Talent attraction occurs when potential employees believe that your organization can provide them what they need to be happy.
Talent acquisition occurs when you prove those people that you can provide them with what they are looking for to be happy.
The question is, what makes professionals happy around the world?
The real reasons why happiness at work is so importantVartika Kashyap
Happiness at work is important for any business. Happy staff are far more productive, creative, and engaged. Keeping in mind that we all spend maximum time of our day at work, with our colleagues, stranded at our workstations, it becomes imperative that we find happiness at workplace. Check out this presentation to know why happiness at work is important and how to keep your employees happy at work.
This slide uses research by Google to explain what makes a successful team and why. It also includes practical steps to take and descriptions of constructive team building with lasting benefits.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
The real reasons why happiness at work is so importantVartika Kashyap
Happiness at work is important for any business. Happy staff are far more productive, creative, and engaged. Keeping in mind that we all spend maximum time of our day at work, with our colleagues, stranded at our workstations, it becomes imperative that we find happiness at workplace. Check out this presentation to know why happiness at work is important and how to keep your employees happy at work.
This slide uses research by Google to explain what makes a successful team and why. It also includes practical steps to take and descriptions of constructive team building with lasting benefits.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
Happiness at work drives business objectives. Research shows that happy employees are more profitable, more customer-oriented and more productive. They also stand less chances of leaving that company. That’s why some companies have made happiness at work a way of doing business.
According to The Conference Board, Human Capital and Operational Excellence rank first in the Top Global Challenges in 2013. Retaining and rewarding the best employees is a major concern for more than half of HR professionals, along with the development of the next generation of corporate leaders. Employee turnover and employee motivation have an immense impact on revenues, on company culture and on its talent competitiveness in the marketplace.
It doesn’t matter if you’re a small company who just started to build a reputation or if you’re a top 40 company, your Human Capital is your biggest challenge in the upcoming years. It can make you or break you.
In this white paper we examine a very popular yet sometimes controversial subject: Happiness At Work. We’ll talk about some of the latest HR trends, about employee engagement and how you can increase workplace happiness in 2014.
Content Summary
1. Executive summary
2. Latest HR Issues
3. The challenges of employee engagement
4. How is the new HR world resolving these problems?
5. Is employee happiness interesting?
6. The case for employee happiness
7. Conclusions
Download the full White Paper!
Employee Value Propositions & Employer BrandingEngage Me
We answer the question, what is an EVP and Employer Brand? Outline your value offering to current and prospective employees and market your culture, to attract the best and right talent to your business.
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Accelerate new hire productivity with 90+day onboardingCompettia
US & UK spend $37B to keep unproductive employees who don’t understand their jobs.
Good onboarding gets 77% of employees to reach their 1st performance milestone.What can you do to give new hires the training and autonomy they need to get there? Find crucial global onboarding stats that show the impact of onboarding on employee retention, new hire performance, and company revenues. Learn how you can create effective games to speed up training and shorten time to productivity. Try the Atrivity onboarding game demo here: http://atrivity.games/onboarding
“You can download this product from SlideTeam.net”
Use this employee engagement PowerPoint presentation to increase the compatibility and gelling between the colleagues. With the help of this PPT, employees can plan and engage in different activities which helps to break the ice for newbies and helps them to settle in the new environment. Also, the bonding activities in this PowerPoint presentation example are very helpful to create a warm and familiar environment for the employees to open up. Employees can cooperate better with their co-workers with the help of these techniques mentioned in this slideshow. Also, the icebreakers mentioned in this PPT are also very useful to create a cordial relationship between the boss and the employees as employee engagement is very necessary for a successful company’s becoming. Employee satisfaction can be achieved with the help of this PowerPoint theme in order to successfully create a stress-free environment for all the employees with openness. This PPT is really helpful for employee engagement in today’s stressful corporate world. Bare the truth with our Employee Engagement Powerpoint Presentation Slides. Your thoughts will dig up the facts. https://bit.ly/30FwCbM
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.Sage HR
Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation.
Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture.
Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued!
Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”.
Read more at >>> cake.hr
People management is one of the most difficult areas of management nowadays. People are not machines, they are complicated, emotionally unstable and a good manager needs anticipate any possible issue that might appear in their job lives in order to maintain the team motivation and performance.
