Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
Issue link: http://elmezine.epubxp.com/i/134584
Employers Emphasizing Retention Eighty-two percent of organizations report increases in funding and new initiatives for retention and engagement in 2013, according to a national research fnal report released by TalentKeepers: "Employee Engagement and Turnover Trends 2013." Employers recognize that many employees waited patiently, working in less-engaging jobs during the recession, but now are growing impatient as more companies once again are hiring. Among all employers, 59 percent expect job and career factors to be the main reason employees leave in 2013, an 11 percent increase from 2012. Poor leaders historically have been a primary reason behind job changes, but the economic doldrums slowed job and career advancement for many workers, and 2013 looks like the time many will seek job and career advancement. In another fnding, increased executive accountability and added funding for talent strategies is driven by mounting knowledge of the link between engagement, retention and business results. "Executives understand the relationship between an engaged workforce, how well they retain strong performers and their ability to achieve productivity, sales and service goals," says Christopher Mulligan, CEO of TalentKeepers. "Our research reinforces the trend that engaging and retaining talent is viewed as a key business strategy that requires funding and support to be successful." —Source: talentkeepers.com 82% Sales Talent Management Now a Big Challenge Attracting, retaining and managing a multi-generational staff with widely different attitudes and values can be a big challenge. The successful attributes in one role will not equate to success in another resulting in investment in selection tools among top performing sales organizations. Two other top trends: >> Hiring second-career sales people. "We're seeing lots of retirees returning to the workforce," says Miller Heiman's Bill Golder. "We're seeing second career people – and they can be valuable to a sales force." >> A greater acceptance of outsourcing. In general, with contingency-based search frms, an employer expects to pay 25 percent to 30 percent of a candidate's frst year salary to the recruiter. CRI, Inc. CEO Ladd Richland points out that few organizations have in-house capabilities for electronic on-boarding, while a growing number o f recruitment process outsourcing companies (RPOs) assist in the creation and execution of detailed, customized on-boarding solutions. —Source: www.millerheiman.com 4.8 Million Google searches for sales management of organizations are investing in employee engagement 7 of 8 companies failed to achieve profitable growth, although more than 90% had detailed strategic plans. —excerpt from 'Pathways to Growth' Elearning! June / July 2013 17