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Showing posts with label HR Trends. Show all posts
Showing posts with label HR Trends. Show all posts

July 7, 2011

The Most 50 Innovative Companies: Winners and Losers

Most Innovative Companies

This List  is from the  Fast Company Top 50  Companies" 

An artificial heart and its lightweight power drive. A better airline for Brazil. Chocolate from Madagascar and a soccer shirt made of plastic water bottles. A fashion leader escaping its pattern, a smelter, and that little coupon startup in Chicago that's suddenly worth billions. All this from one simple word: innovation.

The 50 companies on our 2011 list have chosen a unique path. Today's business landscape is littered with heritage companies whose CEOs battle their industry's broken model with inertia, layoffs, lawsuits -- anything that squeezes pennies and delays the inevitable. How many of these companies will be dominant in 2025? Few.

That world will be ruled by the kinds of companies on this list. They're nondogmatic, willing to scrap conventional ideas. (A mere 30-second TV ad? Let's do 200 online videos in two days, say the creatives at Wieden+Kennedy.) They're willing to fail. (Google's search team runs up to 200 experiments at any one time.) They know what they stand for. (By making home-viewing as easy as possible, Netflix walloped Blockbuster, which thought its business had something to do with stores.)

This is a list full of surprises, even though our No. 1 pick is no surprise at all. Apple itself was once written off; but the company restored innovation to its proper place, and as you'll see when you open the gatefold to the right, our entire economy has benefited as a result.

June 19, 2011

The Talent Crunch : Recruiting Best Practices

Recruiting Talent Statistics

1. 40% of US workforce will be of retirement age by year 2010 (Conference Board)

2. 1/5 of US large established companies will lose 40%+ of top level talent as their executives reach retirement age. (Developmental Dimensions International DDI, 'Winning the War for Talent' white paper by Authoria).

3. Shortfall of 10 million workers by 2010 in the age range of 25-44 (US Bureau of Labor
Statistics, "winning the war for talent" white paper by Authoria)

4. 77 million baby boomers (1946-1965)

5. By 2010 mature workers (55+) will make up 25% of the work force (13% in 2000) (AARP)

6. 43% of companies cite skills shortage as top business concern (behind competitive pressure & growth) (Ken Blanchard Companies Survey).

7. 46% of companies had few or no applicants in May 2006 (National Federation of Independent Business Study).

8. Bad Hires & Promotions lead to lower morale (68%), lower productivity (66%), lost customers (54%), higher training costs (51%), higher recruiting costs (44%) (Right Management Survey 2006)

9. Cost of turnover is approximate 2 times employee salary (recruiting, training, severance costs).

10. 76% of baby boomers have no intention of a traditional retirement. 71% plan to work. (Survey for Merrill Lynch by Harris Interactive).

11. 25% of companies are ready for "mass exodus"  of their best employees.

 Why Employees leave a Company

1.Primary reasons employees stay at companies and are engaged include: 1) manager understands what motivates them 2) challenging work 3) career advancement 4) visibility, honesty & consistency of their manager 5) interest in employee (Towers Perrin Global Workforce Study, Executive Report 2005)

2. Compensation & benefits are often less of a reason why people leave. Typically due to management, work environment, direct supervisor (RHI employee data).

Recruiting Best Practices

1. Recruiting must be an "all the time" thing.
2. Keep the pipeline full whether there are openings or not.
3. Dedicated recruiters (inside or outside the organization).
4. Managers trained to recruit, interview, check references, hire.
5. Succession Planning Process.
6. Identify best sources (internal referrals, networking groups, alumni associations).

source :  Expertbase

"Poaching on new talent is nothing new," according to the introduction of this infographic exploring the competitive hiring practices of today's top tech companies. "But the hiring games have recently become more intense as tech giants hungrily compete over a limited pool of skilled industry professionals."

Companies are offering, in some cases, huge salaries and bonuses we haven't seen in years, if ever. And that's just one of the tricks they have for convincing talented engineers to join their ranks. This infographic, created by Column Five Media for Udemy, looks at some of the talent wars.