If you want to learn more about this topic: https://www.newsteer.com/resources/people-management-101
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Leadership Development Program Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Create efficiencies to deliver better results using the Leadership Development Program Powerpoint Presentation Slides. Highlight the elements of a successful leadership training program by utilizing leadership development program PPT visuals. Also, mention the aims of leadership training. Discuss the strategies to promote leadership in the workplace by utilizing succession planning PPT visuals. The market leadership, client engagement, and business accountability can be discussed with this succession planning PowerPoint layouts. Showcase the stages of learning such as concrete experience, observation, and reflection, forming abstract concepts. Utilize the leadership development PPT slideshow to showcase how good leadership is essential in order to improve quality across the organization. Discuss how power and politics influence organizational leadership. Highlight essential leadership skills such as problem-solving and decision making, communications, handling conflicts, etc. Thus, focus on the organization’s future and vision by downloading our ready to use leadership training program PPT Presentation. https://bit.ly/3AQG87U
Express your objectives by the means of words and visuals, presenting you, talent management PowerPoint presentation slides. This complete deck contains a total of twenty for slides to reflect on talent management and related concerns. Suitable visuals and appropriate content are included in these PPT layouts to assist you on determining future goals, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and budget involved in the process. Charts and graphics are included in the PPT set for comparison among current employee and target employee strength, depicting the needs in various departments like finance, marketing, human resources, strategy related team. All the slides are completely customizable for your convenience. One can have a surplus data and insights implemented into a sole splash of interestingly portrayed compact information. Folks begin to dance with elation due to our Talent Management Powerpoint Presentation Slides. They will break out in a jig. https://bit.ly/2Wdgc7G
Accelerate new hire productivity with 90+day onboardingCompettia
US & UK spend $37B to keep unproductive employees who don’t understand their jobs.
Good onboarding gets 77% of employees to reach their 1st performance milestone.What can you do to give new hires the training and autonomy they need to get there? Find crucial global onboarding stats that show the impact of onboarding on employee retention, new hire performance, and company revenues. Learn how you can create effective games to speed up training and shorten time to productivity. Try the Atrivity onboarding game demo here: http://atrivity.games/onboarding
“You can download this product from SlideTeam.net”
Use this employee engagement PowerPoint presentation to increase the compatibility and gelling between the colleagues. With the help of this PPT, employees can plan and engage in different activities which helps to break the ice for newbies and helps them to settle in the new environment. Also, the bonding activities in this PowerPoint presentation example are very helpful to create a warm and familiar environment for the employees to open up. Employees can cooperate better with their co-workers with the help of these techniques mentioned in this slideshow. Also, the icebreakers mentioned in this PPT are also very useful to create a cordial relationship between the boss and the employees as employee engagement is very necessary for a successful company’s becoming. Employee satisfaction can be achieved with the help of this PowerPoint theme in order to successfully create a stress-free environment for all the employees with openness. This PPT is really helpful for employee engagement in today’s stressful corporate world. Bare the truth with our Employee Engagement Powerpoint Presentation Slides. Your thoughts will dig up the facts. https://bit.ly/30FwCbM
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
# Underachievers can find peer developed notes that break down lecture and study material in a way that they can understand
# Students can earn better grades, save time and study effectively
Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
For years, manufacturing companies have been striving towards enterprise excellence throughout their organizations utilizing the philosophy, thinking and tools of lean. There are two basic pillars of lean including continuous improvement tools, and respect for people. There has been a very strong focus on the continuous improvement tools (kaizens, value stream mapping, A3 problem solving, 5S, cells/flow, setup reduction, etc.) with very little emphasis on respect for people. Businesses struggle with understanding the skills and abilities of leadership at every level of the organization required to inspirationally lead towards excellence.
As a result of the combination of the process initiatives over the past 100 years, seven out of eight people report leaving their jobs each day feeling that they work for a company that does not care about them. People are disengaged and unenthusiastic about their work resulting in huge losses of productivity to the entire organization.
Recently, the Association for Manufacturing Excellence (AME), the premier not-for-profit organization dedicated to the journey of continuous improvement and enterprise excellence, invited Barry-Wehmiller to partner with them in addressing the challenges facing manufacturing today. Together they hope to lead the way in transforming manufacturing companies through adoption of people-centric leadership practices. Their vision is to ignite a manufacturing renaissance driven by people-centric leadership coupled with enterprise excellence.
For more information about this topic at the AME Boston 2017 Conference, visit http://bit.ly/2oHMiTh
A workplace culture is composed of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work. Everyone has a role to play in creating a positive workplace culture. At this program, you’ll learn concrete strategies for making the work environment more enjoyable, so that you can:
Stay engaged and motivated even for tasks that are boring or unpleasant
Feel a sense of optimism and confidence even around people who can be toxic or negative
Become part of the solution in creating a better Williams for everyone.
The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.Sage HR
Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation.
Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture.
Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued!
Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”.
Read more at >>> cake.hr
People management is one of the most difficult areas of management nowadays. People are not machines, they are complicated, emotionally unstable and a good manager needs anticipate any possible issue that might appear in their job lives in order to maintain the team motivation and performance.
