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    Entries in HR (317)

    Monday
    Mar202017

    CHART OF THE DAY: More on the increasing 'Quits' data

    Quick shot for a busy 'Can you believe my Gamecocks are in the Sweet 16?' kind of a Monday.

    Here's just one chart from the latest release of what regular readers recognize as my favorite labor marker report - the Job Openings and Labor Turnover Survey - aka the 'JOLTS' report. 

    This chart illustrates the amount of 'Quits'  better known in HR speak as Voluntary Separations, compared with the amount of Layoffs and Discharges, AKA, 'Pack your things, son, it's time for you to go' deals.

    Here's the latest chart of this data, then as we all have come to expect by now, some FREE comments from me:

    Three quick observations...

    1. Really interesting right now that these two lines continue to get farther apart, and the gap between Quits and Layoffs/Discharges continues to increase. The delta between the two series is now 1.6 million, with Quits hitting 3.2 million in January, against 'only' 1.6 million Layoffs/Discharges.

    2. The continuing increased in the level of Quits is generally seen as a proxy measure for the overall health of the labor market. The thinking goes that when employees feel more confident in their ability to find alternative work, (either at another company or for themselves), then they are more likely to 'quit' the job they have now. It is a seller's market for labor in some sense. 

    3. If this trend continues, and labor markets continue to tighten, (you can also look at total job openings to get a sense of this), then employers will (according to the immutable laws of supply and demand), be forced to take counter measures. They can either look to reduce 'quits' by raising wages, improving benefits, or striving to become less crappy places to work. Or, they can look to alternate sources of labor - offshoring, outsourcing, automating, etc., in order to find the talent/labor they need.

    The slow and steady economic recovery since the bottom of the last recession marches on. Unless something changes relatively soon, 2017 is shaping up to be a good year for folks who are in demand, have negotiating leverage, and are feeling as confident as ever in their ability to control their careers.

    Have a great week! 

    Go Gamecocks!

    Thursday
    Mar162017

    PODCAST - #HRHappyHour 278 - The ACA in 2017: What HR and Benefits Leaders Need to Know

    HR Happy Hour 278 - The ACA in 2017: What HR and Benefits Leaders Need to Know

    Host: Steve Boese

    Guests: Shan Fowler, Benefitfocus, Chris Condeluci, CC Law & Policy

    Listen HERE

    This week on the HR Happy Hour Show, recorded live at Benefitfocus One Place 2017 Conference, Steve Boese is joined by Shan Fowler of  Benefitfocus and Chris Condeluci of CC Law & Policy to talk repeal, replace, reconciliation, and all things ACA in 2017.

    Any HR and Benefits leader who is following the news surrounding the potential repeal and replacement of the ACA is no doubt facing questions and concerns about what is really happening in Washington, what these potential changes mean for employers, and how best to keep informed and prepared for the future of the ACA and whatever may come next.

    Chris and Shan talked about what is most likely to happen with the current legislation under consideration, a timeline of what seems likely to occur in the next several weeks, and what might happen in the balance of 2017.

    You can listen to the show on the show page HERE, or using the widget player below (Email and RSS subscribers click through)

    This is an important, fast-moving, complex, and fascinating topic, and one that all HR and Benefits leaders need to have top of mind as events unfold. Listen to the show to learn more about what is happening, and how you can stay ready for what might be coming soon.

    And Steve gives a solid 'Schoolhouse Rock' reset along the way.Thanks to Shan and Chris as well as everyone on the Benefitfocus team for hosting this special episode of the HR Happy Hour Show.

    Learn more at www.benefitfocus.com.

    Remember to subscribe to the HR Happy Hour Show on iTunes, Stitcher Radio, or wherever you get your podcasts. Just search for 'HR Happy Hour' to subscribe and never miss a show.

    Wednesday
    Mar152017

    The Outsiders characters, ranked

    Over the weekend I caught the news that 'The Outsiders' by S.E. Hinton is 50, that is five-oh years old.

