Employees exhibit a high tolerance for inequality when job titles differ, which may explain why incentives are granted through promotions, and gender pay differences are most pronounced across positions.
From Baby Boomers retiring in record numbers to new technology changing where and when we work, the most successful companies are planning for what’s next.
As the workforce grows more complex, the role of Human Resources is changing as more HR professionals are partnering with the C-suite to help companies stay focused on what’s next in the workforce.
Here are some examples of strategic HR helping companies remain competitive and boost the bottom line: As part of senior company leadership, Best Buy’s HR team saw the need to implement a performance initiative that significantly decreased average voluntary turnover and boosted productivity an average of 35%.
This study of employees of a real organization shows that individuals significantly misinterpret their peers’ salaries, partly due to pervasive preferences for concealing own salary, and a potentially strategic decision of high earners to withhold their personal information.
Managers often ask whether worker productivity rises or falls with work-from-anywhere (WFA) policies.Open for comment; Depressed employees are up to five times more likely to experience work-related problems than employees with chronic physical illnesses. For this study, the authors collaborated with a major multinational firm to develop and estimate a dynamic structural model of sales employee responses to various management instruments like compensation, training, and recruiting/termination policies.Managers are increasingly evaluated based on relative performance metrics, particularly relative total shareholder returns (r TSR).Open for comment; Women caught in misconduct were 20 percent more likely to be fired and 30 percent less likely to find new employment in the financial services industry, reports new research by Mark Egan and colleagues.Open for comment; Barriers to the diffusion of salary information have implications for a wide range of labor market phenomena.The programs were designed to solve job satisfaction issues by improving relations among senior managers and their staff and improving work-life balance.MGM Grand Hotel and Casino’s HR department spearheaded a training and mentoring program to improve job satisfaction that has contributed to more than 90% of MGM Grand employees reporting that they’re satisfied with their jobs and 91% claiming that they’re proud to tell others where they work.Open for comment; Shifting demographics are causing an increasing number of people to act as caregivers for family and friends—but employers seem hardly to notice the trend.Joseph Fuller discusses why companies should support them.The multiyear pilot program succeeded by using flexible scheduling policies and work-life balance tools.Facing a high turnover rate that was costing the company million annually, Pricewaterhouse Coopers LLC’s HR team conceived of and implemented programs that significantly reduced its turnover rate and improved employee satisfaction.