The best-performing HR departments are harvesting big data so their leaders arrive at the proverbial top table with insights about pivotal roles, critical skills and gaps, says Harry Osle, global HR transformation and advisory practice leader at The Hackett Group.
After an orientation, employees spend four to eight weeks training on the company's proprietary software. Then within their first 60 days, they attend a “welcome session,” hosted by CEO Jeffrey Katzenberg.
To celebrate Workforce Management's 90th anniversary, we're running a series of articles looking at important workforce-related issues with a then-and-now theme. This installment examines generational issues in the workforce in the 1950s and today. Next month, we look at the 1960s and the civil rights movement.
Employers in the 1950s sought lifelong employees and competed for talent by promising employment stability and long-term financial security, says Nelson Lichtenstein, professor of history at the University of California at Santa Barbara.
Medical advances in the 1950s meant that large numbers of Americans were reaching so-called “old age,” defined by Social Security as age 65 and above, a notable change from 1900 when life expectancy was 47.