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Reveille and Hyperbole:
The Booth Company introduces the new Executive Leadership Survey (ELS), an updated version of its popular 360 feedback survey for developing executive leadership talent. This is the most significant update to the survey in over a decade, combining current research, industry trends and customer feedback to refresh its relevancy while increasing the simplicity of the feedback process.
The new WorldatWork publication of Strategic Benefits Outsourcing: How-to Series for HR Professionals by Dianna Smith, CCP, CBP, provides a holistic approach to the overall outsourcing process.
Survey Says: Sick Time Source of Debate
According to the Compensation Data annual survey of more than 5,000 employers, exempt employees have 8.4 sick days on average, while non-exempt have 7.6.
With flu season in full swing, many workers are paying more attention to their organizations' sick day policies – and so are many of the presidential candidates. According to the Compensation Data annual survey of more than 5,000 employers, exempt employees have 8.4 sick days on average, while non-exempt have 7.6.
Most employers, 57.2 percent, allow carryover of sick days with 70 percent placing a cap on the number of days carried over. The average maximum number of carryover days for exempt employees was 40.1 and 37.6 for non-exempt. Government exempt employees are allowed to have a maximum of 82.3 sick days carried over, while health care organizations allow 61.6.
Some industries provide more sick days to their employees than the national average. Government workers have an average of 12 days and are followed closely by utilities with 11.8. Not-for-profits round out the top three with 11.2 days. (Read more)
Honors: Father Boyle was honored by The Caring Institute as One of the Most Caring Americans for his foundation Homeboy Industries, which provides employment opportunities for former gang members to deter gang violence.
The Caring Institute was founded by Val Halamandaris as a result of his first meeting with Mother Teresa, who suggested identifying exemplary individuals and holding them up as role models to be emulated by others. Its mission is to promote the values of caring, integrity and public service.
You Should Know: U.S.A. Gov Helps Long-Distance Caregivers through Caring from a Distance Link
Nation-Wide Resources ease decision-making for seven million families.
USA.gov, the U.S. government's official web portal, now links to Caring from a Distance (www.cfad.org), a web site dedicated to the seven million Americans who manage the needs of seniors who live hundreds or thousands of miles away.
A CBS poll earlier this year found that four in ten who have had the experience of caring for aging parents say issues involving care can be stressful and can lead to disputes among family members.
Caring from a Distance was founded to bring caregivers seeking help needed information and resources at-a-glance. Our goal is to utilize a range of communication and social networking technology to reduce caregiver stress through improved family communication.
Features include tips and toolkits, a secure place to store vital information for emergencies, a Washington D.C. metro area service directory with detailed searchable information for 2600 providers, and access to hundreds of national resources. Viewers can access free Senior HelpLine information specialists to discuss complex needs, and arrangements can be made for multi-party phone conferences.
In October, 2007, CFAD's Executive Director, Nora Jean Levin, launched a private message board to share tips, answer queries and create an interactive platform for a distance caregiver discussion forum. The blog is registered on CarePages.com under the name "longdistancecaregiving." CarePages is a social network service which helps families stay in touch and share updates through free access to private personalized web pages. It is helpful when communicating with remote family attempting to monitor health emergencies from afar. The service is secure and compliant with all HIPPA requirements. Visitors are protected on-line through strict privacy policies, password-protection and visitor management tools.
CFAD's content is independent and objective. It accepts no funding or advertising from individual elder care providers. Local partners include the Jewish Council for the Aging and the Guide to Retirement Living.
About Caring from a Distance (CFAD)
Founded in 2002, CFAD is a not-for-profit organization based in Washington D.C. Its mission is to help long distance caregivers make well-informed and timely medical and social decisions, and to maximize the well-being of those they care for by connecting website visitors directly to the wide spectrum of information and the resources they may need. With a pilot program in Metro Washington, D.C., CFAD has adopted as its model a secure web-based application for nation-wide database searches, family-to-expert blogs, critical medical information storage and professional articles. CFAD is supported by foundation grants, on-line donations and many individuals. It is widely recognized by groups such as the American Association of Homes and Services for the Aging.
Deep Release: Study by Human Capital Institute Reveals Workers' Attitudes About Relocation Survey Highlights Workers' Top Three Most and Least Preferred Cities
Today at the Chicago Talent Summit, the Human Capital Institute, a global think tank, educator and professional association will release a research study that examines the role community characteristics play in workers' decisions about where to settle and where to seek their next job opportunity. The study was conducted in collaboration with Monster®, the leading global online careers and recruitment resource.
