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Non-Standard Forms of Employment: Recent Trends and Future Prospects
Get PDF[Excerpt] The main focus of this paper is the growth of non-standard employment over the last decade. It finds that, apart from part-time work, there has not been an increase in non-standard employment during this time. However, both temporary contracts and self-employment grew, quite strongly in some Member States, in the long economic boom from the mid-1990s and up to the onset of the recession in 2007. It is, of course, primarily when times are bad that the need for employment and social protection is made manifest
General Trends in the Labor Market
Get PDFIn August 2017, The Worker Institute convened high level leaders over the course of two days, around a discussion of Buffalo, NY Since the Great Recession. With presentations, panels, and a visit to the UAW Local 774, participants gained a deeper understanding of the economic restructuring that followed the Great Recession and where this large metropolitan area stands today. Here, you will find links to the resources that were presented during this two day convening
The Canadian Auto Industry Before and After the Great Recession: A Look at Buffalo from the Other Side of the Border
Get PDFIn August 2017, The Worker Institute convened high level leaders over the course of two days, around a discussion of Buffalo, NY Since the Great Recession. With presentations, panels, and a visit to the UAW Local 774, participants gained a deeper understanding of the economic restructuring that followed the Great Recession and where this large metropolitan area stands today. Here, you will find links to the resources that were presented during this two day convening
Military Benefits for Former Spouses: Legislation and Policy Issues
Get PDF[Excerpt] This report provides a general discussion of legislative provisions and proposals relating to the military benefits for former spouses. It is not designed to answer detailed questions about specific issues arising in individual cases. Thus, it does not deal with case law nor does it apply legal or judicial interpretations of enacted statutes to specific situations.
Questions that this report seeks to answer include the following: What benefits can former spouses of members or retirees of the uniformed services receive under law? What role do the services play in facilitating delivery of those benefits? What practical problems arise in the implementation of and service involvement in claims on those benefits? How does the current system for a divorce-related division of military retired pay work?
These frequently asked questions reflect confusion and controversy over social policy and economic equity issues. The administrative and legal implementation has proven complex, due to the large number of couples affected and the variety of circumstances surrounding their military service and divorce
How do Companies Communicate with Nonexempt/Offline/Non-Desk Employees and Keep Them Confident and Engaged During Times of Organizational Change?
Get PDF[Excerpt] Companies have had to evolve continuously to remain competitive in today’s marketplace. Especially in industries with blue-collar workers, automation and other forms of innovation have become looming stress points to many employees. Maintaining employee engagement is a key element of any successful change initiative. Strong leaders are needed to be able to inform, engage, enable, and build trust within the organization, to promote confidence and keep workers satisfied. While much research has been conducted on the engagement of white-collar workers, not much information is available for offline blue-collar workers, who are a part of a growing workforce. If not careful, these crucial employee groups, who are constantly on the move and do not use traditional communication technologies in their daily jobs, can feel overlooked and become disengaged
What are the Most Important Capabilities/Competencies for Managers Who Lead People?
Get PDFWith the advancement in technology and the rapid increase of globalization, there is now an increased need for managers to engage in better communication, coordination, improved performance, team monitoring, and interdependency and trust. Unfortunately, while an increasingly large number of companies are focusing on leadership development at the higher organizational levels, majority of the organizations admit that they are not very successful in providing leadership development at all levels within the organization. It is therefore important to develop sets of leadership skills that would be useful at multiple levels of the organization
HR Applications for a Modern Workforce: What Large-Scale, Mobile-Enabled People Technology Applications Improve How People Work?
Get PDF[Excerpt] Technology is playing an ever-increasing, significant role in how work gets done in organizations. Traditionally, technology in the HR space focused inward on how the HR organization functions. Organizations implement HR technologies for various reasons, including reducing administrative HR burdens, reducing manager and employee burdens, and increased compliance. However, the HR technology space is exploding with new applications that can be applied to a variety of organizations for a wider array of purposes, encompassing the whole employee experience (see Appendix A). This had led to a burst of HR technology vendor activity - Between 2015 and 2016, investment in HR technology vendors increased 60% to $2.4 billion. These vendors are fueled by organizations’ interest in digitizing human capital management. 56% of companies in one survey said they are redesigning their HR programs to utilize technology tools. 41% are “actively building mobile apps to deliver HR services.” This report will focus on what applications can lead to more seamless and simple improvements to employee and HR productivity, examining how to best utilize these new technologies in a large-scale organizational setting
What is the Impact of Eliminating Performance Ratings?
Get PDF[Excerpt] Ratingless performance management became trendy in recent years when companies found that traditional performance ratings cost huge amounts of money and time without significant positive impact on performance. However, simply eliminating performance ratings cannot achieve desirable results. In this paper, we summarize the research surrounding ratingless performance management and present some alternatives to the traditional methods
What Policies and Practices Can HR Utilize to Promote an Innovation Based Culture and Help Drive Business Outcomes Through It?
Get PDF[Excerpt] Innovation has evolved from a mainly scientific activity of research and development to a complex system of interactions among various participants both inside and outside of a firm. In an economy where the innovation cycle is shrinking, characterized by disruptive innovations and changing customer needs, it is crucial for companies to keep up with emerging trends and stay on top of factors that enhance their capacity for innovation. Innovation should not be limited to new products, it can lead to new processes as well. An idea may not work for one department, project, or product, but may be a good solution for another. Innovative firms effectively work across organizational boundaries and connect great ideas with the right people. Despite the importance of innovation, managing and promoting it in a company is not easy, especially when the payoff is often multiple years away. Human Resources, through various policies and practices, can play a vital role in promoting an innovation based culture
Letter to NYS Attorney General
Get PDFThis complaint, submitted by undersigned counsel on behalf of Black Lives Matter-Buffalo (“BLM”) and a coalition of residents of Buffalo, New York, alleges the Buffalo Police Department (“BPD”) has engaged in a repeated, persistent and widespread pattern of unconstitutional policing, one which has specifically and disproportionately targeted people of color. These tactics, directed in predominantly minority areas, have unnecessarily funneled thousands into the criminal justice system. Additionally, the City and all oversight agencies have abdicated their responsibilities to hold individual officers accountable for systematic misconduct, thereby allowing habitual offenders to stay on the police force without sanction. With no independent accountability mechanism, BPD officers are frequently cleared of wrongdoing—even where the Department of Justice (“DOJ”) or courts have later found such officers at fault