    A classic, and long a staple of middle school reading lists everywhere, I think a fitting honor for the book's 50th is a treatment on the VERY popular 'ranked' series here on the blog.

    Reminder, these rankings are unscientific, unresearched, subjective, ill-informed, and 100% accurate.

    Here goes - (Note: Character name is followed by the actor or actress who played that character in the 1983 movie)

    10. The rest of the nameless Socs (various)

    9. Bob Sheldon (Leif Garrett)

    8. Two-Bit Mathews (Emilio Estevez)

    7. Cherry Valance (Diane Lane)

    6. Steve Randle (Tom Cruise)

    5. Johnny Cade (Ralph Macchio)

    4. Sodapop Curtis (Rob Lowe)

    3. Darrel (Darry) Curtis (Patrick Swayze)

    2. Ponyboy Curtis (C. Thomas Howell)

    1. Dallas Winston (Matt Dillon)

    Of course you could disagree with these rankings but of course, you would be wrong.

    Stay gold, Ponyboy. Stay gold.

    Happy Wednesday.

    Monday
    Mar132017

    Understanding your competition for talent

    There is a old adage, (not sure when and from whom this was first attributed to), that ascribes a breakthrough in an auto manufacturer's business strategy to them realizing that they were not in the 'car building' business, but rather they were in the 'helping people to get where they want to go' business. 

    This restatement in their fundamental purpose as a business became the key to thinking differently or more expansively about the business, their products, and the talent attraction and retention programs they would have to employ. This kind of thing is happening once again in the auto industry, as described in a piece I read over the weekend from Business Insider titled 'There's a raging talent war for AI experts and it's costing automakers millons'.

    Most of the major auto makers are now playing at some level or another in the nascent self-driving vehicle space - continuing the evolution of their business purpose and their strategy towards personal transport and away from just making cars. But, as you would expect, and the BI piece points out, these shifts have important implications for talent attraction and retention - most importantly even for those of us not in auto making, and are driving changes in the talent competition marketplace.

    From the BI piece:

    But automakers, in particular, are making massive investments in (AI) experts because they’ve begun their AI efforts late compared to traditional tech companies.

    Because deep learning has applications far beyond just self-driving cars, manufacturers are having to compete with each other and traditional tech companies.

    Only 28 companies have more than 10 deep learning specialists on staff, accounting firm KPMG wrote in a 2016 report. What's more, only six technology companies employ 54% of all deep learning specialists: Google, Microsoft, NVIDIA, IBM, Intel, and Samsung.

    "The traditional power and talent of the auto industry was based in their product development group," Gary Silberg, the head of KPMG’s automotive unit, told Business Insider. "So they would hire these amazing mechanical and electrical engineers at the top schools of engineering and they would be part of product development."

    "You can’t just turn on a dime and say, 'ok, now we are going to go recruit AI geniuses and computer scientists and expect them to come to work with us,'" Silberg continued.

    A shift in strategy, leading to the increased demand for a (apologies to Liam Neeson) particular set of skills, is changing how and with whom the auto makers are having to compete with in order to find the talent they need for these AI initiatives.  And they are not finding it easy. Instead of a GM or a Ford more or less having to only worry about each other, and maybe Chrysler, for the cream of the crop of mechanical engineers and industrial designers, they now have to compete with Google, Uber, Microsoft, Tesla and more for the really, really scarce pool of AI experts.

    In fact, as the BI piece points out, the pool of AI experts is so small at least in part due to the best AI professors themselves being recruited out of academia and into industry, leaving universities unable to meet the demand for educating more AI students.

    Want a great example of how a business strategy shift impacts your talent strategy, and requires that the talent strategy undergo a complete re-think? Look no further than this example from the auto makers. The lesson here? The next question your company needs to ask when assessing a business strategy shift, after 'Can we really do this?' is 'Can we find, attract, hire, and retain the kinds of people we need to do this?'

