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Introduction |
| As an employer you want to consider changes in the workforce so as to improve upon your hiring practices and to ensure that you retain the most talented employees.
This article is for the employer who is interested in knowing:
* what are the changes in the workforce
* what they can do about it when implementing changes in their policies
* how to attract and retain talented employees
As an employee you want to select those companies that have taken an initiative to amend their programs regarding working environments, educational incentives, and diversified retention programs.
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Did You Know That? |
| * In 1980 41% of the workforce was comprised of woman, and today they make up 47%.
* In 1985 35% of the workforce’s age was between 35-54, today that percentage is 51%.
* In many of the urban communities, two thirds of the population are considered to be minorities.
So, what are employers doing to recruit, retain, educate and change the work environment to attract this workforce? Here’s what some of the best companies in America are doing.
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Family Leave Act Leading the Way to Work Environment Change |
| With the introduction of the Family Leave Act came many changes to corporate culture and behaviors. Although many companies took a fleeting interest in creating an attractive work environment, the Family Leave Act certainly led the way to improved practices in companies. The Family Leave Act is a federal law that mandates that employers provide employees with time off without pay of up to 12 weeks within a 24 month period to: |
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- Companies are creating training programs that improve upon management’s ability to deal with workforce directional changes, and are enhancing managerial training in sexual harassment and diversity training. In addition they are investing significantly in employee training and in some cases providing over one full week of training for each employee regardless of level.
- Companies are instituting project teams designed to recommend/implement improved working conditions, which result in improved efficiencies.
- With unemployment hovering at a 30-year low, companies are attempting to also keep good workers at all levels. A very popular way is in providing options to ensure stock option exercise periods over time. Some are even going so far as to ensure job security.
- But more practical approaches are recognition programs and as noted above, improved working conditions and respect for family issues.
- Benefits programs are on the top of the scale, including significant matches in deferred compensation programs.
- On site day care, beauty care, dry cleaning, shoe repair
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Changes in Employee Sourcing To Address The Changing Workforce |
| In addition, hiring practices have varied significantly so as to target the changing workforce. Employers are now being quite creative in their approach to attracting such talent. An employee interested in such firms, should read articles on the best companies to work for, observe some of the recruitment tactics below, and follow the lead.
For example they are creatively sourcing such candidates with the use of: |
- The Internet -- you can define your search via associations, work groups, web sites that address a certain business or background.
- Job fairs are being conducted in various cities, so as to attract aging or minority candidates.
- Certain educational institutions (due to the attraction to various segments in the workforce), are being targeted for on-site recruitment. In addition, such institutions host and have a following via alumni associations.
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How to Determine if Programs and Altered Sourcing Techniques are Working |
| Management has begun to measure that these programs are working when demonstrated by: |
- Reductions in turnover
- Improved productivity measured by cost-effective programs, which resulted from continuity in employment and a more matured workforce
- Reductions in hiring costs
- Measured by performance rating averages generally going up
- Reduced safety issues
- Less incidence of absences due to work/family stress
So if you have not already done so, as an employer, look at the demographics of your employees and determine if you have sufficiently prepared yourself for the changing environment and have provided changes in your policies and practices that encourage the changing workforce to stay with you.
Look for our next article on how as an employer you can design an effective internal job posting system to support internal mobility and to how you as an employee should pursue internal job opportunities. |
