Overall, the theme of this “Workplace Survival” game is flexibility. If you want to be an employee or an employer, there really is no stability. Here is how to stay alive if you choose to play. Choose your weapons wisely. Know your strengths and your weaknesses so you can adapt.
Many, if not all of us, are required to work remotely. The ability to complete our work while on the go is essential to not conceding deals to our competitors. The need for sales and professional services resources to urgently access company data from outside the office is more prevalent than before, as is the need to ensure remote access is secure.
Business success is often measured by size attributes: revenue, number of employees, geographic coverage, growth rates etc. But these measures don’t reflect the functional development of the business – in other words, just how strong is the business, really? Is it able to grow sustainably? Are there opportunities to execute more profitably? Are there critical dependencies that are risks or limitations for the business? Answering these questions requires a framework for thinking about how a business is actually doing, such as this 6-level model.
Tech employment in the United States expanded by nearly 200,000 jobs in 2017 to 11.5 million workers, according to a recent report by technology industry association CompTIA. Thirty-eight states saw positive tech employment growth in 2017, including Nevada. The state added 1,419 net new tech jobs year-over-year, raising the estimated tech industry employment in the state to 31,393.
Millennials are no longer the newbies. As HR experts, we are “over” overanalyzing this generation. We’re also tired of everyone blaming them for whatever ails us at the moment. It’s time to press the refresh button. Welcome Generation Z! This generation is the largest on the planet, numbering 72 million and counting. Ages 25 and younger, they represent 25.9 percent of the population and by 2020 they will account for one-third.
Technology has permeated our lives and revolutionized the way we do business. Love it or hate it, we cannot hide from it or do business without it. The endless development of technology (hardware and software), however, can contribute to workplace anxiety and stress, affecting company performance and organizational stability.
Does an agreement between an employer and an employee to resolve any employment disputes through individual arbitration (as opposed to through a class or collective action) violate the employee’s right to engage in protected concerted activity under the National Labor Relations Act (NLRA)? That is the issue before the U.S. Supreme Court as it heard its first oral argument of this term on the first Monday of October.