China Gorman

For more than 25 years, China Gorman has held strategic business leadership roles in the human capital management sector. She's currently the CEO for Great Place to Work, a company dedicated to improving society by helping companies create better workplaces. Well known for her tenure as Chief Operating Officer and interim CEO of SHRM (the Society for Human Resource Management), China also held the posts of President of DBM North America, and President of Lee Hecht Harrison, the global consulting division of Adecco, which became the performance leader in its industry under her leadership. Read her blog at ChinaGorman.com, and contact her at china@chinagorman.com.

Articles by China Gorman

Leadership, Training & Development

The Urgent Need For Leadership Development

DeloiteHCTrends2014

Back in March, I discussed a few takeaways from Deloitte’s Global Human Capital Trends 2014 survey. After going through the report again, I think it would be worthwhile to mention some of the other global trends for 2014.

I previously discussed the need to re-skill HR teams, one of the top four (out of 12) global trends that survey respondents perceived as most urgent. I did not, however, discuss the top trend perceived as most urgent by responders — the need to build global leadership.

Fully 38 percent of respondents rated this as “urgent,” 50 percent more than the next trend identified as “urgent.” Read more…

HR News & Trends, Talent Management

Digging Down Into How Employees Are Dealing With Financial Stress

From 123RF Stock Photos

What are organizations doing to help employees manage financial difficulties?

SHRM (in collaboration with Elevate) explored this question in their recent survey Employee Financial Stress. They found that 61 percent of HR professionals would describe their employees’ financial health as no better than “fair,” where 38 percent would describe theirs as “very good” or “good.”

Organizations that had more full-time hourly employees were more likely to have a response of “fair” compared to organizations with fewer full-time hourly employees who were more likely to report better financial health amongst employees. Read more…

HR News & Trends, Talent Management

A Sobering Report on Work-Life Policies and Parental Stress

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Bright Horizons recently conducted a national study, The Modern Family Index, that explores what it means to be a working parent today.

The study revealed some insights — including that working parents still perceive that their responsibilities with their family may cause them to experience significant challenges at work.

Bright Horizon’s research highlights that much has changed towards how parents approach family obligations and the level of conflict they experience. But, how positive are those changes when, overall, many employees still feel like they can’t be honest with their supervisors about family responsibilities? Read more…

HR News & Trends, HR Technology

The Key to Generation Mobile: It’s a State of Mind, Not a Function of Age

mobiledevice

We’re at a turning point with mobile technology.

For many users, tablets and smartphones are no longer a convenience or entertainment tool, but a necessary part of their working lives. A recent survey by Aruba NetworksAre You Ready For #GenMobile? — identifies these users as “Generation Mobile.”

The research, conducted to take stock of mobility’s increasing prominence in people’s working lives, examines survey responses from over 5,000 members of the public across the USA, UK, France, Spain, Germany, Sweden, South Africa, Saudi Arabia and UAE. Read more…

Benefits, HR News & Trends

Studies Make It Hard to Argue Against Better Paternity Leave Policies

123RF Stock Photo

Perhaps it was the Father’s Day celebrations that happened a few weeks back that sparked this week’s topic, and it’s a subject that stills seems rarely addressed: paternity leave, and workplace policies for new fathers.

On the flip side, there are oodles of studies and piles of data on maternity leave and programs/policies for new mothers.

While traditional social roles are still very influential and probably the biggest underlying factor for such discrepancies, at a time when working mothers are just as common as working fathers and gender equity is not something to strive for but a necessity in a great workplace, we owe it to ourselves to discuss paternity leave in the same light, and with the same vigor, as maternity leave. Read more…

Benefits, Talent Management

Getting a Fix on Factors That Define a Healthy Workplace Culture

Apple And Hamburger On Scales Conceptual

June is National Employee Wellness Month, so let’s focus on some current workplace health and wellness stats.

We know that a workplace culture based on trust creates happier, engaged and higher performing employees on all levels. And health and well-being should be considered an important factor towards this overall goal, because employees who experience poor health and wellness are likely to (among other things):

  • Experience higher levels of stress;
  • Miss more days of work; and,
  • Experience less productivity.

These are all important determinants in an employee’s overall engagement. Read more…

Talent Management

What Makes Employees Happy and Productive? It’s Really Pretty Basic

123RF Stock Photo

It seems as though we are consistently seeing data that show decreasing levels of employee engagement and feelings of fulfillment at work.

This data can be, and has been, attributed to many factors, such as a lean post-recession workforce, an increasingly competitive talent landscape, and the uber-connected, uber-informed and uber-on business world in which we operate.

I’d agree that all of these can create barriers to an engaged workforce, or challenge an already highly engaged workforce. There’s also data indicating (as I discussed in my post on what Millennials look for in a great workplace) that high amounts of stress, feelings of low-engagement or no work-life balance are not as significant as we may think. Read more…

HR News & Trends

Public Trust is Falling, and Not Only Here, But All Over the World

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The recently released 2014 Edelman Trust Barometer highlights a degradation of trust between people and the institution of government, recording the biggest gap in trust since the study began in 2001.

Edelman attributes this gap to “a continued destruction of trust in government that began in 2011, and a steady rise in belief in business since its nadir in 2008.”

In almost half of the 27 countries surveyed, Edelman recorded a gap of 20 plus points, with some countries reporting a divide of nearly 40 points. This means that people trust business more than they trust their government. Read more…

HR News & Trends

Promoting from Within: Employers Are Motivated, But It’s Not Always Easy

Job promotion

A recent survey by the College for America, The 2014 Workplace Strategies Survey, conducted by Greenberg Quinlan Rosner Research, reveals that employers prefer developing employees to hiring new ones by a 2 to 1 margin.

This is a smart and cost-effective talent management strategy to be sure,  but preferring to promote and being able to promote are two quite different things – as this study points out.

  • For low-level team leader positions and middle management roles, 73 percent of survey respondents stated that developing current employees’ skills (vs. hiring new) best reflected their company’s talent strategies. Read more…
HR News & Trends, Talent Management

Worried About Engagement? Better Worry About Employee Trust First

123RF Stock Photo

According to the American Psychological Association’s 2014 Work and Well-Being Survey released last week, only half of U.S employees believe their employer is open and upfront with them, indicating that despite the mending U.S economy and the return of many organizations’ profitability employees are still struggling to trust their organizational leaders.

This distrust comes with serious negative consequences.

The APA reports that trust and engagement play important roles in the workplace, accounting for 50.8 percent of the variance in employee well-being. In predicting trust, the dimensions of employee involvement, recognition, and communication predicted 54 percent of the variance. Read more…