Attracting top talent has a lot to do with how your business and its corporate culture are viewed by an educated workforce in relationship to other companies that may be hiring. How do you differentiate?

Want to keep employees satisfied in their jobs without one foot out the door? Give them a little credit, a new OfficeTeam survey suggests. More than half (54 per cent) of workers interviewed said they would be somewhat or very likely to leave their current position if they didn’t feel appreciated by their manager.

If you’ve ever lost a star employee, you know it can come as a huge blow. You invested time to review resumes, interview candidates, train the new recruit, and now you’re wondering how you’ll manage without them. Hiring and training a new employee is a massive expense, as well as risk—what is the likelihood you’ll find one as good as the one you lost? And why did you lose them in the first place? Some of the most common reasons for a star employee to jump ship include:

Many years ago, I had the good fortune of working for a manager in an organization that took the whole new employee orientation and integration process very seriously. I stayed with the organization for 18 years.
Of course, I didn’t appreciate what kind of an impact this type of employee integration and solid leadership would have on me throughout my working career until I went on to work with others.

Let me explain . . .

I recently provided a workshop for a client on workplace accommodation and a couple of the participants came to me afterward to talk about specific situations they were having in their respective worksites. Both of them were working with employees who had been off sick for an extended period of time and they seemed fearful to seek information from the returning employees.

I thought that it might be worth providing some information on how to manage a return to work or workplace accommodation so that some of that fear could be removed – if these two had concerns – there may be others.

The workplace is always evolving. The recession, in particular, has hastened and highlighted many of these changes, including the growing age gap among the current workforce. According to a study from the Pew Research Center, over the past 20 years the number of older workers has steadily risen, while younger adults are waiting longer to enter the labor force. This means that the workplace is becoming even more diverse in the age groups it contains, and leaders are now dealing with the added strain of catering their retention and recruitment efforts to this varied palette of employees.

Can’t find the time to travel to a conference? Interested in connecting online with other HR professionals?
We’ve compiled a list of free webinars being offered over the next week.

Facebook has 500 million, Twitter 190 million, LinkedIn 70 million. It’s undeniable that social media has changed the way the world communicates. The business community has embraced new media, with marketing and sales leveraging a variety of platforms to connect with and engage their customer. In many cases companies have also worked on perfecting their employer brand, attempting to appeal to potential recruits through Facebook and LinkedIn. But what have companies been doing for their current employee base?

Total wellness recognizes that all thoughts, words, and actions affect one’s overall health and well-being. Wellness is an integration of the mind, body, and spirit, permeating all areas of a person’s life—including work. This idea is further supported by Sorrentino’s definition of wellness: the achievement of the best health possible in the physical, emotional, social, intellectual, and spiritual dimensions of one’s life. Many theorists describe wellness as a holistic and comprehensive concept that involves interdependent balance of five dimensions: physical, emotional, spiritual, intellectual, and social health.

Canada Starts Here: The BC Jobs Plan. Underwhelming for some, unnecessary hyperbole for others, but what does it really mean for the BC economy and job creation? Will it be enough to protect the province from the downward slope plaguing our southern neighbours or the Eurozone crisis and rumours of another recession?
Last week Christy Clark toured the province sharing her plans for job creation as BC looks to cope with and even possibly grow in today’s economic environment. She has been criticized for proposing mild measures, some would say incapable of firmly steering the province in the right direction as well as missing some sectors and regions. Clark has labeled BC a ‘safe port in an unsettled economic storm’, but what does this really mean? Let’s look at the key areas of the Plan.