연구
2023 talent mobility study
Drive your organization forward while empowering employees. Grow your employees’ careers inside your organization and improve long-term talent retention with the latest report from the Cornerstone People Research Lab and Lighthouse Research & Advisory. Ready, set, grow: The building blocks for high-impact talent mobility will help you better understand your employees’ expectations around internal development and what your leaders must do to succeed. Talent mobility must be a shared mission between employees and organizations. See the statistics highlighting employees’ deep desires for career growth and how leaders can move the mission forward. Download Infographic Unlock potential on a personal level Women were about 33% more likely than men to say they would like to explore projects that help them learn new or different skills People under the age of 45 were about 50% more likely than those over 45 to say they would like to explore projects that develop new connections and mentors Employees in larger organizations (1,000+ employees) prioritize projects that let them explore other internal opportunities without risking their current position
에디터 추천
최신 사례 스토리
직장 트렌드
기사
Measuring what matters: Getting started with reporting and analytics
If you can’t measure it, you can’t manage it. While there are endless variations and misattributions of that line, it’s not a bad box to tick when getting serious about setting strategy for reporting and analytics. After all, it’s generally helpful to know whether what you’re doing is working. But that doesn’t go quite far enough. Go beyond what you manage; measure what matters.
블로그 게시물
Quiet quitting is not the problem
The phrase “quiet quitting” has really struck a nerve. Ever since its arrival via a TikTok video, people can’t seem to stop talking about it. It’s even given birth to some spinoff terms like “quiet firing.”
블로그 게시물
3 ways my HR career prepared me for my customer-facing role
Throughout my career, I’ve had the opportunity to work in a variety of fields. My first role after undergrad was as an elevator sales consultant. After that, I joined the airline industry, and during my time there transitioned from customer care to operations and human resources. And for 15 years now, I’ve worked in HR, leading talent and recruiting teams focused on the tremendous possibility and contributions of people.
