Talent Management - September 2008 - (Page 36)

SOLUTIONS FOR TODAY STRATEGIES FOR TOMORROW Video, Podcasts, White Papers and More part-time work, time off in lieu of other beneﬁts, staggered working hours and shift swapping in Scotland. It found these practices have the positive impact of increasing retention, enhancing employee relations and decreasing employee complaints about fairness. Productivity also may increase when people are allowed to work at their peak times rather than set times chosen by the organization. More satisﬁed engaged employees means lower attrition and turnover, which promotes sustained organizational productivity and cost savings. 3. Attract highly motivated staff and help meet labor demand during skills shortages. A 2003 study in the International Journal of Manpower researched small, private Spanish ﬁrms to test the adoption of certain family-friendly HR practices. Driven by a tight labor market and a high percentage of female employees, particularly women with children, these small companies beneﬁted from family-friendly or alternative working arrangements. In the U.S., as talent becomes scarce due to the retirement of baby boomers, any service-sector company ultimately will have to adopt some ﬂexible arrangements just to compete for talent. 4. Help achieve family-friendly goals, meet the equality agenda and provide solutions for special needs populations. Today’s employees are more attuned to what companies offer them beyond salary, such as professional development and working conditions that let them meet family obligations, achieve work-life balance and live a lifestyle of choice. However, while ﬂexible arrangements can help meet the equality agenda and provide solutions for special needs populations, companies must beware of inconsistencies. Informal arrangements that differ from department to department may lead to claims of unfairness and discrimination. 5. Reduce absenteeism. For example, if a parent can work from home while caring for a sick child, less productivity will be lost if the individual can work from home rather than having to take the whole day off. 6. Increase savings and increase HR capacity. A 2002 study in the journal Work Study showed telecommuting can increase HR capacity and savings in direct expenses. For instance, two individuals may share an ofﬁce and one set of ofﬁce equipment, and the company can reduce Enriching the HR and Talent Management Communities Talent Resources is a collection of microsites that offers podcasts, videos, white papers and additional resources from our partners in the enterprise education community. These resources will offer HR executives and other talent management professionals a one-stop go-to guide to learn more about the practices and strategies at work in the most successful talent management organizations across a variety of industries. Visit resources.talentmgt.com Information and resources provided by our partners: http://resources.talentmgt.com http://resources.talentmgt.com

Table of Contents Feed for the Digital Edition of Talent Management - September 2008

Talent Management - September 2008 Editor's Letter Contents Human Performance: Stop Wasting Money on Training Leading Edge: No Whining, No Excuses Learning Connections: Do You Get It? The Untapped Resource Reinventing HR Doing Compensation Right: The Winning Spread Managing Performance in the Knowledge and Innovation Worker Age Stop-The-Clock Time Management Preparing for the Future in the Public Sector SAS: Connecting People, Process and Products Talent Transformation at Textron The Price of Finding the Right Gen Y Candidate Advertiser's Index Editorial Resources Full Potential: Do What You Love, Love What You Do

Talent Management - September 2008

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