The Microsoft Academy for College Hires, or MACH, is an onboarding program that allows companies to build successful relationships with new employees by helping them understand organizational goals and how their work contributes.
Because of a big recruitment surge in the mid-1980s, followed by a hiring freeze lasting through most of the 1990s, the average employee age at NASA exceeded 47 by 2007 and less than 20 percent of the federal agency’s workers were under 40.
Organizations enter workplace ranking programs for a variety of reasons. Some to attract qualified candidates. Others see them as an opportunity to get feedback on what they are doing well—and not so well.
Many financial institutions have changed their hiring and training practices. At Bank of Georgetown in Washington, D.C., the teller window has been replaced with desks and comfortable chairs for customers. And all branch employees are known as customer service representatives.
The philosophy of corporate culture as a source of competitive advantage—along with a defined mission and adherence to values—has existed for several decades. Yet many companies have struggled to implement these concepts and create mission statements or value propositions to just hang on a wall.
B&W Pantex recruiters had to convince candidates that there is a bright future in the rather unglamorous field of nuclear weapons storage, and that living in the dusty, remote panhandle of Texas is a destination rather than a career stopover.
New training programs at a number of museums nationwide tap their collections and creative environments for the benefit of corporate clients. They are the latest twist in team-building programs, which can encourage creativity, foster respect and uncover potential team-member contributions.