VirtualEdge Corporation,, provider of Talent Lifecycle Software
solutions, announced that it will support customer compliance requirements with the final Department of Labor’s Office of
Federal Contract Compliance Programs’ (OFCCP) ruling on the definition of an "Internet Applicant,” which takes effect
February 6, 2006. VE has integrated additional OFCCP-related features into its solution to support recordkeeping that is
required under this new rule.
Employment Numbers
First-time claims for state unemployment benefits plunged by 36,000 to a seasonally adjusted 271,000 in the week ended
Jan. 14, 2006.
(See Full Report)
Partnerships
executivesonthweb.com
theexecutiveclub.com, part of
executivesonthweb.com, the
UK’s online recruitment website for senior executives announced a new partnership with
Connaught Executive Ltd, provider of executive career development and
coaching support to senior level management. The agreement allows all registered members of theexecutiveclub.com to
receive a Complimentary Critique of their CV from a Connaught Career Coach.
Nominate HR.s Rising Stars Human Resource Executive. magazine is looking for HR professionals near the
top of their organization's human resource function who have demonstrated leadership in their current positions, the ability
to successfully launch significant HR initiatives and programs, and the ability to tackle major HR-related challenges.
To learn more about what's required to qualify and how to submit a nomination, click here:
http://www.workindex.com/hrexecutive/images/2006HRRisingStar.doc
The deadline for submissions is February 15, 2006. Winners will be profiled in an upcoming edition of Human Resource Executive..
Monster conducted a study of HR managers to assess their attitudes toward worker retention
and identify best-in-class strategies they plan to implement in 2006.
Key highlights of this research include:
The majority of HR managers feel that worker retention is a current concern for
their organizations and expect it to become an even bigger challenge in 2006.
While HR managers view worker retention as a existing issue, many are confident
that they can appropriately meet its challenge in 2006. However, such confidence
diminishes as they look past 2006.
HR managers are using a variety of methods to monitor worker sentiment of their
jobs and companies. However, most report that little organizational change
results from the information gathered.
HR managers report that their workforce is maturing and expect a
disproportionate number of workers will reach retirement age in the next ten
years.
While HR managers mention turnover as a concern, few have a detailed
understanding of its true organizational cost.
Most HR managers view an employee’s immediate supervisors as having the
greatest influence over worker retention. However, only 11% of employers tie a
supervisors’ compensation to retention results.
The majority of HR managers state that that compensation is the number one
reason employees leave. As such, most HR managers plan to use salaries and
benefits as a primary lever to retain workers.
The Monster research revealed a number of strategies that HR managers are using to inspire
worker loyalty. These strategies include:
1. Make supervisors more accountable for worker retention by tying their
compensation to retention performance
2. Offer a workplace that respects, encourages and enables a work/life balance
3. Create proactive succession planning that facilitates career-pathing for top
performers
4. Provide tools to better monitor employee sentiment throughout the employee
lifecycle
5. Focus retention efforts and resources on the most talented and highest potential
workers
6. Produce an employment brand "experience” that satisfies workers on multiple
levels
The remainder of this report provides deeper insight and analysis regarding the issue of
employee turnover but, more importantly, it offers key strategies to better manage worker
retention in 2006 and beyond.
Analysts Report
Decline In Auto Industry Undermines Well-Paid Jobs
for African Americans
The study, "The Decline in African-American Representation in Unions and Auto Manufacturing, 1979-2004," details the sharp decline in African-American employment in auto manufacturing and the even sharper decline in African-American union membership rates for the population as a whole. The report, by CEPR researchers Dr. John Schmitt and Ben Zipperer, analyzed data from the Current Population Survey from 1979 through 2004.
"African Americans have been hit especially hard hit by the loss of jobs in the auto industry. Ford's layoffs will have a disproportionate effect on the African-American workforce," said economist John Schmitt.
The analysis found that:
- From 1983 to 2004, union membership rates among African Americans fell 15.1 percentage points (from 31.7 percent to 16.6 percent). This compares to a drop of 8.3 percentage points among whites (from 22.2 percent to 13.9 percent) and 12.8 percentage points among Hispanics (from 24.2 percent to 11.4 percent).
- The drop in unionization rates for African Americans has coincided with a 13.3 percentage point decrease in the share of African-American workers employed in manufacturing (from 23.9 percent to 10.6 percent). This compares with a drop of 11.4 percentage points among whites (from 23.5 percent to 12.1 percent). African Americans are now somewhat under-represented among manufacturing workers.
- In 1979, 2.1 percent of all African-American workers were employed in automobile manufacturing. By 2004, this share had fallen by more than one-third to 1.3 percent. By contrast, the share of white workers employed in auto manufacturing fell just 0.2 percentage points from 1.3 percent to 1.1 percent. The share of Hispanic workers also fell by 0.2 percentage points, from 0.8 percent to 0.6 percent.
The Center for Economic and Policy Research is an independent, nonpartisan think tank established to promote democratic
debate on the most important economic and social issues that affect people's lives.
Straining for superstars? Simplify your search with ZoomInfo!
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HR.com's Employers of Excellence
2006
October 25 - 27, 2006
Red Rock Resort
Las Vegas, Nevada Register
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