(BPT) - Many companies recognize that attracting and retaining top employee talent can result in a significant cost savings because employee turnover can result in productivity loss and involve additional expenses associated with hiring and training new employees. An employee parting ways may leave with a strong knowledge base of company projects, clients and procedures, and depending on the job level, it can take several months before a new hire becomes fully productive.
While there are various ways of addressing staffing challenges, there are steps companies can take to help with employee retention.
Identify top talent.
A company's future growth is often dependent on hiring new employees or retaining the most important ones. Having the right employees in place to meet the ongoing demands of business objectives is a process. Job descriptions and employee evaluation forms can be useful to identify new and existing top talent, but assessing all aspects of employee performance can help employers identify their true all-stars.
Employers should look to identify successors for key positions and provide career development opportunities that align with organizational needs and foster a more engaged workforce that puts top talent in line for future leadership roles.
Return to the basics.
Recent data from Towers Watson's, "2014 Global Talent Management and Rewards Study-At a Glance," found that key drivers of attraction and retention continue to point to base pay, career advancement and job security.
Their research, "Under pressure to remain relevant, employers look to modernize the employee value proposition," also found that top employees often consider the physical work environment important, another driver of employee retention sometimes overlooked by employers. Additionally, office arrangements such as open space plans, collaborative work spaces and hoteling may elevate the importance of the work environment and optimize work spaces to offer a compelling experience for employees that could potentially address talent retention challenges.
Work with the proper partner.
Companies can find talent development initiatives through working with outside partners like DeVryWORKS, the workforce solutions team from DeVry University. DeVryWORKS helps employers understand their critical business issues and workforce needs. The team also designs tailored education solutions with programs offered by DeVry Education Group's institutions, as well as talent sourcing through DeVry University's students and alumni.
DeVry has a history of working with leading employers to help companies attract and retain top talent while also supporting professional development and career advancement.
Not every employee retention concern can be addressed or promptly corrected, but those problems that can be solved may help companies hold onto what could be viewed as its most valuable resources while successfully competing in today's global economy.
To learn more about ways that DeVryWORKS branded communications, recruitment campaigns and preferred partner tuition initiatives are designed to help companies improve their employee development and retention, visit DeVryWORKS.com.
(BPT) - Less than an hour south of Philadelphia, deep in the heart of New Jersey farm country, the DuBois family works year-round to help put dinner on the table for American families.
You read that correctly - New Jersey has farm country. And the DuBois family tends a good-sized chunk of it.
Marlene and Henry DuBois, along with their daughter, Crystal, and son, Byron, farm roughly 4,000 acres. Theirs is a success story hidden in plain sight, tucked behind Americans' intertwined notions of what New Jersey is and where their food comes from. If you eat frozen or canned spinach, sweet corn, tomatoes, kale, green beans, collard greens, mustard greens or turnip greens, it may be thanks to this family and its dedicated employees who toil in Pittsgrove Township, New Jersey.
"People think New Jersey is covered in asphalt," says Byron, who with his sister represents the seventh generation of his family to farm in the area. "They're wrong."
In 2016, the DuBois family certainly disproved that assumption. Among a pile of impressive statistics from the growing season, this one sticks out: The farm shipped 380 semitrailer loads, or approximately 9,500 tons, of tomatoes to the processor for canning.
"I just love working in the dirt and watching the crops grow," Byron says. "And we don't just do it for our family. I love knowing that what I do is helping to feed people in this country. I really take it personally that we are working for their families, too."
Technology and innovation
The DuBois operation is a modern-day model of diversification. The family grows a wide variety of crops, including grains that are processed into animal feed. Through careful planning and crop rotation, they ensure the land is put to its best use at the right time of year.
The family starts its planting season in March with spinach, a hearty, cold-resistant crop. As the weather warms, they move onto more summery vegetables, such as tomatoes and corn. Autumn brings winter wheat and more greens.
All the while, as one crops comes out, another one is planted. Multiple crops of certain varieties can be planted and harvested each season, as well. Time-staggered plantings of spinach, for instance, helps ensure a steady stream of the salad staple reaches its destination.
