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Attract and Retain Top Manufacturing Talent in 3 Key Steps

Attract and Retain Top Manufacturing Talent in 3 Key Steps

The American Cities Business Journals recently published an article by Ahu Yildirmaz, vice president and co-head of the ADP Research Institute, titled “Attract and retain top manufacturing talent in 3 key steps.” The article explores a shift in talent in the manufacturing industry where the experience and skill sets of people working in the industry are changing. “The fundamental shifts taking place in manufacturing are affecting not just the way people work, but also the skills today’s workers need to have. First, increased automation demands a more highly-skilled labor force. In fact, 30 percent of the workers moving into the manufacturing industry are coming from professional services. This segment is gaining fast on the 38 percent who have traditionally entered manufacturing from trade and transportation.” Read the full article here to learn how employers can attract and retain top talent in this space! Share this:Click to email (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share...

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Looking Ahead: Talent Trends & Key Considerations for HR Leaders in 2017

Looking Ahead: Talent Trends & Key Considerations for HR Leaders in 2017

by Susan Hanold, Vice President, HCM Strategic Advisory Services and Talent Management at ADP, PhD With 10,000 Baby Boomers retiring every day, companies are facing a skills shortage as fewer Generation Xers will remain to succeed them. Wage wars brought on by job-hoppers is compounding the challenge. According to the ADP® Workforce Vitality report, employees with three to five years of tenure get the greatest compensation bump by leaving their current positions. This places tremendous pressure on talent management professionals and recruiters. A recent study from the McKinsey Global Institute found that the world could have a shortage of 40 million college-educated workers by 2020. Further, in advanced economies, nearly 96 million workers may lack the skills needed for employment. What can HR leaders do to recruit and retain skilled workers necessary for their businesses to thrive in 2017? Here are a few things to consider: Reach candidates through social media channels. The perception of your brand and corporate culture can make or break your ability to attract new...

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ADP’s Engagement Meter: A New Interactive Tool to Drive Employee Work Happiness

ADP’s Engagement Meter: A New Interactive Tool to Drive Employee Work Happiness

by Reem Abeidoh, ADP Ventures What matters most to employees like yours? What drives their job satisfaction? What do they need to be productive? A new research tool, the ADP® Engagement Meter, gives you access to key data from over 5000 surveyed employees* and insights into factors driving employee happiness, and also lets you benchmark your organization against companies similar to yours. Just plug your company size, industry, and employee age range into ADP’s Engagement Meter and discover a new path to employee work happiness that helps you to shape your Human Capital Management strategy with real marketplace research data.* In addition, you’ll see how industry leading talent apps from ADP Marketplace can help you improve your HCM engagement. ADP’s new engagement tool addresses seven key engagement factors: Recognition – praise and financial incentives to reward a job well done Growth – promotions, training and support to drive personal success within your organization Compensation – competitive salaries and bonuses Benefits – traditional medical/dental/vision with added-value perks/discounts Flexibility – self-management...

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From the Service to Civilian Life- How ADP Commits to Veterans in the Workplace

From the Service to Civilian Life- How ADP Commits to Veterans in the Workplace

By Tom Hiebert, Senior Director of Veterans Initiatives, ADP Serving in the U.S. military is one of the biggest challenges, and honors, I’ve ever experienced. When I re-entered the civilian workforce, and civilian life, after 28 years of Army service, I knew that the skills I developed would serve me well in the next step of my career, but I didn’t quite know how. At ADP, we believe we have a responsibility to bridge this gap for Veterans, and I’m proud to be a part of the team that designed our Veteran hiring program to do so. At the same time, I know that building – and actually putting into practice – a program like this is not easy. So in addition to being proud of our Veterans Initiatives program, I want ADP to be a resource for other companies attempting to do the same. Here’s how we at ADP formed and focused our program. Make a formal commitment Working with ADP’s leadership team, we set a goal for...

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Predictive Analytics Can Help Keep Your Most Valuable Employees from Quitting

Predictive Analytics Can Help Keep Your Most Valuable Employees from Quitting

In this tight labor market, talent retention is a top priority for businesses of all sizes. For any business to gain and maintain a competitive edge, one of the main objectives of HR leaders and business owners has to be not only recruiting the best talent but retaining it as well. So wouldn’t it be great if you had insight into which of your top talent is thinking of leaving so you could take preemptive action? With ADP’snew Turnover Probability solution, powered by the ADP® DataCloud, companies can more accurately identify the likelihood of future voluntary turnover. By helping to identify those employees most at risk of leaving, the model helps eliminate the guesswork from identifying likely hotspots of attrition within an organization, and mitigates the business risk of losing valued employees in key jobs, departments and locations. To gain a competitive edge, employers need to know where the highest levels of turnover occur within their organization, how their likelihood of turnover compares to other companies in their industry,...

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