Wowledge’s Post

CCS’s Rachel Wright has been exploring key challenges for HR leaders and why career development matters. We are focussing on the different challenges and looking at how career development initiatives can add value… Employee expectations The pandemic has contributed to driving forward change in the expectations of employees. So many of us were prompted to reassess our priorities and what matters to us when the pandemic hit and we found ourselves working at home, on furlough or unemployed. As the dynamics of work have transformed, so too have the expectations of employees. While competitive compensation, comprehensive benefits, and training opportunities remain essential, they are no longer sufficient on their own. The pandemic has prompted employees to reassess what work signifies to them, leading to a shift in priorities. Many employees including the HR community want career development, job mobility, opportunities to upskill and to build professional networks.  Research indicates that what cuts across all generations at work is the desire to have meaningful work and relationships with colleagues as well as a clear sense of purpose. CCS’s approach is to work with organisations to develop sustainable career management programmes through training to support a business culture of self-managed career development and in-house career expertise. One of the key benefits and outcomes for managing employee expectations is for managers to know how to really listen without judgement. For them to learn how to develop empathy and foster trusting relationships with their team.  We would love to hear your thoughts. To find out more about our Employer Programmes, click here: https://lnkd.in/eNxdCYDp #UpskillingManagers #HRChallenges #CareerDevelopment #CareerCoaching #ManagerAsCoach

While most employees are planning to stick with their current jobs for now, it's crucial for business leaders to keep focusing on retention strategies. According to The Adecco Group and LHH Global Workforce of the Future report, almost 75% of workers intend to stay at their current organizations throughout the year. However, a similar percentage regularly considers their career options every three months. This highlights the need for managers to actively engage in their employees' career development. If managers aren’t involved, employees might start looking for opportunities elsewhere. LHH President Gaëlle de la Fosse shared with UNLEASH's John Brazier, how prioritizing internal mobility and skills development opportunities help organizations to nurture a happier and more fulfilled workforce. Check it out:

🌐 Unlocking Career Potential: A Guideline for Best Practices in HR In the dynamic landscape of talent acquisition, let's redefine success beyond mere salary figures. As HR professionals, our responsibility extends beyond matching skills to job descriptions. It's about fostering an environment where learning and growth thrive hand in hand. 🚀 Key Principles: 1. Skills-Driven Placement: Prioritize allocating roles based on an individual's skill set. Let's ensure every team member is in a position where their talents flourish. 2. Holistic Compensation: Acknowledge that a fulfilling career involves more than just a hefty paycheck. Emphasize learning opportunities, mentorship, and a supportive work culture as integral components of our talent strategy. 3. Merit-Based Advancement: Shift the focus from personal preferences to genuine potential. Performance assessments should be objective, ensuring those who contribute the most reap the rewards. 4. Transparent Growth Paths: Communicate clear career paths, highlighting milestones and the skills required for progression. Transparency fosters trust and empowers employees to drive their own success. 5. Continuous Feedback: Establish a culture of ongoing feedback, enabling employees to understand their strengths and areas for improvement. Regular dialogue promotes a growth mindset and facilitates professional development. 💼 Let's Redefine Success: Success is not just about climbing the corporate ladder; it's about continuous learning, personal development, and a sense of purpose. As HR professionals, let's champion an environment where everyone has the opportunity to thrive, not just financially, but holistically. Let's create workplaces that recognize and reward potential, where each team member is not just an employee but an essential contributor to our collective success. Here's to building a workforce that is empowered, engaged, and ready to conquer new horizons. 🌱💪 #HRBestPractices #CareerDevelopment #employeeempowerment #growthoversalary #nobias #learninganddevelopment

Employees often cite support, growth, and education as key reasons for staying with or leaving their employer. We know that providing clear career pathways is a proven way to encourage skill development and improve retention rates within any organization. But where can you start? Together with my colleagues from the Forbes HR Council, we've compiled the best strategies for building effective career development pathways to boost employee growth, satisfaction, and retention: https://hubs.la/Q02HqVv00

What are you doing in order to build loyalty amongst your employees? With 28% of employees considering leaving their job within the next year, this surpasses the rate of The Great Resignation. Let's talk about how we can put together employee retention strategies in place so you can keep your top talent!

