PIHRA Scope - Winter 2008 - (Page 20)

The Three R’s of Environmental Sustainability— Reduce, Reuse, and Recycle — Take on New Meaning in Human Resources By Kim Glinsky Director of Operations Lee Hecht Harrison language and concepts used by many environmentalists to describe creating sustainability in the world can also be applied to human resources departments seeking to create a natural balance in any work environment. HR managers can learn important lessons from the environmental movement in an effort to create a thriving, resilient and diverse workforce. The environmentalists champion the three R’s of conservation: Reduce, Reuse, and Recycle. The most sustainable businesses will be those that learn how to apply these same principles effectively to their workforce. As most businesses face a slowing economy, a shortage of talent, shifting demographics, and globalization challenges, it is critical that employers begin looking to their HR departments to “go green” to create efﬁciencies. The “REDUCE” TURNOVER THROUGH RETENTION PROGRAMS Building a workforce isn’t only about recruitment. Many workers today, particularly younger ones, are more inclined to job-hop or switch careers rather than stay with one ﬁrm through retirement. A recent Lee Hecht Harrison white paper, Managing Today’s Multigenerational Workforce points out that Gen-Xers in particular are most willing to leave jobs in which they do not feel valued or engaged. One way to combat this is to provide opportunities for employees to learn new skills. Training and career development programs not only contribute to an individual’s skill set, they also provide a positive impact for employers. They allow the individual to feel challenged 20 PIHRAScope Winter 2008 and, in tur n, motivatr ed to grow with the orw ganization, rather than seek n opportunities elsewhere. Training il h T ii and career development programs also increase employee productivity, reduce turnover and improve job satisfaction. The key to employee retention is a continued investment in the talent already on hand. Growing an organization from within — “organically” so to speak — builds strong foundations and allows employers to cash in on the initial investment they made during the hiring and on-boarding process. By making an investment in the ongoing training and development of personnel, HR managers ensure they have a comprehensive arsenal of talent in the pipeline as new opportunities arise. It also conveys the value that the company places on its employees, instilling a culture of trust, loyalty, and mutual respect within the workplace. Organizations that have a problem with retention can reduce the costs associated with hiring and training new employees by thinking green. Determining the root cause of turnover, and implementing solutions which promote organic growth, will improve their workforce environment and prevent further decline. FEATURE “REUSE” YOUR TALENT THROUGH REDEPLOYMENT AND CAREER MOBILITY Today’s most successful HR departments look to uncover hidden employee value, or ways in which they can align workers’ interests and skills to meet changing business needs.

Table of Contents Feed for the Digital Edition of PIHRA Scope - Winter 2008

PIHRA Scope - Winter 2008 Contents Message from the CEO What’s on the Legislative Horizon in 2009 HR Concepts Dysfunction Doesn’t Make Cents The Three R’s of Environmental Sustainability PIHRA Calendar Scope on the Districts PIHRA’s New Members Index to Advertisers

PIHRA Scope - Winter 2008

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