If you want to learn more about this topic: https://www.newsteer.com/resources/people-management-101
The Center for Creative Leadership designed Leader Development Roadmap which integrates within itself the logic and content of developing leaders in organizations on the basis of many years of research done by CCL.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Leadership Development Program Powerpoint Presentation SlidesSlideTeam
“You can download this product from SlideTeam.net”
Create efficiencies to deliver better results using the Leadership Development Program Powerpoint Presentation Slides. Highlight the elements of a successful leadership training program by utilizing leadership development program PPT visuals. Also, mention the aims of leadership training. Discuss the strategies to promote leadership in the workplace by utilizing succession planning PPT visuals. The market leadership, client engagement, and business accountability can be discussed with this succession planning PowerPoint layouts. Showcase the stages of learning such as concrete experience, observation, and reflection, forming abstract concepts. Utilize the leadership development PPT slideshow to showcase how good leadership is essential in order to improve quality across the organization. Discuss how power and politics influence organizational leadership. Highlight essential leadership skills such as problem-solving and decision making, communications, handling conflicts, etc. Thus, focus on the organization’s future and vision by downloading our ready to use leadership training program PPT Presentation. https://bit.ly/3AQG87U
Maximize Workplace Collaboration with Visual CommunicationsVidyo, Inc.
Communication in workplace nowadays is taken over by digital communication and has transformed into electronically transmitted words. However, nothing beats visual communication on personal and inter-personal communications.
Read to know how to increase collaboration in workplace using video communication at workplace.
Know more about video conferencing solutions from www.vidyo.com
This is my deck on Who a product manager is.
This is been built on the basis on my readings and finding of Product Management with 6 years of experience practicing in mid size and start ups
All content are not mine and have been inspired and taken from other posts in the social world.
Welcome to the future :) Foresight Strategy Innovation 2013 2014 (7th Edition)Paulo Carvalho
Welcome to the Future :) Foresight Strategy and Innovation 2013_2014 (7th Edition)
This is a fireworks of the post graduation "Foresight, Strategy and Innovation". Gives you a sense of the journey that you can take during this experience.
Esta apresentação oferece uma visão panorâmica e visual da experiência multisensorial que a Pós Graduação "Prospectiva, Estratégia e Inovação" procura oferecer a quem nela participa. Um enfoque particular sobre o futuro (os futuros) ... Começa já a pensar no teu ;)
www.idefe.pt
ACTE VISION 2014 - Boomers to Zoomers: Managing and Educating Multiple Genera...TRI Leadership Resources
With five generations in today’s work force, the potential for productivity, innovation, conflict, and confusion has never been greater. In CTE, our role is to ensure today’s diverse learners are prepared for a positive multi-generational experience in their future careers. Join TRI Leadership Resources Director of Leadership Operations, Danielle Tolentino Tuason, as she takes participants on a unique and insightful journey of how members of each generation think, behave, engage and work. This session will provides participants with instructional tools, techniques, and methods that appeal to the workforce of today and tomorrow.
Presented at the 2014 ACTE VISION CONFERENCE in Nashville, TN
Top Reasons for Employee Happiness Pt: INona Black
Nona Black specializes in corporate development and best practices. This slideshow features Nona's expertise in the field and details employee happiness. Enjoy the slideshow and be sure to check back again soon for part II and more updates!
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...Michel Falcon
Michel Falcon and Shane Skillen surveyed 1,350 employees to better understand how they are feeling during COVID-19, what their expectations are and what matters them the most returning to their workplace.
These sentiments have been collected and packaged into a playbook with recommended best practices. Organizations can leverage this document to help design their relaunch efforts to maximize productivity, influence employee engagement and rebuild their company culture.
We are excited to announce expand’s inaugural talent insight report focused solely on the global Telecommunications sector.
With 15 years’ experience recruiting for service providers and carriers worldwide, we have a wealth of data to share. The first edition reports information on salaries, trends and strategies that will help employers identify the factors which will attract potential employees to their businesses and help to retain them.
We are excited to announce expand’s inaugural talent insight report focused solely on the global Telecommunications sector.
With 15 years’ experience recruiting for service providers and carriers worldwide, we have a wealth of data to share. The first edition reports information on salaries, trends and strategies that will help employers identify the factors which will attract potential employees to their businesses and help to retain them.
Elevating executive results: The c-suite’s guide to winning the war for talentAcertitude
Globalization, digital disruption, changes in workforce demographics, and shifting attitudes toward workplace engagement have created one of the most competitive and dynamic global talent markets in history. “Elevating executive results: The c-suite’s guide to winning the war for talent” identifies eight critical steps that enable companies and organizations to do a better job in finding – and keeping -- the leadership needed for sustained high performance in today’s demanding business environment.
What would happen to an organization if its goals did not account for external threats and shifting marketplace realities? What challenges will a business face if it doesn’t have sound measures and an effective performance management system, and why?