At the Chicago Talent Summit, the Human Capital Institute, a global think tank, educator and professional association will release a research study that examines the role community characteristics play in workers' decisions about where to settle and where to seek their next job opportunity. The study was conducted in collaboration with Monster®, the leading global online careers and recruitment resource.
Authored by John Eggert, Ph.D., and Allan Schweyer the report, titled "Talent Markets: The Importance of Location in the Competition for Human Capital," draws upon survey findings to guide employers and regional governments in becoming more effective at recruiting and retaining talent.
"Employers and governmental entities within a given region can play an important role in attracting new talent by promoting the unique advantages they offer to residents in concrete terms," said Schweyer, president and executive director of the Human Capital Institute and author of ‘Talent Management Systems.' "Our study found that the ‘brand,' or perception of a city, is a critical factor in the decision-making process for candidates. Therefore, cities and employers that understand, manage and promote their brands will be best positioned to attract and keep knowledge workers of all ages."
Key Findings:
•People are hard to move. The majority of respondents say they are satisfied with their community; therefore it is advisable to look for new employees among people in transition – recent college graduates or those who have recently lost their jobs, for example. However, companies should also seek to recruit workers who are in transition mentally but have not yet taken action; this could include new parents who feel increased financial pressures, or an older couple when one takes an early retirement, or an individual who is getting bored with a job.
•People think about cities in the abstract, but they make relocation decisions concretely. Job opportunities, clean and safe communities and cost of living are the most powerful factors in attracting talent to area particular region. However, as other amenities do help influence an individual recruit's decision to move, these should be conveyed in as concrete a manner as possible. Don't tell them about the lakefront; take them for a walk on the beach.
•The negative images of the city may have a stronger impact than the positive. Employers need to acknowledge less flattering misconceptions about their region and look to address them during the interviewing process. While these issues should not be the focus of an interview, listening for concerns and addressing them head-on can help mitigate negative preconceived notions.
•"Town and Gown" issues will not improve without more integration and alignment. Both corporations and universities need to continue to produce new knowledge to thrive, and must cooperate to ensure success. Corporations must learn about how the university prepares its future workers and should take an active role in making curriculum suggestions. Likewise, university faculty and administration should stay abreast of job market environment for which they are preparing their students.
Workers' Top Three Preferred Metropolitan Areas
Survey respondents said their preferred top three metropolitan areas for job relocation, in order of preference, are:
San Diego
San Francisco
New York
The top three least preferred cities for relocation are, in order of least preference (some cities made both lists):
New York
Detroit
Los Angeles
New York made both the most and least preferred list. Respondents were asked to choose their first, second and third choice of cities to which they would consider relocating. FortiusOne has created a map that shows other hot spots throughout the country. http://www.geocommons.com/workspace/show/5255.
About Monster:
Celebrating its 10-year anniversary, Monster is the leading global online careers property. A division of Monster Worldwide (NASDAQ: MNST), Monster works for everyone by connecting quality job seekers at all levels with leading employers across all industries. Founded in 1994 and headquartered in Maynard, Mass., Monster has 22 local language and content sites in 20 countries worldwide. Monster is the official online career management services sponsor of the 2004 U.S. Olympic Team. More information is available at http://www.monster.com or by calling 1-800-MONSTER. To learn more about Monster's industry-leading employer products and services, please visit http://recruiter.monster.com.
About The Human Capital Institute: The Human Capital Institute is a global think tank, educator, and professional association defining the agenda and setting the pace for the new business science of human capital management. With over 90,000 members in over 40 countries, HCI offers a new association framework that cuts across the silos of recruitment, HR/OD, finance, sales and marketing, operations, manufacturing and IT. We provide key executives, line managers and human capital professionals with the newest education, most effective tools and best practices in talent strategy, acquisition, alignment, engagement, deployment, measurement, and retention. The future belongs to leaders with innovative ideas and strategic knowledge. We invite you to learn, share and grow your career with HCI's comprehensive resources, and join our high-achieving, forward-looking membership community. For more information, please visit:
http://www.humancapitalinstitute.org/hci/hci.home (www.humancapitalinstitute.org)
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