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Themed Top Down and Bottom Up (inspired by some of Mary's findings during her most recent research on Strategic Workforce Planning (SWP) in China), we explored the relative advantages of SWP in large organizations being driven as a centralised (top down) or decentralized (bottom up) process. A highlight was Madelyn's case study on how at Agilent the regional management team make a centralized process work in the reality on the ground in the region. I am a firm believer that a hybrid approach is the best one - where the capability, relationships, information and capacity that the different players have is taken into account when assessing each activity, and accountability assigned or shared according to what works best for the individual organization.
If you would like to hear more about ways to implement effective workforce planning in your organisation, or find ways we can help you with your workforce planning, visit aruspex.com or contact us. |
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Work/Life Balance: It's About Time | | |
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A recent report by Australia's Human Rights and Equal Opportunity Commission entitled “It’s About Time: Women, men, work and family” discusses how maintaining a balance between paid work and family life has become an increasingly important issue for families, employers and governments. |
The report argues that time is of crucial importance and sets out a new framework for balancing family commitments and paid work. It places particular importance on caring responsibilities, highlighting the number of men and women who struggle to work fulltime while caring for children, older people and people with a disability. This has led to individuals shifting to poorer quality paid work or dropping out of the workforce altogether, which places strain on both employers and the economy as a whole.
To reduce these problems, the report proposes a new framework, designed to address three central challenges:
- changes in caring needs and responsibilites across the life cycles
- equality between men and women in paid and unpaid work
- valuing work
The suggestions is definately coming at the right time. Workers are wanting more flexibility, and despite women doing more paid work, their unpaid duties in the home have not decreased. Additionally, organisations are finding it difficult to deal with the new attitudes and are unable to provide employees with the support they need.
The report draws on information collected through extensive consultations, focus groups and submissions and is well worth a look, no matter what country you are in.
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"New opinions are always suspected, and usually opposed, without any other reason but because they are not already common."
John Locke
English Philosopher
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We're in the process of finalising our 2007 events schedule to be posted on our website soon.
Conference Board Webcast
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A lack of local talent will be the greatest barrier to growth for firms in emerging markets over the next three years
How to improve the effectiveness of HR
Do the many Chinese graduates have the required skills to turn their country around economically?
Recruitment/retention, strategic planning and cost containment are among HR's top priorities for 2007
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Next month we'll be launching a new look site with easier access to even more great workforce planning resources! |
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