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Financial Services Employer Branding Research - Blu IvyBluIvy
The latest employer brand research from thousands of survey respondents in the Financial Services sector. Conducted by the leading employer branding agency, Blu Ivy.
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
This report is for managers, human resourcing and owners of technology companies, or those responsible for a technology department. The purpose of the report is to highlight ways of retaining technical talent.
Manufacturing in Northeast Ohio: Where We Stand, Where We’re HeadedSkoda Minotti
What are the concerns and challenges of manufacturing companies in Northeast Ohio? How do they perceive opportunities and issues confronting them in 2019? Where are they allocating time, money and resources, and what is their rationale?
Softchoice, a leading North American provider of IT solutions and managed services, surveyed 1,000 full- time line-of-business (LOB) employees and 250 IT decision-makers across the U.S. and Canada to uncover how many workplaces actually walk the walk when it comes to having the right processes, leadership, culture and technology to drive innovation.
Differentiation is one of the biggest challenges employers have - learn why it's so important and what you can do to make your brand stand out from the crowd.
By 2030, many of the world's largest economies will have more jobs than skilled people to do those jobs. As a result, the talent market is going to be even more competitive than it is today. To prepare, Universum conducted the biggest Gen Z survey ever to help our clients predict their future workforce.
In this presentation from our EMEA webinar you'll come to understand the next cohort of employees, Generation Z, and learn how to future-proof your employer brand.
While dozens of research initiatives explore Generation Z’s values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life – insights hiring companies can use to attract and retain the next generation of digital natives.
Emerging Markets Webinar Series: Eye on Latin AmericaUniversum Global
What university students look for in future employers and the implications for companies that seek to hire them.
It is widely believed that emerging market economies will be the engine that drives global growth into the 21st century and beyond. So it's not hard to see why all eyes are on the next generation of leaders from these regions.
In this unique webinar, Carly Creighton, Head of LATAM, presents key findings regarding talent attraction in Latin America.
"What can be taken for granted and what is effective in developed markets does not translate simply to emerging markets. From roads to running water, ‘social’ marketing to product distribution, middle class homes to ideal product size: a one-size-fits-all business plan will not do." - Euromonitor Internation
Melissa Murray Bailey (President - Americas) and Kevin Troy (Head of Research & Insights - Americas) share insight into what talent around the globe wants from their employers - what's similar in various regions, what differences exist, and what this means for building a global employer brand.
Storytelling and social media - your talent engagement toolkitUniversum Global
Kat Lynn, Associate Director Marketing & Communications, and Amelia Pardieu, Head of Digital Media, share how to use social media and storytelling to effectively boost your brand presence and communicate with talent in a meaningful way.
Un grupo de expertos comparte la forma en la reputación y la imagen de las empresas son los factores decisivos en la atracción y retención del mejor talento del millennial como dentro del contexto actual de la guerra por el talento.
Employer Branding in Brazil: Where We Are and Where We're GoingUniversum Global
Employer branding matters, is hard, and is changing. Understand the trends in employer branding and talent attraction around the globe, and how that affects how Brazilian employers should think about their jobs.
Understand what the Brazilian talent market wants from their employers, why you should be proactive about building out your employer brand, and how to tell the right story to this group.
Understand what the Brazilian talent market wants in their future employers, why you should proactively take charge of your employer brand, and how to tell the right story to your target group.
For many employers, a successful campus recruiting season is crucial in securing the best talent for their organization and fulfilling the year's hiring goals. But a growing number of companies are finding that “success” is becoming more and more elusive due to a number of factors -- and they are now beginning to ask some provocative questions about why their current school list is not actually delivering the results they need.
School selection can be an emotional discussion, and deep school relationships built over time can make change very challenging. That said, many leading companies are beginning to ask the hard questions about their return on the investment, and more importantly, about how they can gain a new competitive edge to position their company for success over the next 5-10 years.
In this webinar, Paul O’Shea, Head of Consulting at Universum Americas, will walk through common challenges employers face when it comes to developing a strong target school strategy, as well as what some of the best employers are doing to make sure they are bringing data to any school discussion and investing their company's resources in the most optimal way. The webinar will conclude with a Q&A session, so come prepared with the most pressing questions you want answered.
Universum, INSEAD and the HEAD Foundation wanted to better understand the stereotypes around Millennials (those born 1984 -1996). To get extra insights on this generation, we surveyed 16,000 Millennials in 42 countries.
In this infographic, we present how this generation in terms of its outlook and preferences can in fact be divided into two groups: the younger millennials (those born between 1990 and 1996) and the older millennials (those born between 1984 and 1989). Below we present some of the most striking differences between the two.
