted recruiters to answer for retention, may potentially get an earful. Back then, we all decided collectively, that recruiting was responsible for bringing the people to the party but it was up to hiring managers, HR professionals and line managers to keep people dancing. It can be confusing and frustrating to try and manage them all. By Maren Hogan, Founder and CEO of Red Branch Media. MORE

A dramatic shift in the job market has led many companies to turn to feedback to improve employee retention rates. Employee turnover can result in major costs for your company, and significantly impact company morale. Attracting top talent will also become more challenging as potential hires are not only looking at salaries, but also quality of the work environment. To some, giving candid feedback more often may seem counter-productive, but a 2009 Gallup Inc. MORE

Along with overall consolidation in the industry, the health care workforce is undergoing radical changes that come with challenges: Rising turnover —While the national rate of hospital employee turnover leveled off at 17.1 percent in 2015 (slightly below 2014), 2 bedside registered nurse (RN) turnover increased from 16.4 percent in 2014 to 17.2 A case in point: People analytics uncovers hidden drivers of employee turnover. MORE

High employee turnover hurts the business bottom line. Lost knowledge, training costs, interviewing costs, and recruitment costs all add up, and companies cannot afford to ignore the long term implications high employee turnover has on the success of the business. Employee retention strategies begin right from when the new employee steps through the door. There is a long standing belief that employees don’t leave their jobs, but rather their managers. MORE

Editor’s note: This popular post has been updated with new data and information to ensure you’re ready for the talent demands of today and the future. When it comes to engineers and developers, the competition for talent is truly global, and getting more fierce by the minute. MORE

These tools are powerful and disruptive, and they have the potential to redefine how we manage our organizations. As the economy grows and the job market gets hotter, employee engagement and retention have become a top priority. Why is there such a wide variation in employee engagement and retention? How can a CEO, manager, or even HR team keep up with everything everyone needs? With one question (“How well would you recommend this product to others?”) MORE

We know when Product 2.0 gives way to Product 3.0, Future-Proofing HR Through Integrated Mentorship, Recruiting and Retention Efforts. A previous SAP and Oxford Economics study in 2014 showed this type of support as a major factor for Millennials. Successful workplaces will embrace the Millennial desire for feedback and reinforcement, and will be rewarded with better retention of higher-performing employees and less turnover. MORE

But that kind of decision really reeks of process, politics, salary review periods formalities, and a bunch of other formal HR and talent management 'rules' that can often get in the way of managers and leaders doing right by the business. It can be a fine line, a really fine line, sometimes between what good, valuable, productive, and 'want to be loyal' people want and what might send them out the door. HR Talent Management talent work workforce MORE

In a 2014 IDG survey, only 24% of enterprise organizations migrated or planned to migrate HR functions/applications to the Cloud. Not to mention, the potential of a system to include Artificial Intelligence and predictive analytics in sourcing , recruiting and managing people more efficiently. HR departments, for instance, use applicant tracking systems to manage job ads, sort resumes, shortlist applicants, coordinate with their team/candidates and so on. MORE