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LiveTime's Web 2.0, ITIL based Service Management Solutions are designed to Empower your employees, Transform your customer service and support and Download our free White Paper on how "Web 2.0 is Driving Service Oriented Architectures" in the next generation of Service Management applications.
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April 2, 2007  |
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| Bradley-Morris Acquires Career Development
In the first statewide survey of its kind, a representative sample of business executives believe that schools need more funding, but believe even more strongly that reforms should be adopted to meaningfully overhaul how schools are run and pupils educated. Executives agreed that the main purpose of a high school education should be providing skills to students so they can be productive workers in California’s economy. Focusing on the basics ranked next in priority, followed by college preparation and citizenship. Business leaders identified the most important education reforms as providing essential basic skills for students, more technical and vocational education, incorporating best business practices into schools, and clearly tracking and evaluating teacher performance in improving student performance. Regarding top priorities for reforms affecting teachers, executives called for making it easier to fire underperforming or incompetent teachers, increasing salaries for teachers who improve student performance, more teacher training and mentoring, and higher standards for achieving tenure. Business leaders are open to increased funding, even tax increases, as long as those increases are tied to adopting proven reforms, tougher accountability and increased financial oversight.
Juice says that both employees and managers alike need to better define and agree on expectations, employ candid conversations and focus on solutions rather than emotions. The five leading drivers of employee misbehaviors are:
Employees also need to be candid, clarifying expectations and misunderstandings through conversations with colleagues, managers or supervisors. If you don’t feel "safe" enough within your environment to have a candid conversation with people who can help, then talk to a trusted colleague, someone within a Human Resources department, or an employee assistance program (EAP). Last, it’s critical for people to keep conversations productive by focusing on solutions, rather than the emotions. Juice offers the following tips:
A survey conducted by silicon.com has found leadership qualities are most important by far for an ambitious CIO, cited by 43 percent of respondents. Other useful skills include commercial awareness (cited by 15 percent), though few respondents think sales and marketing savvy is most important (4.5 percent). And, although 28 percent of respondents still put the emphasis on networking, contacts and what company somebody keeps at the golf club, the findings suggest the right CIO can certainly get all the way to the top irrespective of these. The same survey was conducted 12 months ago and the year-on-year findings reveal a fall in the prioritization for sales and marketing skills and a greater focus on innovation and creativity. Leadership also saw an increase in terms of the number of respondents marking it out as the key criterion for CIOs eyeing the top job.
More than a third of these businesses reported employees are still working because they can’t afford to retire. To be sure, twice that many said employees were staying past 65 because they liked working or enjoyed the extra income. The trade association surveyed almost 400 of the small businesses its members serve for a timely and unusual glimpse of how they’re contending as the baby boomers approach retirement, transforming the labor market, the economy and even the quality of life for millions of Americans. Five percent of American workers are between 60 and 64 years old, or almost 7 million people. That number jumped nearly a quarter from five years ago. Many, experts say, have not saved enough to retire. Small businesses, of course, face the same problems, the survey shows -- but with fewer resources. Almost 16 percent of the small businesses responding to the NAPEO survey said 5 percent or more of their employees are between 60 and 64. That, too, jumped from five years ago, when it was 9 percent. Nearly three-quarters of the 390 companies reported having a 401(k) plan, the main retirement savings plan for many Americans these days, far better than usual for small companies. And 53 percent contribute to it. Professional employer organizations, or PEOs, handle time-consuming and complicated human-resource chores for small and medium-sized businesses, from payroll to administering 401(k) retirement investment plans to helping companies plan for an aging workforce.
The primary reason why employers would value video resumes is the ability to assess a candidate’s professional presentation and demeanor (52%). Fourteen percent of respondents would use video resumes to get a better sense of candidate’s job experience and nine percent would use them to gauge a candidate’s speaking manner. Long-winded video resume stars beware: more than three-quarters of employers (76%) advise candidates to keep their video resume under two minutes and 47% recommend getting the job done in less than a minute. While the use of video resumes is still embryonic among employers, 56% of employers believe they will become a common addition to future job applications.
This is DDI’s third study of hiring and recruiting practice since 1999, providing perspective on the changing shape of the hiring market over the last eight years. The report, which reflects responses from staffing directors, hiring managers and job seekers across five global regions, examines recruitment, selection and retention practices and reveals that a tightening labor market has subsequently led to a power shift toward job seekers. In order to lure top talent in this increasingly competitive environment, the findings suggest that employers must identify, understand and respond to job seekers’ motivations and desires. The study also outlines the tactics and strategies organizations can implement to improve their hiring systems and better meet job seekers’ needs. More than half of the staffing directors surveyed said they are finding fewer qualified professional candidates compared to two years ago. By incorporating marketing elements, such as branding, sales and retention tactics, into recruitment campaigns, employers can increase the likelihood of reaching and connecting with the target market -- qualified candidates. Survey highlights:
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Join us in Charleston, South Carolina May 21-23, 2007, for the Services Industry Summit. Industry luminaries from leading organizations including Dell, HP, Network Appliance, and others will share insights into the hottest topics around - eService and knowledge management! Where it's at, where it's going, and how it will change the way you do business. Topics include Web Globalization Strategies, Success Measures for Web Services, Effective Knowledge Management Strategies, Evolving the Online Support Model, and more. |
| The 10 Most Dangerous Species of IT Manager
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 The Deadly Sins of Employee Retention by Mark Murphy and Andrea Burgio-Murphy A Leadership IQ study found that 47% of high performers are actively seeking other jobs while an additional 44% are passively looking. Every organization wants to retain their employees, especially their best employees. But most leaders are making mistakes. This book will challenge some of the most entrenched and misguided beliefs about employee retention.. |
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