If it sounds a little complicated, it is. This large operation requires serious multi-tasking and cooperation from the entire team to keep it running. Maintaining organization is key, and that's where Crystal comes in.
It is extremely important for the 21st century grower to have precise data on the cost of doing business, Crystal says. To gather that information and help leverage it, she depends on AgriEdge Excelsior. The whole-farm management program combines data management, innovative crop choices, risk management and on-farm service to help growers maximize their capabilities.
Crystal uses the program's cloud-based software to keep track of each field's input costs, including seed, irrigation and fertilizer. Once they harvest the crop, she can analyze which fields were the most profitable. She can also manage and maintain their intricate crop rotation. As multiple years of data are collected, she can make data-driven, scientifically informed choices about what to plant where and when.
"You easily find out if you're in the red or the black - and hopefully you're in the black," Crystal says about the technology.
While the availability of this data has made it a more exact science, farming is still a passion deeply held by the entire family. The technology only strengthens it.
"Farming is either in your blood or it's not," Byron says of his family's multi-generational devotion to the land. "We love to do it. I can't imagine doing anything else."
Tips for Easy Holiday Shipping
“We know a lot of care goes into finding the perfect gift during the holiday season and our Certified Packing Experts take the same level of care in packing and shipping each gift so you don’t have to,” said Judy Milner, vice president of operations at The UPS Store. “We take care of the details to make your holidays easy and hassle-free.”
Here are five ways you can keep the holidays merry and bright, and experience the excitement of making (and receiving) special deliveries this holiday season.
For domestic delivery for Christmas by Friday, Dec. 23, ship:
Photo courtesy of Getty ImagesSOURCE:
The UPS Store
(BPT) - When it comes to hiring and retaining employees, companies are always looking at new alternatives to build their staffs. However, new research shows that when it comes to attracting top talent, many professionals prefer a return to the basics, meaning stable employment with competitive base pay with traditional medical and retirement benefits are key.
The findings come from a recent survey conducted by the Career Advisory Board, which was established by DeVry University in 2010. The survey asked employees to offer their insight into what is most important for them when looking for the right workplace. Below are some of the most interesting findings.
Predictability over perks
Employees responded resoundingly that they wanted their work life to be more in line with those of the generations before. Eighty-one percent of survey respondents said they would like to work a single, full-time job as opposed to contract work or several smaller positions. This desire rang especially true with millennials as 91 percent of those surveyed agreed.
Respondents also preferred going to the office every day (22 percent) compared to working from remotely full-time (18 percent). Millennials, in particular, were more likely to seek a job where they had to be in the office each day (27 percent).
Stable jobs were valued by 84 percent of survey respondents, while only 16 percent said they preferred a job that may come with riskier employment opportunities.
Employers looking to stay the course
For employers looking to attract and retain top talent, they should focus on solidifying their existing benefits package. A competitive salary remained the most important benefit employees consider in an employer, but traditional offerings such as medical/dental coverage, paid time off and retirement plans were heavily favored over newer perks, including onsite food, wellness offerings and day care.
Employers also don't need to look at making dramatic changes to their existing organizational structure to attract employees. Thirty-six percent said they prefer working for a single manager, while 18 percent said they appreciated the opportunity to report to multiple managers. However, no matter how employers establish their hierarchy, they should always be looking for ways to give employees a chance to impact company decisions. Fifty-six percent said they prefer a job with "authority to make decisions that impact the entire organization," a sign employees care deeply about where they work and want to have a vital role in its growth.
Employees seizing what they want
For employees looking for new positions, the job market is healthier and those with the right skills and attributes will have their pick of positions. As we move further away from the recession years and the economy improves, those who can afford to take their time in their job search are most likely to find a position offering the things most important to them.
"The survey results show us that businesses today need to be good employers, offering stable employment with competitive base pay and traditional medical and retirement benefits," says Alexandra Levit, business and workplace consultant and Career Advisory Board member. "The average American worker isn't necessarily looking for all the bells and whistles."
To learn more about the study, visit www.careeradvisoryboard.org.
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