    Competing for talent against one or two competitors that do about the same thing as you do is fairly straightforward.

    Competing for talent against an ever-growing, deep pocketed, and fast moving ecosystem of often dissimilar companies is another thing entirely.

    Have a great week!

    Thursday
    Mar092017

    HRE Column: HCM Trends and How HR Can Take Advantage of Them

    Once again, I offer my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech that can be found here.

    This month, I take a look at the recently released Deloitte 2017 Global Human Capital Trends Report, which was also the subject of a recent HR Happy Hour Podcast we did with Josh Bersin.  This annual report, now in its 5th year, has emerged as one of the HR and HR Technology industry's 'must-reads', so for the benefit of HR Executive readers that may not (yet) have listened to the podcast, I tried to capture the content and the spirit of the conversation I had with Josh in the HRE column.

    So in this month's HR Executive column I examine a a few of the themes or trends that were identified in the Global Human Capital trends Report, and how these trends will help inform and shape the design, development, and deployment of HR and workplace technologies in 2017, and beyond.  This was a fun podcast with Josh, and a fun exercise for me, and I hope you get some ideas and insights from this review as you plan out your year and make your workforce, workplace and HR technology decisions in 2017. 

    From the HRE piece:

    Recently, Deloitte released its annual Global Human Capital Trends Report, which, in just its fifth year of publication, has become essential annual reading for HR, business and HR-technology leaders. The report combines findings from a comprehensive survey of more than 11,000 respondents, interviews with multiple HR and business leaders, case studies from many leading organizations, and insights from Deloitte's human capital management analysts and consultants. The result is an insightful report that sheds light on trends, challenges, and opportunities for HR and business leaders who are all tasked with driving business results through their people.

    I had one of the report's principal authors, Josh Bersin of Bersin by Deloitte, as a guest on my HR Happy Hour Podcast on the day the report launched to discuss some of the key findings. For the benefit of readers who have not (yet) had a chance to listen to that interview, I thought I would share some of it here.

    Rethinking the Organization

    Building the "organization of the future" was cited by 88 percent of Deloitte's survey respondents as being an important or very important challenge. What is driving this imperative for many HR and business leaders? Primarily, it’s the need for the organization to become more agile, to be able to adapt more quickly to changing market and competitive conditions, and to increasingly embrace new and more flexible forms and sources of talent. The catalyst for at least some of this need is the increased volume and importance of more flexible labor/talent arrangements, i.e. contractors, consultants and other “gig” workers. As these sources of flexible and contingent labor have continued to evolve, HR-technology solutions such as Upwork, Wonolo and Toptal have become increasingly important sources of talent that HR and business leaders are relying upon to execute their rapidly changing workforce needs.

    But it is not just the increased reliance on contingents that's driving the need to rethink the organization. The way work gets done in organizations today -- increasingly, via short-term, purpose-built and cross-functional teams, and not in formal, functionally defined hierarchies -- is also forcing HR leaders to reconsider how the organization should be designed. The need for increased agility in the assembling and disassembling of these teams requires HR and talent leaders to have better insights into individuals’ skills, as well as any overall organizational skill deficiencies. The need for robust talent-management, workforce-management, learning and development, and organizational collaboration technologies to support these rapid shifts in organizational dynamics places primary importance on a close connection between business, people and IT strategy in order to ensure that the organization can react as the market demands.

    The Employee Experience

    On the podcast, Bersin told me "the employee-engagement market is over." On first blush, you might think that was an odd thing to say, given that employee-engagement levels remain persistently low, and most HR and business leaders have bought into the notion that increasing these engagement scores would be a good thing for retention, morale and productivity.

    Read the rest at HR Executive online...

    If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and re-seen you lawn, take the car for a wash, or help you plant your spring flowers. I especially like alstroemelias.

    Have a great day!