Thursday, November 24, 2011

Employees 'need better career management support'

Too many businesses and organisations are failing to provide employees with the career management support they require, it has been claimed.
The Chartered Institute of Personnel and Development (CIPD) says effective career management has a significant role to play in building organisational capability.
However, the body said that all too often responsibility for career support is delegated to line managers, who lack the skills needed to provide an effective employee service.
According to CIPD, businesses are missing a trick here. The institute believes that enabling people to feel positive about their career options can help improve employee engagement and overall organisational performance.
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Thursday, November 10, 2011

Ten ways to create a mentally healthy workplace

1. Be proactive. Don’t sit back and wait for problems to come to you. Consider all the things that make your workplace what it is. Examine culture, norms, policies and expectations to find out what you can change to create an environment that’s conducive to promoting mental health.
2. Make it a priority. Mental health is an issue that is often overlooked by employers but it is a very real concern, as a growing number of employees find themselves overwhelmed by the pressures of their jobs, families and finances. In fact, mental disorders are the leading cause of disability in the U.S. and Canada for people between the ages of 15 to 44. Studies have also shown definitively that mental health disorders – including depression, anxiety, burnout, substance abuse -- cost Canadian companies billions of dollars annually.
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Wednesday, November 9, 2011

How to Make Employee Training a Winning Investment

When Javier Muchado joined Gentle Giant Moving Company in 2004, he thought he would be there for a few months and then move on. But Larry O'Toole and John "J.P." Pacocha, the Somerville, Mass.-based company's owners, had other ideas. They observed Muchado on a few jobs and recognized that he was physically strong and smart--a winning combo for a business that requires equal measures of muscle, troubleshooting ability and people skills.
Muchado--who sailed through the company's two-day training period, which focuses on basic moving skills--easily could have gotten stuck in a basic role. With his quiet demeanor and shy nature, he was often the "silent helper" on jobs and was reluctant to take a bigger role in the company. "I wanted to do small jobs, not big jobs. I was always afraid of driving [the bigger] trucks," he says.
However, with the encouragement of the company's management and some one-on-one training, Muchado began to overcome his fears, and when a co-worker was injured, he nervously stepped in to oversee the job. Since then, Muchado has taken on increasingly larger roles and received several promotions, moving from a strong, silent helper to a sought-after driver, crew chief and trainer.
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Friday, November 4, 2011

Fewer Americans file for unemployment benefits

CNN) - The job market may be showing signs of subtle improvement, as fewer Americans filed for their first week of unemployment benefits last week.
About 397,000 people filed for their first week of unemployment claims in the week ending Oct. 29, the Labor Department said Thursday. The number of claims fell 9,000 from the revised 406,000 in the prior week.
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Wednesday, November 2, 2011

Study of workplace priorities highlights generation gap

The good news is that all four generations in the Canadian workplace value similar things. What can cause employers headaches is that they value them in different ways, according to a new study.
The snapshot of the priorities of Canadian workers shatters a few stereotypes and highlights factors employers need to keep in mind to motivate their diverse teams, said study co-author Sean Lyons. associate professor of business at the University of Guelph.
The millennial generation, workers in their 20s, are most likely to want a job that offers quick advancement, congenial co-workers and fun.
Generation X workers, in their 30s and early 40s, put the most value on balance between hours at work and their personal lives.
Baby boomers, between 45 and 60, are most likely to say they want to continue to grow and use their skills on the job and get clear information from management on what’s expected from them.
Mature workers, over 60, are actually more concerned with advancement than boomers or generation X.
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