{"id":96,"date":"2016-05-24T18:11:17","date_gmt":"2016-05-24T18:11:17","guid":{"rendered":"http:\/\/www.spaldingnebraska.com\/?page_id=96"},"modified":"2016-06-11T19:42:44","modified_gmt":"2016-06-11T19:42:44","slug":"talent-sustainability","status":"publish","type":"page","link":"https:\/\/www.drive4college.org\/?page_id=96","title":{"rendered":"Talent Sustainability"},"content":{"rendered":"

April 30, 2015<\/strong><\/h4>\n

During the White House Upskill Summit, the HR Policy Foundation released its \u201cTalent Sustainability Report: The CHRO View From the Front Lines of the War on Talent.\u201d<\/strong><\/h4>\n

The summit is an event aimed at highlighting strategies companies are using to develop the skills of their employees. The event brings together business leaders, think tanks and worker representatives interested in discussing how American companies can support employees to develop the skills vital for career progression.<\/strong><\/h4>\n

Key findings from the Talent Sustainability Report include:<\/strong>
\n \u25cf 69% of chief human resource officers (CHROs) reported in the survey that innovation and transformation are happening faster than normal, with 28% of those CHROs saying the pace is the fastest they have ever experienced.<\/strong>
\n \u25cf IT Professionals and engineers are the most competitive positions for which companies recruit.<\/strong>
\n \u25cf 82% of companies have a core recruiting strategy to actively recruit passive mid-career talent away from other companies.<\/strong>
\n \u25cf More than two-thirds of employers report their Millennial workforce as being above average (59%) or exceptional (8%).<\/strong>
\n \u25cf Challenges Millennials present in the workplace include: their desire to change employers more frequently and, at least from a traditional perspective, often unrealistic expectations about career progression.<\/strong>
\n \u25cf 85% of companies report they have made changes to company policies and programs to be more appealing to Millennials.<\/strong>
\n \u25cf Employers report Millennials are all too often lacking some foundational or soft skills including; communications (40%); professionalism\/work ethic (33%); leadership (29%); self-direction (22%); critical thinking\/problem solving (20%).<\/strong>
\n \u25cf Nearly one in four employers report between 26% and 50% of their workforce will be eligible to retire in the next five years. Another 48% of employers report between 11% and 25% of their workers will be eligible. Three percent of employers report more than 50% will be eligible for retirement within five years.<\/strong>
\n \u25cf Companies report the Baby Boomer employees are making tremendous contributions in the workplace and cite their deep knowledge, expertise and work ethic as key attributes that are critical to the success of their companies.<\/strong>
\n \u25cf Companies are trying a number of innovative practices to help transfer knowledge from Baby Boomers to younger workers including: creating generation meetings for information exchanges, hosting more company events between younger and older employees, using older workers as faculty in leadership development programs, establishing more mentoring relationships, and apprenticeship programs.<\/strong>
\n \u25cf Although Baby Boomers are making great contributions to the workplace, they are presenting some challenges as well as they near retirement. Those challenges include: effectively managing younger workers, keeping up with technological change and embracing change in general, lack of social media skills, and becoming \u201cblockers\u201d to those beneath them in the organization.<\/strong><\/h4>\n

The Report is the culmination of a one-year project conducted by the HR Policy Foundation, under the leadership of Mara Swan, executive vice president, global strategy and talent at ManpowerGroup. The Foundation met with and listened to CHROs of large companies and then surveyed them in September and October of 2014.<\/strong><\/h4>\n

\u201cWhile skill life cycles are shortening, and competitive advantage is increasingly transient, it has never been more critical for companies to align their talent strategy with their business strategy,\u201d said Jaime S. Fall, vice president of workforce and talent sustainability for the HR Policy Foundation.<\/strong><\/h4>\n

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<\/p>","protected":false},"excerpt":{"rendered":"

April 30, 2015 During the White House Upskill Summit, the HR Policy Foundation released its \u201cTalent Sustainability Report: The CHRO View From the Front Lines of the War on Talent.\u201d The summit is an event aimed at highlighting strategies companies are using to develop the skills of their employees. The event brings together business leaders, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-96","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/www.drive4college.org\/index.php?rest_route=\/wp\/v2\/pages\/96","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.drive4college.org\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.drive4college.org\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.drive4college.org\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.drive4college.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=96"}],"version-history":[{"count":6,"href":"https:\/\/www.drive4college.org\/index.php?rest_route=\/wp\/v2\/pages\/96\/revisions"}],"predecessor-version":[{"id":237,"href":"https:\/\/www.drive4college.org\/index.php?rest_route=\/wp\/v2\/pages\/96\/revisions\/237"}],"wp:attachment":[{"href":"https:\/\/www.drive4college.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=96"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}