Talent Management - December 2008 - (Page 24) recruitment & retention assessment & evaluation compensation & benefits performance management learning & development succession planning [compensation & benefits] by Ivonne Chirino-Klevans Motivation Across Generations Self-motivation is key to individual success. But it’s also important for talent managers to design compensation and benefits that will motivate individuals at different ages and stages of life. M otivated employees mean less turnover and absenteeism, as well as increased morale. In order to design jobs, perks and compensation systems that have a positive impact on an organization, it is important to understand what motivates employees. Motivation — or its absence — has an effect on every aspect of an organization. The U.S. Bureau of Labor Statistics calculated approximately 2.8 million workdays each year are lost to absenteeism. A 2004 study by CCH Inc. found organizations whose employees report low morale and motivation set aside 4.9 percent of their budgets on average to cover costs related to absenteeism, compared to 4 percent in organizations with higher levels of motivation and morale. Motivated employees are more likely to achieve organizational goals and report increased job satisfaction and less likely to leave their jobs. How do talent managers develop and keep a motivated and engaged workforce? It starts with attracting the right talent — people who have an internal drive to achieve. Then, talent managers must identify and satisfy employee needs. Hiring costs are a big piece of human resource expenditures, more so when factoring in the effects of turnover. That is why human resource professionals and those who interview candidates benefit from learning how to identify skills and abilities that indicate self-motivation. Identify Self-Motivation In a wide range of organizations, as well as in sports, there has been a strong interest in finding personality traits and behaviors that are associated with top performers. Self-motivation is the result of how an individual perceives his or her self-competence in certain situations: the degree of interest, enjoyment and effort 24 December 2008 talent management magazine
Table of Contents Feed for the Digital Edition of Talent Management - December 2008 Talent Management - December 2008 Editor's Letter Contents Human Performance Leading Edge Foundations Recruitment & Retention Assessment & Evaluation Compensation & Benefits Performance Management Learning & Development Succession Planning Insight Dashboard Application Advertiser's Index Editorial Resources Full Potential Talent Management - December 2008 Talent Management - December 2008 - (Page Intro) Talent Management - December 2008 - Talent Management - December 2008 (Page Cover1) Talent Management - December 2008 - Talent Management - December 2008 (Page Cover2) Talent Management - December 2008 - Talent Management - December 2008 (Page 3) Talent Management - December 2008 - Editor's Letter (Page 4) Talent Management - December 2008 - Editor's Letter (Page 5) Talent Management - December 2008 - Editor's Letter (Page 6) Talent Management - December 2008 - Editor's Letter (Page 7) Talent Management - December 2008 - Contents (Page 8) Talent Management - December 2008 - Contents (Page 9) Talent Management - December 2008 - Human Performance (Page 10) Talent Management - December 2008 - Human Performance (Page 11) Talent Management - December 2008 - Leading Edge (Page 12) Talent Management - December 2008 - Leading Edge (Page 13) Talent Management - December 2008 - Foundations (Page 14) Talent Management - December 2008 - Foundations (Page 15) Talent Management - December 2008 - Recruitment & Retention (Page 16) Talent Management - December 2008 - Recruitment & Retention (Page 17) Talent Management - December 2008 - Recruitment & Retention (Page 18) Talent Management - December 2008 - Recruitment & Retention (Page 19) Talent Management - December 2008 - Assessment & Evaluation (Page 20) Talent Management - December 2008 - Assessment & Evaluation (Page 21) Talent Management - December 2008 - Assessment & Evaluation (Page 22) Talent Management - December 2008 - Assessment & Evaluation (Page 23) Talent Management - December 2008 - Compensation & Benefits (Page 24) Talent Management - December 2008 - Compensation & Benefits (Page 25) Talent Management - December 2008 - Compensation & Benefits (Page 26) Talent Management - December 2008 - Compensation & Benefits (Page 27) Talent Management - December 2008 - Compensation & Benefits (Page 28) Talent Management - December 2008 - Compensation & Benefits (Page 29) Talent Management - December 2008 - Performance Management (Page 30) Talent Management - December 2008 - Performance Management (Page 31) Talent Management - December 2008 - Performance Management (Page 32) Talent Management - December 2008 - Performance Management (Page 33) Talent Management - December 2008 - Learning & Development (Page 34) Talent Management - December 2008 - Learning & Development (Page 35) Talent Management - December 2008 - Succession Planning (Page 36) Talent Management - December 2008 - Succession Planning (Page 37) Talent Management - December 2008 - Succession Planning (Page 38) Talent Management - December 2008 - Succession Planning (Page 39) Talent Management - December 2008 - Succession Planning (Page 40) Talent Management - December 2008 - Succession Planning (Page 41) Talent Management - December 2008 - Succession Planning (Page 42) Talent Management - December 2008 - Succession Planning (Page 43) Talent Management - December 2008 - Succession Planning (Page 44) Talent Management - December 2008 - Succession Planning (Page 45) Talent Management - December 2008 - Succession Planning (Page 46) Talent Management - December 2008 - Succession Planning (Page 47) Talent Management - December 2008 - Insight (Page 48) Talent Management - December 2008 - Insight (Page 49) Talent Management - December 2008 - Dashboard (Page 50) Talent Management - December 2008 - Dashboard (Page 51) Talent Management - December 2008 - Dashboard (Page 52) Talent Management - December 2008 - Dashboard (Page 53) Talent Management - December 2008 - Application (Page 54) Talent Management - December 2008 - Application (Page 55) Talent Management - December 2008 - Application (Page 56) Talent Management - December 2008 - Editorial Resources (Page 57) Talent Management - December 2008 - Full Potential (Page 58) Talent Management - December 2008 - Full Potential (Page Cover3) Talent Management - December 2008 - Full Potential (Page Cover4)
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