Walmart has introduced an initiative called the Military Spouse Career Connection to recruit military spouses, who face a 26% unemployment rate. The program goes along with the Veterans Welcome Home Commitment, an initiative introduced in 2013 to hire 250,000 military veterans by 2020.
In Vladivostok, Russia, a group of four people tried to cross a bridge that does not permit access to pedestrians -- inside of a cardboard costume of a bus. They were quickly prevented from crossing Zolotoy Bridge by police and escorted off.
Reflecting on the trend of helping employees pay down their student loans, Stephen R. Fussell, executive vice president of human resources at Abbott, explains that company's approach. The details of Abbott's 401(k) plan structure are provided, along with a push for employees to join Freedom 2 Save, a program that helps them put away money for retirement.
Bosch retrains, coaches and engages its employees so they can keep up with technology and stay with the company as it evolves. "As jobs get fluid and change every other day, HR now has to go into working with the business to redesign job scopes and team structures," says Jane Tham, HR director for Bosch Southeast Asia.
Age discrimination at work can result in federal fines and lawsuits, give the employer a bad name and leave the company with fewer mentors and knowledgeable employees, writes Andrea Choate. "Operating with a workforce skewed heavily toward younger workers may result in a higher percentage of employees who are lacking in practical experience," she writes.
Nontraditional workplace structures can attract talent, improve productivity and keep employees engaged, but the approach that works best depends on the company, writes Manish Dudharejia, president of E2M Solutions. A flat structure puts all employees on an equal level, a holacratic plan leaves decisions to self-managing teams and the virtual-team approach involves remote employees who communicate with each other.
Get more out of your creative employees by giving them meaningful tasks, surrounding them with a supportive team, rewarding them for their ideas and keeping them challenged, writes Tomas Chamorro-Premuzic, chief talent scientist at ManpowerGroup. "Not enough pressure will lead to a lack of motivation, and too much of it will create stress that inhibits one's ability to think creatively," he writes.
Help employees feel appreciated by recognizing their accomplishments, encouraging co-workers to praise each other and allowing flexible work structures, says Jesse Harriott of the WorkHuman Analytics and Research Institute at Globoforce. "Building that culture of safety where staff feel like they're getting something personal out of their employer relationships -- rather than just making a living -- gives a sense of purpose," Harriott says.
A good offboarding experience lowers the chances of former employees making negative comments about the workplace and increases the possibility of talent returning to the company, writes Ritva Nosov. Make the employees feel like part of the team until their final day and recognize them for their contributions, Nosov writes.
A workplace that inspires young employees and encourages their feedback helps the company understand the expectations of a major customer base, writes Mona Malone, chief talent officer at Bank of Montreal. "Companies need to start tapping into these younger perspectives," Malone writes.
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