GUEST EDITOR’S NOTE

In this month’s look at talent management, the authors cover the gamut from onboarding to pay to retention. One theme lurking beneath many of the articles is the sense that Millennials are inviting us to rethink HR practices. Tarik Taman addresses this directly in his article Millennials Are Changing the Workplace. Taman shares three ways he’s seen companies successfully adapt to the Millennial generation. In Solving the Knowledge Gap Trey Tramonte discusses knowledge transfer from Baby Boomers to Millennials and quotes an executive pointing out that “the most effective knowledge sharing happens in the moment, using non-traditional channels—especially when it comes to younger generation”. This leads Tramonte to champion a culture of knowledge sharing.

Solving the Knowledge Gap: From baby boomer to millennial

Baby Boomers are retiring in droves. In fact, the Pew Research Center revealed that 10,000 Baby Boomers will reach age 65 every day during the next two decades. As these individuals exit the workforce and head to Florida, they’re taking more than their belongings; they’re also taking years of invaluable knowledge, skills and experience that companies dependent on.

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Happy Employees = Better Retention: 5 management tips to follow

As the single most valuable resource in your business, making the effort to keep your employees happy in their roles is an essential management activity. If your workforce is happy, you’ll reap the benefits of better retention and profit through productivity. There are other reasons that make it worthwhile to maintain employee happiness, but keeping turnover low and productivity high should be reason enough to convince any manager that staff happiness matters.

Millennials Are Changing The Workplace: 3 ways they are altering your talent management initiatives

I’ve noted before how the multi-generational workforce – and millennials in particular – are changing the workplace.The reason is simple: they have grown up immersed in a connected, high-tech world, an experience that has formed their perspective on a number of things. It’s also down to quantity. This is the year that Millennials (born 1980-1996) become the largest single cohort in the US workforce. You just can’t ignore them.

Who Do Performance Reviews Really Help?: Study finds performance reviews don't help employees

Of the more than 1,900 U.S.-based employees BambooHR polled to learn how effective performance reviews are, only 58 percent of respondents participate in formal performance reviews today. And yet, 89 percent of respondents who are still involved in performance reviews feel the process is valuable to their organizations.

Base Pay Or Recognition?: Balancing employees’ salary and recognition needs

We all know that base pay is always a huge concern for everyone, but if base salary is a major concern in your organization, no amount of recognition will make your employees forget it. And if your employees aren’t getting enough recognition for what they do, no amount of money can buy their loyalty. These polls tell us that salary and recognition are both top concerns simultaneously, and what’s needed is a nice balance between the two.

Hourly Workers: Do not ignore them

Although they may be thought of as less essential than salaried workers, hourly employees are undeniably instrumental components of businesses around the world, and the importance of effectively managing and engaging these employees cannot be overstated. This is due in no small part to the overwhelming prevalence of wage-based employees. According to recent research from the Bureau of Labor Statistics (BLS), hourly employees comprise 60 percent of the American workforce, often in highly skilled and indispensable roles.

Improving Onboarding: 3 ways knowledge automation can help

Hiring and training new employees can be just as stressful for managers as it is for new hires. Assembling the necessary paperwork, tracking down the training videos and ensuring that newcomers know the ins and outs of a business can be hectic and time-consuming.

Include Coaching In Your Talent Management Strategy: 5 steps to follow

Coaching means many things to many people. Many times a certain technique that is referred to as “coaching,” isn’t really coaching at all; it’s actually counseling or feedback. For example, you may have heard or had this happen to you – a manager will say, “Let me give you some coaching around ABC,” and they proceed to explain to an employee why the employee failed to accomplish a task. The manager then explains the way ABC needs to be done. More times than not, the recipient of this so-called “coaching” walks away disillusioned by what they think was a coaching experience and perhaps, deflated and unmotivated. As a result, coaching can get a bad rap and employees may begin to disengage. So what does a real coaching conversation look like?