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What are Best Practices to Define a Common Understanding of What is Expected of Companies\u27 Leaders, and How is this Understanding Structured?
Get PDF[Excerpt] Today, companies need to have strong and meaningful leadership drive their business. A critical component of strong leadership involves identifying the competencies and behaviors that enable leaders to succeed. This is primarily accomplished by implementing a leadership competency model (LCM), which has benefits but is often ineffectively utilized. Knowing which leadership competencies are key for global companies and how companies are implementing LCMs is critical for success in developing strong effective leaders to influence their teams and the overall business
What Countries Currently Offer Government Sponsored Paid Family Leave (PFL) Programs and What Do They Look Like?
Get PDF[Excerpt] PFL has not been clearly defined and often includes maternity and paternity time off. While Paid Time Off allotments are generally utilized for less severe employee illness and vacation time, and Maternity Leave covers additional time off for women during the last term of pregnancy and early birth, we define PFL as full or partial paid time off covering post-birth bonding time for male and female employees, and time spent caring for severely ill family members. Listed as an upcoming employee benefit trend of 2022, and gradually becoming a part of mandatory state government disability insurance in the US, PFL is a growing business reality global companies need to consider
What are the Best Practices for Measuring Learning Agility, Cognitive Ability, and Personal Inventory and How are Companies Currently Using Them?
Get PDF[Excerpt] Research shows that the careful use of talent assessments can result in increased productivity, cost savings and better retention of top employees. As a result, nearly two-thirds of recruiting executives are considering their organizations’ assessment and selection capabilities as one of their top three near-term priorities and are increasing their budgets by an average of 15%. Unfortunately, many HR professionals are unaware of the value of formal assessments and the types of assessments that have proven to be most effective
Indian River Central School District and Indian River School District Unit, CSEA Local 1000, AFSCME, AFL-CIO, Jefferson Local (2017)
Get PDFSemi-Annual Report to Congress for the Period of April 1, 2017 to September 30, 2017
Get PDF[Excerpt] I proudly submit to Congress and the Department this Semiannual Report, which highlights the most significant activities and accomplishments of the U.S. Department of Labor (DOL) Office of Inspector General (OIG) for the six-month period ending September 30, 2017. Our audits and investigations continue to assess the effectiveness, efficiency, economy, and integrity of DOL’s programs and operations, including those performed by its contractors and grantees. We also continue to investigate the influence of labor racketeering and organized crime in internal union affairs, employee benefit plans, and labor-management relations, and have partnered with other law-enforcement agencies on human trafficking matters.
During this reporting period, the OIG issued 11 audits and other reports that, among other things, recommended that more than 22.1 million of Job Corps funds for program years 2012 and 2013 for services actually provided in program years 2013 and 2014. The Occupational Safety and Health Administration lacked adequate contractor information to ensure it followed up on all contract-worker fatalities and catastrophes at employers participating in its Voluntary Protection Programs. Adding 3 judges in the Office of Administrative Law Judges would reduce the time required to eliminate the current backlog of black lung case appeals by 21 percent; adding 6 judges would reduce the time by 28 percent.
We continue to work on many important audits. For more details, I invite you to review our recently issued audit work plan for FY 2018, which can be found in the appendix of this report.
The OIG’s investigative work also yielded impressive results, with a total of 126 indictments, 135 convictions, and more than 26 million in restitution to OWCP for FECA fraud for billing fraudulent claims. An immigration consultant was sentenced to 36 months in prison and ordered to pay more than 6.8 million in restitution for an unemployment insurance fraud scheme.
These are just a few examples of the exceptional work done by our dedicated OIG staff. I would like to express my gratitude to them for their significant achievements during this reporting period.
In addition, in August 2017, the OIG and DOL’s Employment and Training Administration, Wage and Hour Division, and Office of the Solicitor developed protocols regarding the referral of criminal fraud matters in the Foreign Labor Certification (FLC) Program to the OIG in such a way as to avoid duplication of effort and ensure efficiency in combating fraud in the FLC Program.
I look forward to continuing to work constructively with the Department and the Congress on our shared goals of identifying improvements to DOL programs and operations, and protecting the interests and benefits of workers and retirees
China Employment Law Update - June 2017
Get PDFIn This Issue: Judicial Interpretation Clarifies Issues Concerning Personal Data Criminal Cases Beijing High Court Opinion Makes Redundancies in Beijing Much More Difficult New Guideline Imposes Job Restrictions on Former Civil Servants China and Spain Sign Social Security Totalization Treaty State Administration of Work Safety Highlights Employer Obligations in High Temperature Weather Government Issues New Labor Arbitration Rules Shanghai Pudong Court Issues White Paper on Employment Dispute in 2016 Employee Termination for Stealing Colleague’s Flower Upheld by Cour
Innovative Strategies for Accelerated Human Resource Development in South Asia: Teacher Professional Development - Special Focus on Bangladesh, Nepal, and Sri Lanka
Get PDFSignificant investments have been made to modernize and improve the provision of education services. Strengthening teacher development has been a key component of these investments. However, programs on teacher development have provided mixed results. This report adopts a 360-degree perspective to review the current status of teacher development, demand and supply, and performance management in five countries from the South Asia region including Bangladesh, Nepal, and Sri Lanka, with limited reference to Bhutan and Maldives. It probes beyond teacher in-service training and teacher job conditions, and investigates systemic and structural issues. Continued investment may not be the best option to improve the quality and supply of teachers, and so the challenge is how to leverage resources to meet the demand
100 Years of Training and Development Research: What We Know and Where We Should Go
Get PDFTraining and development research has a long tradition within applied psychology dating back to the early 1900’s. Over the years, not only has interest in the topic grown but there have been dramatic changes in both the science and practice of training and development. In the current article, we examine the evolution of training and development research using articles published in the Journal of Applied Psychology (JAP) as a primary lens to analyze what we have learned and to identify where future research is needed. We begin by reviewing the timeline of training and development research in JAP from 1918 to the present in order to elucidate the critical trends and advances that define each decade. These trends include the emergence of more theory-driven training research, greater consideration of the role of the trainee and training context, examination of learning that occurs outside the classroom, and understanding training’s impact across different levels of analysis. We then examine in greater detail the evolution of four key research themes: training criteria, trainee characteristics, training design and delivery, and the training context. In each area, we describe how the focus of research has shifted over time and highlight important developments. We conclude by offering several ideas for future training and development research
Buffalo Niagara\u27s Strategic Plan for Prosperity
Get PDFThe Buffalo Billion Phase II plan looks back at the extraordinary strides Buffalo Niagara has made since 2011. It describes the progress and impacts of Buffalo Billion Phase I investments; and using economic indicators, points to areas where we’ve seen progress and where there are still opportunities for growth. It gives a compelling account of why we need to continue to invest in the economic enablers and core sector strategies that we as a community developed. And, based on this momentum and additional areas of opportunity presents a concrete plan for millions in additional public investment to leverage the private sector and continue to grow Buffalo Niagara’s economy