Workforce Crisis the Next Generation
We are facing a talent shortage of unparalleled number, how will your company survive?
Through savvy use of flexible work arrangements, innovative learning opportunities, and creative compensation and benefits programs, companies can meet the unique needs of each employee cohort:
Mature (55+ years old): Many older employees want to remain productive, even after traditional “retirement” age. Learn how to keep their capabilities, company knowledge, and customer connections working for you.
Midcareer (35-54 years old): Too many talented employees find their work increasingly routine and feel squeezed between their professional and family obligations.
Young ( 18-34 years old): In competitive labor markets, your most able younger employees won’t hesitate to job-hop for better opportunities elsewhere. How to keep these workers engaged and loyal to your firm?
Through savvy use of flexible work arrangements, innovative learning opportunities, and creative compensation and benefits programs, companies can meet the unique needs of each employee cohort:
Mature (55+ years old): Many older employees want to remain productive, even after traditional “retirement” age. Learn how to keep their capabilities, company knowledge, and customer connections working for you.
Midcareer (35-54 years old): Too many talented employees find their work increasingly routine and feel squeezed between their professional and family obligations.
Young ( 18-34 years old): In competitive labor markets, your most able younger employees won’t hesitate to job-hop for better opportunities elsewhere. How to keep these workers engaged and loyal to your firm?
posted by Randy Hill at
6:46 PM
0 Comments:
Post a Comment
<< Home