To learn more about the Millennials series, visit http://www2.universumglobal.com/slideshare
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Putting the SPARK into Virtual Training.pptxCynthia Clay
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
1. A FIRST-EVER STUDY OF THE COUNTRIES AND INDUSTRIES WITH THE MOST SATISFIED, LOYAL WORKERS
Managing Employee Happiness
2. HOW DOES YOUR COMPANY
COMPARE TO ITS PEERS?
Take a data-driven approach to attracting
and retaining top talent.
3. WORKER HAPPINESS AS A BAROMETER
OF ENTERPRISE HEALTH
It’s as important to forecasting future growth as
financial metrics (e.g. cost of capital) or sales
metrics (e.g. rate of new customer acquisition).
Closing the
Happiness Gap
Why measure
workforce
happiness?
What is the
Global
Workforce
Happiness
Index?
4. MOST EMPLOYERS HAVE A LONG WAY TO GO
28%
28 percent of employees in the
US and Canada have considered
leaving their employer & moving
to a competitor within the last 12
months
Nearly half of US employees are confident they can find a job that
matches their compensation level within six months of beginning
a search.
In the tech industry, confidence is significantly higher; two thirds
say they could find a better job in 60 days.
In 2018, 49 million more employees will be leaving their current
employers compared to 2012 – representing 192 million employees
worldwide turning over.
5. GLOBAL WORFORCE HAPPINESS INDEX
The index offers a country-by-country barometer of the workplace health of that market’s
talent pool and an excellent benchmark by which individual employers can map their own
employees’ sense of satisfaction and loyalty.
The index is calculated based on three
factors
Their stated sense of job
loyalty
Likelihood of
recommending their
current employer
Employee satisfaction at their
current job
6. GLOBAL WORKFORCE HAPPINESS INDEX
TOP 10 COUNTRIES
Country Score Rank
Belgium 33,41 1
Norway 32,32 2
Costa Rica 31,98 3
Denmark 31,53 4
South Africa 31,51 5
Austria 30,40 6
Switzerland 30,35 7
Greece 30,31 8
Czech Republic 30,00 9
Russia 29,93 10
Sweden 29,68 11
Finland 29,66 12
Mexico 29,13 13
Netherlands 28,83 14
Germany 28,63 15
Canada 28,49 16
Chile 28,39 17
France 28,28 18
Argentina 28,08 19
Australia 27,61 20
7. WORKFORCE HAPPINESS BY COUNTRY
The Global Workforce Happiness Quadrant helps visualize the challenges and
opportunities by region. First let’s focus on the implications of each quadrant.
8.
9. WORKFORCE HAPPINESS BY INDUSTRY
1. Health Care
Services
2. Media and
Advertising
3. Tourism
4. Engineering and
Manufacturing
5. Retail
BOTTOM 5
1. Legal Services
2. Aerospace and
Defence
3. Educational and
Scientific Institutions
4. Insurance
5. Technology
Hardware &
Equipment
TOP 5
Universum also examines happiness – a score that combines worker satisfaction, loyalty and
willingness to recommend an employer – by industry. Companies can examine their own
workers’ happiness scores related to the industry average. A positive gap means your company
is more likely to retain employees. A negative gap requires immediate attention.
.
10. WHAT EMPLOYEES LOOK FOR IN AN EMPLOYER
l A creative and dynamic work
environment
l Attractive/exciting products and
services
l Competitive base salary
l High future earnings
l Innovation
• These attributes are attractive and
associated with you by your target group,
but not true internally
• ATTRACTIVE: Which attributes do you perceive as the most attractive?
• CREDIBLE: Which of the following do you associate with your chosen employer(s)?
• TRUE: Which of the following do you associate with each employer?
11. 2015 | Young Professionals
12
Long-term aspirations | Top 3 career goals across markets
Top 3 career goals
GlobalAverage
Brazil
Russia
UK
SouthAfrica
France
Turkey
Colombia
Ukraine
Mexico
Poland
Indonesia
India
Canada
To have work/life balance 54% 62% 39% 60% 57% 59% 43% 63% 38% 60% 49% 59% 50% 62%
To be secure or stable in my job 42% 50% 61% 49% 39% 26% 33% 44% 62% 41% 64% 33% 33% 48%
To be competitively or intellectually
challenged
35% 32% 44% 49% 49% 43% 18% 34% 47% 34% 28% 28% 29% 48%
To be entrepreneurial or creative/innovative 33% 29% 19% 28% 29% 28% 49% 42% 19% 44% 23% 48% 35% 24%
To be dedicated to a cause or to feel that I am
serving a greater good
30% 33% 27% 42% 34% 32% 21% 28% 23% 24% 23% 31% 28% 48%
To be a leader or manager of people 30% 27% 24% 23% 30% 35% 43% 33% 23% 36% 19% 35% 32% 24%
To have an international career 27% 23% 18% 17% 22% 32% 45% 28% 23% 28% 13% 29% 38% 14%
To be autonomous or independent 22% 15% 26% 14% 16% 26% 17% 22% 29% 25% 19% 9% 20% 17%
To be a technical or functional expert 19% 20% 38% 11% 23% 17% 22% 4% 33% 6% 57% 20% 26% 11%
13. Benchmark your employees against their country
Happiness Index and Industry Insider Ranking.
