CBRE and Genesis recently released a report – Fast Forward 2030: The Future of Work and the Workplace – which provides meaningful insight on the behaviors, ideas, and trends, that will shape work and the workplace in 2030.
The report analyzes responses from 220 experts, business leaders, and young people from Asia-Pacific, Europe and North America who shared their views on how the current workplace is evolving. The goal was to look towards the future and identify trends that will change the way we work over the next 15 years globally, with a key focus on China and Asia. Read more…
More and more companies are embracing open office layouts with the goal to improve communication, increase collaboration and cut back on overhead by packing more workers into less space.
In fact, about 70 percent of U.S. offices have no or low partitions, according to the International Facility Management Association.
That’s all well and good. Communication, collaboration, and cost savings are worthy pursuits. Scratching out a competitive edge in today’s economy is harder than ever. Teamwork is essential. Read more…
By Philip L. Gordon and Zoe M. Argento
With the start of 2015, new ban the box laws became effective in Illinois, the City of Chicago, and Montgomery and Prince George’s counties in Maryland.
Ban the box laws prohibit questions about an applicant’s criminal background on employment applications and often include additional restrictions on inquiries by employers into criminal history. Read more…
Back in November 2010, Monster.com asked me to write a post on a hot topic at that time — a “Candidate Bill of Rights.”
Needless to say, I’m not a huge fan of a Candidate Bill of Rights.
I’m a capitalist and believe in a free-market system of HR and recruiting, and back in 2010 (remember those days?) we had candidates coming out of our ears.
Here in 2015, most of us are begging for talent. Welcome to the show kids! Read more…
Before the calendar turned, I had blogged about why 2015 will be the “Year of the Employee.”
HR professionals will be looking for high levels of employee retention and productivity in 2015,and in some way, shape, or form, this has always been their job.
But this year, there’s been a lot of buzz about approaching this goal with a new-found focus. When it comes to retention, is there more that can be done? Read more…
Have you ever found yourself relaxed in a comfy chair, either warm by the fire or enjoying a good read with a favorite beverage close by?
Perhaps you’re just letting the day wash over you as you watch TV, or even dosing off a bit? Maybe there’s a sleeping cat on your lap, curled up against any intrusion.
Now, that’s a great picture of someone who’s not living in the moment, but is content with what life has to offer. Ahhhhh.
Careful now — don’t you go and bother with that image; life is fine and dandy just the way it is, and they want to keep it that way. Read more…
HR people are always sharing technology horror stories such as, “we had 12 different applicant tracking systems” and “we couldn’t share data between our performance management and compensation systems.”
These stories always lean towards a longing for standardizing around one vendor and buying full suites. So are we on our way to the nirvana of having one hulking ERP that does everything?
Based on what I see out there, probably not. However much HR may want to have as few systems as possible, there seem to be little devils that are multiplying systems as fast as we consolidate them. Read more…
Job search engine SimplyHired has come up with a way to measure the interaction between job seeker and employer job postings — their Employer Brand Index.
The result of a complex mining of job seeker behavior and statistical adjusting, the Index is actually a ranking of employers in seven broad industry groups: automotive, entertainment, financial services, health care, insurance, technology, and transportation.
Last week, SimplyHired released the top 25 employer winners in each category (you can find it here). Here are the top winners in each category:
By Ilyse Wolens Schuman
During the first employment-related hearing conducted Friday by the new Senate Committee on Health, Education, Labor and Pensions (HELP), Senators and panelists debated whether the Affordable Care Act‘s definition of “full-time” employment should be amended.
Under the health care law’s employer responsibility requirements, employers with at least 100 full-time or full-time equivalent employees are now required to provide health insurance meeting certain ACA standards to their full-time employees or pay a penalty.
For employers with 50 to 100 full-time employees, this pay-or-play employer mandate becomes effective in 2016. The ACA considers a worker “full time” if he or she works 30 hours or more per week, instead of the customary 40 per week. Read more…