Trend Watch List Extended - Greener Pastures - Converging Trends Driving Globalization

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Organizations are cautiously optimistic about , with 72 percent expecting their financial situation to improve up from 66 percent in , and only 5 percent expecting it to weaken down from 7 percent in The information, media, and telecommunications industry is planning to fly the highest in , with 84 percent of companies in this industry anticipating improved financial performance. Hiring is also up over recent years with 54 percent of companies reporting plans to continue expanding in Raises returned in and that trend continued with 83 percent awarding salary increases in , and 88 percent planning to give raises in , with the average raise expected to be 4.

The most common reason for raises was performance-based pay increases 54 percent. Bonuses were also a popular option.

In , 75 percent of respondents awarded bonuses, up from 71 percent in The most common type of bonuses given were individual incentive bonuses 50 percent. Factors and Considerations Talent retention. That number jumps to 70 percent in the information, media, and telecommunications industry and 65 percent in professional, scientific, and tech services industry—two industries where tech jobs are highly represented. The skills gap also continues to be a top concern for most businesses.

Half of companies surveyed cited they are struggling to fill skilled job positions with nearly two-thirds of companies in the information, media, and telecommunications industry and manufacturing companies reporting concerns. Few companies are confident in their data. Even though getting pay right is a crucial component to retention, only 26 percent of companies reported being very satisfied with the salary data they use to set compensation.

Of the 52 percent of organizations that reported increasing the size of their workforce, 46 percent reported grew up to 10 percent. Medium companies are growing fastest. Medium-sized companies were the most likely to increase workforce in 58 percent , with large companies close behind 55 percent , and small companies less likely 47 percent.

Information, media, and telecommunications industry leads the way with 63 percent of organizations increasing their workforce. Previous work experience is the leading factor that impacts hiring decisions 40 percent , with skill set not far behind 31 percent. The top two reasons for people leaving an organization in were the same as and Relocation, retirement, and cultural fit remained stable as additional reasons for leaving an organization in Relocation remained at 5 percent, retirement likewise remained at 7 percent, and culture fit rose from 9 percent to 10 percent.

For small companies, poor performance was the most important reason for someone leaving an organization 23 percent , and 56 percent of small companies said it was one of the top three reasons. For medium and large companies, seeking higher pay and advancement opportunities elsewhere were the two most common reasons.

Human Resource Outsourcing Today

Compensation Data While companies are striving to secure talent, they lack sufficient insight about effective compensation to attract and retain the right people. In our survey, a whopping 75 percent of respondents reported some degree of dissatisfaction with the compensation data and insights available to them. This underscores a huge need for access to better compensation data reflecting real-time market trends. Since , the majority of respondents report the CEO as the individual responsible for setting compensation see Figure 1. The least popular choice in all years was outside compensation consultant, with 2 percent in , and 3 percent or less of the responses in and Across all industries, the main reason why companies adjusted compensation was performance- based pay increases 54 percent and second was cost of living adjustments 20 percent.

This was true across all company sizes and industries. The second most common response was attracting new talent with 11 percent of respondents choosing it as their primary objective, and 39 percent choosing it as the second most important objective. The majority of companies 79 percent in and 82 percent in use salary ranges to structure compensation programs, while in and only 6 percent use broad banding very wide salary ranges covering a progression of similar jobs.

Bonuses were a popular option for employers in , with 75 percent of respondents saying they gave variable pay incentives. In , 71 percent gave bonuses and 70 percent of respondents gave bonuses in Among those giving bonuses, the two most likely recipients were directors and managers 72 percent and executives 67 percent. In , as in , , and , individual incentive bonuses were the most common type given, with about half of all respondents reporting they awarded them.

Respondents favored spot bonuses or other discretionary bonus programs more in small and medium-sized companies 37 percent and 41 percent respectively than in large-sized companies 35 percent. That being said, 57 percent of companies feel employee retention is a high concern or their top concern in Organizations are focusing on offering merit-based pay and learning and development opportunities to attract and retain quality employees in See Figure 2.

Tim Low is vice president of marketing at PayScale. The Compensation Best Practices survey was conducted in November and December of and there were 4, respondents among small, mid-sized, and large companies. Training employees to make better use of existing technology investments may be the shortest route to impressive gains in productivity and return on investment.

Engaged Workforce Archives - Page 3 of 91 - HRO Today

A classic report from The Gartner Group demonstrated that untrained workers take up to six times as long to accomplish work compared with employees who are properly trained. Here are 10 proven ways that an HR-led training program can boost productivity, reduce support costs, and increase employee job satisfaction and retention: With the proliferation of smart phones and tablets, employees increasingly want to train on their own devices. Many employees would rather train by watching a second video at their leisure than being tethered to an office computer.

A solution that reflects the increased mobility of on-the- go employees puts staff in control of their own learning experience. A to minute lunch break or during a commute to and from work can become a productive and desired way to master new skills. With the ever-increasing trend of companies trying to do more with less, they look to streamline every area of their business, including learning. In and beyond, short-form learning will have a greater role to play, and seminars, conferences, workshops, and webinars will continue to decline.

Research has shown that hyper-attentive learning increases knowledge transfer by as much as 17 percent. According to a report on pandasecurity. Mobile security started taking off in stage one durin. Keeping up with the latest trends is challenging and we can all think of instances where our productivity has been compromised by not-so-perfect systems or processes. In response to these frustrations, the brains behind mobile technology created apps, otherwise known as mobile applications designed to run on smartphones, tablets, computers and other mob.

1000 GIS Applications & Uses – How GIS Is Changing the World

Increasingly, younger managers find themselves in charge of older team members. Generational reversal is a growing trend and one that is causing discomfort for everyone involved. Multi-generational teams are great for innovation, product development, marketing teams and much more. Older workers, however, may resent being led by younger counterparts. Actions like those reported by Amy MacMillan in an article in experience.

The laws are different, the people behave differently and the language is different. In fact, the concept of the online world as a sovereign state is not so far off. It has territory on your devices. Certain people seem to be in charge. There are spies, governing bodies, and much more. Without visible boundaries, ideas a. Cyber warfare affects your company's operations in every area from intellectual property, to customer data, sales, and more. New technology creates growth and can merge or destroy old markets. It provides a backbone for innovation and new products and can raise the profile of previously unheard of businesses.

But above all, according to Gerard J. Popularity Popularity Featured Price: Low to High Price: High to Low Avg.

Superpower Your Data with these 1000 GIS Applications & Uses

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