First, find out how your organization compares to those within your industry and country.
How large is the gap?
Does it affect your ability to recruit and retain employees?
BENCHMARK
14. It’s critical for organizations not simply to determine
scores for their organization or divisions, but how
those scores compare to like-organizations –
something we call the Happiness Gap.
Measuring the Happiness Gap of your employees, country-by-country, serves as an early
warning system for your organization:
Use it to drill down and understand the variables that cause your employees to feel differently
from their peers inside other organizations and what your company can do to close that gap.
ANALYZE FINDINGS
15. Once an employer figures out which factors can be
controlled, decide which of these are recruiting
drivers vs. retention drivers. Does your organization
distinguish between the two states?
SEPARATE ATTRACTION FROM RETENTION
16. A segment of your employee group may be satisfied
with work, but also willing to make a change. How
can you ensure your high-value, high-performing
talent continues to stay engaged and committed at
work?
Developing plans to motivate high-value subsets of your employees is absolutely critical.
Employers must map out their so-called Happiness Gap by region, gender and role, and then
take surgical action to determine how best to satisfy and retain your most valuable segments.
Certain subsets of your organization require extra attention due to their importance to your
organization’s ability to innovate and grow.
ADDRESS RESTLESS EMPLOYEES
17. Tracking employee happiness is a barometer of
your organization’s overall heath – as important to
forecasting future growth as traditional financial
metrics such as cost of capital. Treating talent-as-
an-asset requires a massive shift for many
organizations.
But taking a data-driven approach to employee satisfaction and engagement is an excellent
place to begin.
EMPLOYEE ENGAGEMENT = STRATEGIC ASSET
18. Universum is the global leader in employer branding, delivering a full range of
services in research, strategic consulting and brand activation. We give employers
the means and the tools to better understand, attract and retain talent.
For more information, go to www.universumglobal.com
Editor's Notes
Welcome to the happiness index webinar! My name is Jonna Sjövall and I work as a Vice president for our emea region. Today we will talk about our happiness index, that consist of several parameters.
To start with: Employer branding is vital also when recruiting and retaining experienced hires (not only graduates) because how you are perceived defines what you are. People will make assumptions based on their perceptions of you as a workplace.
Talent attraction occurs when potential employees believe that your organization can provide them what they need to be happy.
Talent acquisition occurs when you prove those people that you can provide them with what they are looking for to be happy.
The question is, what makes professionals happy around the world?
Let’s investigate.
Tracking employee happiness is a barometer of your organization’s overall health – as important to forecasting future innovation and growth as traditional financial metrics.
Moreover, the high cost of recruiting and hiring means employers must pay close attention to employee satisfaction and loyalty as a way a) to position the organization as an attractive place to work and b) to reduce turnover and get the most out of their employees.
On the point, it’s imperative to find out how your company compares to its peers regarding employee happiness in addition to traditional engagement surveys:
(What tools do you use?
What research do you conduct?
Or do you even measure it? )
Without understanding how your organization benchmarks against its recruitment competitors and benchmark companies, you can be in a position of weakness without even knowing about it. This is where research can come in handy.
Every year, Universum conducts a survey to determine what professionals want out of their career. More than 250,000 working professionals from 55 markets were surveyed this year.
So we created the happiness index. What is it?
It’s a scoring system that combines worker satisfaction, a worker’s willingness to recommend their current employer (traditional NPS), and their likelihood of switching jobs in the near future (loyalty) . Altogether, it is a measure of a worker’s happiness in their job and career.
Why measure workforce happiness?
Your ability to retain top talent depends not simply on your employees’ level of satisfaction or engagement, but how it compares to peers in other organizations. A negative gap may signal your employees are ripe for poaching.
Close the gap.
One can use the Happiness Index to measure how your organization compares to talent competitors; then analyze the specific drivers that push open that gap.
It’s important to be able to answer these two questions:
Which drivers can you control? How quickly can you close the gap in order to be a more attractive workplace?
MOST EMPLOYERS HAVE A LONG WAY TO GO WITH MEASURING AND MANAGING EMPLOYEE SATISFACTION AND RETENTION
Consider the following statistics:
28 percent of employees in the US and Canada have considered leaving their employer & moving to a competitor within the last 12
Nearly half of US employees are confident they can find a job that matches their compensation level within six months of beginning a search.
