Reveille and Hyperbole

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..

Survey Says ...

Monster Intellegence released a study of Retention Strategies for 2006 and Beyond Winter 2006

Executive Summary

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.
  
  To read the report, see: http://www.cepr.net/publications/african_americans_manufacturing_2006_01.pdf
  
  
  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.

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Coming Soon:  

HRinIndia HR Summit 28th Jan 2006 Hotel Taj Residency Bangalore More Info hrinindia@yahoo.com	The HR Directors Summit 2006 30-31 January 2006 Radisson Edwardian Heathrow
OnRec presents: Digital Content Forum Feb 02, 2006 Cafe Royal, London More Info £175 plus VAT Register	Shared Services for HR 2006 14-15 February 2006 Grand Copthorne Waterfront  Singapore Website/Registration
HR Metrics - 2006 Summit Dallas, TX February 23, 2006 $475 Register
OnRec Awards 2006 March 8, 2006 Cafe Royal, Picadilly, London £95 pounds + V.A.T Nominate A Firm or A Person More Info	ER Expo 2006 Spring San Diego, CA March 14-16, 2006 $1395 More Info Register
Staffing Industry Executive Forum March 13 - 16 The Beverly Hilton Beverly Hills, CA Brochure (516K) $1,695 Register	37th Annual Employment Management Conference March 30-April 1, 2006 Manchester Grand Hyatt San Diego, California $1,205 Register
Human Capital Summit Conference April 5-7, 2006, Chicago Marriott Downtown Hotel Register $1195	IHRIM: HRM Strategies 2006 April 9-12, 2006 Washington, DC $1,265 More Info Register
SHRM's 2006 Annual Conference & Exposition June 25-28 Washington, D.C. $1,350 Read more Register	2006 EREC 21-22 June 2006 ExCel London, UK Register
2006 Strategic HR Conference October 4-6, 2006 Westin Kierland Resort Phoenix, Arizona	Human Resource Executive's 9th Annual HR Technology® Conference & Exposition Oct. 4-6, 2006 Navy Pier in Chicago, IL Call For Proposals
2006 SHRM Workplace Diversity Conference October 16-18, 2006 Century Plaza Hotel and Spa Los Angeles, California	HR.com's Employers of Excellence 2006 October 25 - 27, 2006 Red Rock Resort Las Vegas, Nevada Register

 

 

 



 



 



 



 



 



 

 

 

 

 

 



 



 



 



 



 



 



 



 



 



 

 

 

 

 

 

 

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