Managers have direct contact with workers on a near-daily basis and they often serve as a liaison between upper management and lower-level employees. These connections give managers an incredible amount of influence over their workers. In fact, managers can play a significant role in building engagement in the workplace, but they can also display behaviors that destroy it. The reality is that your company can put all the right policies and strategies in place, but if your managers fail to implement these practices properly, you’ll never reap the rewards.
Amidst today’s continuing talent scarcity, ongoing skills gap and troubling trends, such as the ‘great resignation’ and ‘quiet quitting,’ many employers are struggling to acquire and retain the talent they need. These factors also come at a time when meeting fluctuating consumer demands is more important than ever.
The ongoing talent shortage is making news in many regions around the world. For businesses trying to secure the talent required to meet current and upcoming production needs, this labor crisis is more than just one of many current trends, headlines or buzzwords. It’s affecting the profitability and success of these organizations.
With today’s talent scarcity spurring a candidate-driven job market, your company’s ability to connect with its workers is more important than ever. It’s crucial to understand the role employee engagement plays in business success and how to make it a top priority.
What role do people analytics play in your current recruitment process? If data and analytical tools aren’t already a vital part of every stage of the hiring process, you could find it extremely challenging to fill job vacancies with the right candidates considering today’s tight labor market. At a time when 77% of global leaders linkacquiring and retaining top talent to business growth, inefficient recruitment practices could hinder the success of your company.
The job market environment has shifted significantly in recent years. With candidates now in the driver’s seat, it is more important than ever for employers to better understand the needs, behaviors and motivators of today’s candidates.
Today’s current labor challenges, including increased turnover, a growing skills gap and the continuing labor shortage, have impacted nearly every industry across the planet. However, those employers with high-volume demands, such as manufacturing, call centers, major retailers, warehousing and logistics, have been especially hit hard with talent challenges.
Big data is increasingly referred to as the new oil of the 21st century. But is data really as valuable as oil? That depends on how you use it.
When the pandemic hit, it took mere days for supply chain shortages to impact manufacturing plants across the globe. Unable to secure the necessary materials, many organizations had no choice but to slow, or even halt, production. These supply chain disruptions caused a ripple effect that left store shelves empty and consumers struggling to find the goods they needed.
According to a recent survey, global executives rank supply chain disruptions as one of the top challenges facing their businesses today. This comes as no surprise since supply chain shortages have impacted nearly every industry across the globe. In an effort to avoid, or at least minimize, future disturbances in the supply chain process, businesses are building strategies for developing strong and agile supply chain networks.