In the tech industry, confidence is significantly higher; two thirds say they could find a better job in 60 days.
In 2018, 49 million more employees will be leaving their current employers compared to 2012 – representing 192 million employees worldwide turning over.
To complicate matters, a company’s workforce isn’t a homogeneous group requiring a single blanket solution. Global companies must resist the impulse to oversimplify or apply large-scale fixes to complex, local problems.
“More and more companies are deploying analytics solutions to help predict retention and correlate factors such as compensation, travel schedule, manager and demographics to understand why certain people are less engaged than others”.
Only when an organization has honed in on the challenges facing a particular segment (whether defined by region, gender, role, or some other subset/combination), can it apply a prescription that will impact performance. This type of meticulous analysis and optimization is critical as a business tool – and it’s a function of viewing talent management as a strategic business asset rather than as an HR function.
Universum’s study is the biggest and first of its kind, surveying more than 250,000 professionals in 55 markets. The Global Workforce Happiness Index is calculated based on (a) employee satisfaction at their current job, (b) likelihood of recommending their current employer, and (c) their stated sense of job loyalty. Essentially, the index offers a country-by-country barometer of the workplace health of that market’s talent pool and an excellent benchmark by which individual employers can map their own employees’ sense of satisfaction and loyalty.
Here we present the findings by country, however the real potential of this research is in the granular findings. For example, how happy are workers within the automotive industry in China, and how do your own employees compare to this benchmark? The idea is that by using a data-driven diagnosis of the problems at a local level, talent managers can create localized, high-impact prescriptions.
SO let’s check some results!
To repeat: the scoring system combines worker satisfaction, a worker’s willingness to recommend their current employer (traditional NPS), and their likelihood of switching jobs in the near future (loyalty).
This diagram shows the top 10 countries that have the happiest employees in the world. When considering the top countries for worker happiness, it’s important to remember that this research targets intellectuals with work experience, who are not as likely to be affected by economic downturns. Struggling economies (like Greece) also create fewer career opportunities, which results in higher loyalty scores.
It is very interesting that the top 5 countries are a versatile group: two Nordic countries, but also one European, one SOUTH American and one African country.
There are also differences between the three parameters:
Costa Rica has the highest satisfaction score followed by Mexico and the Nordic countries Finland, Norway and Denmark all on the same level. The lowest satisfaction is found in Japan.
Costa Rica and Mexico also bring the top scores in NPS (recommending their employer) followed by Norway, Colombia and Denmark. The lowest NPS is also represented by Japan.
The most loyal employees are found in Belgium, South Africa, Norway, Russia and Greece. The least loyal in Indonesia.
In the bottom 10 markets for happiness we’ll find for example Japan, several African countries (Morocco, Nigeria, Algeria) but also India and Indonesia.
Some very interesting findings. Of course the findings are more relevant to you, the more we zoom in on certain markets and/or industries.
At Universum we have developed a Global Workforce Happiness Quadrant that helps visualize the challenges and opportunities by region. First let’s focus on the implications of each quadrant.
STRANDED: These employees are dissatisfied in their current jobs, but are unmotivated or unwilling to make a change. This is often due to macro-economic influences, such as high unemployment and low opportunity to advance in a chosen field, but stranded employees also exist within regions with high employment prospects.
SEEKER: These employees are dissatisfied at work and looking for a change. Seekers are motivated to change and may already have one foot out the door. Seekers are less likely to recommend your company as an employer to those in their network, meaning post-departure seekers are unlikely to recommend colleagues or return in the future.
RESTLESS: employees require immediate attention. These are workers who are satisfied at work and even likely to recommend a company as a place of employment, but are also open to changing jobs. They usually want something new.
FULFILLED: Employees in this category are satisfied, feel positive about your company as a place of work and are not interested in changing jobs. These are your stable, loyal employees; however employers should never assume fulfilled employees will stay this way.
Let’s then move on to see some results.
The quadrant shows the average index score for each country. Interesting is that Japan, that scored quite low in the total happiness index has a mix of stranded employees and those seeking for something new. However the African countires scoring low in the total index suach as Morocco and Nigeria, have a much bigger part of seekers than Japan.
Colombian employees ae very restless and interestingly, the top 1 scoring country Belgium vs the no 3 Costa Rica are both in the upper right quadrant but have very different scores. The Belgian employees are much more loyal and less interested in changing employer than the Cota Rican ones, and the Costa Rican ones are significantly more satisfied but more open to lookm for smth new anyway.
Why does the country score matter for organizations?
It’s important that companies understand
where different segments of their own workforce lie on this quadrant, and
how those segments compare to local markets.