As we navigate the global work-life reboot, HR professionals are key players in retaining top talent this year. 🚀   An analysis of 200+ studies reveals the winning formula: the ideal job, meaningful work, and a great boss. Here's a breakdown:   Ideal Job: Craft a job that aligns with employee needs—fair pay, manageable workload, and flexibility. Innovate in compensation, workload distribution, and workplace flexibility. 🌐💼 Meaningful Work: Foster purpose, strengths, and belonging. Showcase how your company makes a difference, invest in job crafting, and create an inclusive workplace. 🤝🔍 Great Boss: Recognize the pivotal role of direct supervisors. Prioritize coaching, trust-building, and advocacy. Invest in leadership development, and communication skills, and cultivate a people-first culture. 🎓👥   According to People Management magazine, these are the areas HR professionals should focus on to enhance the employee experience in 2024. 🌈👩💼👨💼   #EmployeeRetention #HRStrategies #WorkplaceWellbeing

The Great Resignation may be in the rearview mirror, but that doesn't mean organizations should rest on their laurels. So what should HR teams do when turnover is low? According to Lauren Geer, senior vice president and chief human resources officer of IAC, now's the time to focus on: • Succession planning • Enhancing your value proposition • Revisiting employee benefits • Investing in culture and learning What would you add to the list? #HR #HumanResources #GreatResignation

Highlights from 2024 SHRM Annual Conference and Expo in Chicago - Our research finds... Almost half of workers (47%) are looking at open roles, and a third (33%) say they think about their career plans daily or weekly. In total, 72% of workers contemplate their future plans—such as their next job, reskilling, or upskilling, and it's no less than quarterly. #TalentAcquisition #TalentRecruitment #Recruitment #FutureofWork #TalentDevelopment

Should I stay or should I go? On 13th May the CIPD published their Spring 2024 Labour Market Outlook report, a quarterly survey of over 2,000 employers. The so called "Great Resignation" is over and has been replaced by the "Big Stay". In an already difficult recruitment market, this will make things more challenging for employers who want to recruit the best people. From their survey, 37% of employers are already reporting having hard-to-fill vacancies and 41% said that they had increased pay to attract the right people. It's more important than ever for employers to have a clear Talent Management strategy and evaluate the capability of their team. 💥 What are your company values and EVP? 💥 Who are your high performers? 💥 What motivates your team? 💥 Where are your recruitment challenges? 💥 How are you developing your people? 💥 How are you retaining your Top Talent? 💥 How are you managing performance issues? As an employee if you choose to stay. 💥 How will you continue your learning and development? 💥 What opportunities are available in your company? 💥 What is your career plan? 💥 When is the right time to move on? Some big decisions coming up. I'd be interested to know your thoughts and help if I can?

The growing disconnect 😕 Recent research by Reed Talent Solutions has highlighted a significant mismatch between what HR managers believe new recruits want and what those recruits actually prioritise. While 47% of HR managers think career advancement is the key to attracting early talent, the employees themselves are more focused on salary (58%), flexible working (31%), and job security (31%). This growing gap calls for a recalibration in talent acquisition strategies to better align with what early talent truly needs. These findings underscore the importance of businesses adapting their approaches. 📊 Gone are the days when career advancement was the primary driver for young professionals. Today, priorities like work-life balance, financial stability, and job security take precedence for many entering the workforce. This shift is primarily driven by generational differences and the current economic climate. Employers must understand these evolving priorities and adjust their offerings accordingly, ensuring that their HR strategies are data-driven and truly reflective of employee needs. To bridge this disconnect, employers should regularly engage with their workforce, conduct surveys, and listen to feedback. 🤝 Creating a cohesive talent retention strategy involves not just offering clear career pathways but also integrating them with robust pay structures and flexible working options. This balanced approach can make a significant difference in attracting and retaining top talent. #TalentAcquisition #WorkLifeBalance #HRStrategy