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Enabling Organizations to Better Support Autistic Employees: Assessment Tools & Strategies
Get PDFPresentation given at the Autism in Malaysia Symposium, July 13 & 14, 2018
What are Some Best Practices for Managing Long-Term Incentive Plans (LTIP) during M&A Activity and What Impact Do LTIPs Have On Employees?
Get PDF[Excerpt] In 2017, companies announced over 50,600 M&A transactions with a total value of over $3.5 trillion. Approximately 80% of these M&A deals fail for a variety of reasons: culture differences, stark operational differences, and budget constraints. Due to the nature of M&A activity, employee LTIPs – which are often made up of stock options, RSUs, and other forms of equity – are the most affected form of compensation during this process. HR and other business leaders should adhere to best practices and due diligence concerning LTIPs to prevent their firm merger, acquisition, or spin-off from becoming another statistic
Employment and Working Conditions of Selected Types of Platform Work
Get PDFPlatform work is a form of employment that uses an online platform to match the supply of and demand for paid labour. In Europe, platform work is still small in scale but is rapidly developing. The types of work offered through platforms are ever-increasing, as are the challenges for existing regulatory frameworks.
This report explores the working and employment conditions of three of the most common types of platform work in Europe. For each of these types, Eurofound assesses the physical and social environment, autonomy, employment status and access to social protection, and earnings and taxation based on interviews with platform workers. A comparative analysis of the regulatory frameworks applying to platform work in 18 EU Member States accompanies this review. This looks into workers’ employment status, the formal relationships between clients, workers and platforms, and the organisation and representation of workers and platforms
Exploitation and the Decision to Migrate: The Role of Abuse and Unfavorable Working Conditions in Filipina Domestic Workers’ Desire to Return Abroad
Get PDFThe Gulf Cooperation Council (GCC) countries host at least 2.4 million foreign domestic workers, who are legally excluded from national labor laws and regulations, thus placing them in precarious social, legal, and economic conditions in the GCC labor markets. Despite the recent growth of academic scholarship on domestic work in the GCC and beyond, little attention has been paid to absconding foreign domestic workers and the complex role abuse plays in determining their future decision to migrate. This paper examines the likelihood that Filipina domestic workers will migrate after absconding from their previous employer. Applying a unique dataset of absconding Filipina domestic workers collected at the Philippine Labor Office (POLO) in Qatar between 2013 - 2015, we find that abuse and poor working conditions do not act as deterrents for future migration. Paradoxically, absconding domestic workers who have been financially abused are more likely to want to return and seek employment abroad. This study offers empirical and theoretical insights into the connection between migrant exploitation and domestic workers\u27 desire to migrate once again
Sectoral Labor Income Share Dynamics: Cross-Country Evidence from a Novel Dataset
Get PDFDespite steady growth of the literature on labor income share, empirical studies are mostly limited to country-level analyses. At the sectoral level, data on labor income share are available only for advanced countries. This paper overcomes this constraint and provides some preliminary outcomes from a novel dataset that the authors compile at the sectoral level (10 sectors) for 53 countries, including 20 developing countries. The preliminary evidence suggests that, at the disaggregated level, the government service sector accounts for the largest share of labor income (46%), whereas public utilities (16%) and mining (20%) are the sectors with the smallest shares of labor income. The unweighted average labor income share in developing countries is slightly lower than that in developed countries. We find considerable variation in labor income share estimates within each region and within each broad category of sectors, measured at the level and with changes over time
What are the Benefits and Challenges of Hiring Disabled Individuals?
Get PDF[Excerpt] Having a diverse workforce is essential for a successful global economy. A recent survey of national and multinational companies report that executives often identify disability as an area that needs improvement in their diversity and inclusion efforts. There are currently over 18 million working-age people with disabilities in the United States (US), representing a large pool of talent. Unfortunately, the employment rate is only 33% for working-age people with disabilities compared to 76% for those without disabilities. Most people with disabilities would like to work but often remain unemployed or underemployed and they represent one of the largest sources of untapped talent in the labor force. About two-thirds of unemployed persons with a disability are willing to work but cannot find employment. Thus, efforts to improve the inclusion of people with disabilities are needed
Are There Companies that Build Business Rotations into their HR Development Strategies?
Get PDF[Excerpt] Among the many important tools in the Human Resource Management toolbox, rotation programs are excellent tools for recruiting, professional development and retention of top HR talent. In a survey conducted by Hay Group involving 1279 companies to determine best business practices, offering rotational programs for high potential employees ranks among the top five. By implementing such best practices, HR managers are more satisfied with the number and quality of their HR employees. In addition, when non-HR placements are incorporated they also provide the opportunity to enhance business acuity for HR professionals. Business acumen is a badly needed skill for HR and many companies have difficulties developing the necessary skills in this area. Deloitte’s research confirms that “less than 8 percent of HR leaders have confidence that their teams have the skills needed to meet the challenge of today’s global environment and consistently deliver innovative programs that drive business impact.” Using this systematic method to expose Human Resources to different business functions, rotation programs clearly benefit both the company and employees. This paper summarizes research, and provides recommendations, surrounding business rotational programs for HR professionals
Small Business Administration and Job Creation
Get PDF[Excerpt] The Small Business Administration (SBA) administers several programs to support small businesses, including loan guaranty programs, disaster loan programs, management and technical assistance training programs, and federal contracting programs. Congressional interest in these programs has increased in recent years, primarily because they are viewed as a means to stimulate economic activity and create jobs.
This report examines the economic research on net job creation to identify the types of businesses that appear to create the most jobs. That research suggests that business startups play an important role in job creation, but have a more limited effect on net job creation over time because fewer than half of all startups are still in business after five years. However, the influence of small business startups on net job creation varies by firm size. Startups with fewer than 20 employees tend to have a negligible effect on net job creation over time whereas startups with 20-499 employees tend to have a positive employment effect, as do surviving younger businesses of all sizes (in operation for one year to five years).
This report then examines the possible implications this research might have for Congress and the SBA. For example, the SBA provides assistance to all qualifying businesses that meet its size standards. About 97% of all businesses currently meet the SBA’s eligibility criteria. Given congressional interest in job creation, this report examines the potential consequences of targeting small business assistance to a narrower group, small businesses that are the most likely to create and retain the most jobs.
In addition, the Government Accountability Office (GAO) has recommended that the SBA use outcome-based program performance measures, such as how well the small businesses do after receiving SBA assistance, rather than focusing on output-based program performance measures, such as the number of loans approved and funded. GAO has argued that using outcome-based program performance measures would better enable the SBA to determine the impact of its programs on participating small businesses. Given congressional interest in job creation, this report examines the potential consequences of adding net job creation as an outcome-based SBA program performance measure.
This report also examines the arguments for providing federal assistance to small businesses, noting that policymakers often view job creation as a justification for such assistance whereas economists argue that over the long term federal assistance to small businesses is likely to reallocate jobs within the economy, not increase them. Nonetheless, most economists support federal assistance to small businesses for other purposes, such as a means to correct a perceived market failure related to the disadvantages small businesses experience when attempting to access capital and credit