In addition to rankings by country, Universum also examines happiness by industry. Companies can examine their own workers’ happiness scores related to the industry average. A positive gap means your company is more likely to retain employees. A negative gap requires immediate attention.
It is very interesting that legal services such as law firms, are topping the industry index even though the industry is often associated with long working hours and a tough working climate.
There are big differences in the world’s biggest economies:
In Canada, the most happy employees work in the real estate business, in US within the energy sector. In India, Australia and Brazil within Aerospace and Defence, in China in legal services and in Germany in the automobile industry.
The bottom industries are versatile.
The 93,000 professionals chosen from these countries listed the characteristics of their ideal employers. Universum then identified which of those characteristics 10,800 professionals associate with their current employers.
What Professionals Want but Aren't Getting
Universum's survey identified what traits experienced hires find attractive but usually lack in their employers:
A creative and dynamic work environment – how the work is done together
Attractive or exciting products and services – it matters
Competitive base salary and
High future earnings, important factors and probably something no one is 100% satisfied with
Innovation – more and more important
Opportunities for international travel or relocation – global citizens.
If you align your brand with these traits and then actually deliver on them, your organization will most likely excel in talent acquisition.
Universum focused on the following 11 markets: Australia, Brazil, Canada, China, France, Germany, India, Italy, Russia, UK and USA.
The key ingredient to reaching and retaining experienced hires it to appeal to what they want out of their careers.
This does not just mean providing a higher salary and better benefits. You need to provide the elements of work that are less tangible but help employees feel fulfilled.
Looking at young professionals specifically, the top three things that all employees want are
to have work/life balance
to be secure or stable in my job and
to be competitively or intellectually challenged.
Yet it’s important of course to look at the career aspirations of talent market-to-market, male-to-female, within a specific target group… When you delve into the findings you’ll notice stark differences. For example, in countries like Turkey, Indonesia, India and France ‘to be secure or stable in my job’ doesn’t feature in the top three whereas it’s very important for professionals in Russia, Ukraine and Poland.
Again, the real potential of this research is in the granular findings.
BENCHMARK YOUR EMPLOYEES AGAINST THEIR COUNTRY HAPPINESS INDEX AND INDUSTRY INSIDER RANKING.
First, find out how your organization compares to those within your industry and country. How large is the gap? Does it affect your ability to recruit and retain employees?
Dig deeper. Some portion of your organization’s score is driven by macro-economic conditions – issues largely outside of your control. High unemployment will push talent into the stranded category in the quadrant. Excellent government-sponsored benefits for work-life balance will help pull up your overall score. That’s why it’s critical for organizations not simply to determine scores for their organization or divisions, but how those scores compare to like-organizations – something we call the Happiness Gap.
Measuring the Happiness Gap of your employees, country-by-country, serves as an early warning system for your organization; use it to drill down and understand the variables that cause your employees to feel differently from their peers inside other organizations and what your company can do to close that gap. Remember: your talent competitors are those organizations that are vying for the same talent you are. Talent competitors are not necessarily your direct competitors.
Separate “attraction drivers” from “retention drivers”. Once an employer figures out which factors can be controlled, decide which of these are recruiting drivers vs. retention drivers.
When considering retention, usually both confidence in senior leadership and personal development opportunities become critical according to research from Towers Watson.Amazon offers an interesting case study – and an extreme example – of the danger of not tracking the gap between the two. An article in the New York Times chronicled Amazon’s “bruising” workplace culture; one in which professionals are pushed to the breaking point to support Amazon’s global ambitions. Or as the New York Times reported, Amazon “is conducting a little-known experiment in how far it can push white-collar workers, redrawing the boundaries of what is acceptable”. The implication is that Amazon leadership isn’t aware of – or sensitive about – the gap between what motivates someone to seek out work at Amazon versus the reality of what it’s like to work there.
Address “restless” employees. A segment of your employee group may be satisfied with work, but also willing to make a change. How can you ensure your high-value, high-performing talent continues to stay engaged and committed at work?
Understanding the findings comparing your company specific results with peers and looking at different breakdowns will help you understand this further. Developing plans to motivate high-value subsets of your employees is absolutely critical. In other words, employers must take surgical action to determine how best to satisfy and retain your most valuable segments. This is not to say that only those segments deserve attention, but rather that certain subsets of your organization require extra attention due to their importance to your organization’s ability to innovate and grow.
View employee engagement and happiness as a strategic asset. Too many still view employee satisfaction and engagement as an HR-led, nice-to-have activity, rather than a business-critical, competitive asset.
Tracking employee happiness is a barometer of your organization’s overall heath – as important to forecasting future growth as traditional financial metrics such as cost of capital. Treating talent-as-an-asset requires a massive shift for many organizations. But taking a data-driven approach to employee satisfaction and engagement is an excellent place to begin.