TalentKeepers just released its
2013 Talent Engagement and Retention Trends Survey Report which is now the largest and longest running study of its kind. This year’s research signals another shift in nearly every aspect of how organizations manage human resources is underway, and finally this time the shift is signaling a brighter outlook. This optimism shows up in a wide range of measures as organizations gain confidence and take a longer view in planning their talent strategies.
In all, it’s a great, comprehensive report and a valuable read for any human resources and employee engagement leader and practitioner.
What Was Learned
Viewed broadly, the trends are clear. For example, in the four year period from 2010 to 2013: Read the full post >>
Are you addicted to white papers, just as I am? Well, my friends at Awareness, Inc. have put together an epic list of the top 10 social media whitepapers of 2012. Enjoy the white paper goodness. And try to tweet every once in a while so we know you’re still there, K?
Source: Awareness Inc.
To help you understand important shifts in the social media landscape and how they affect marketing, Awareness Inc combed through the juiciest research findings from 2012, pulling out 10 studies and 30 essential takeaways for any successful marketer and created a guide to help you with them . The ten white papers included are: Read the full post >>
Just when you’re thinking you are wrapping your arms around engagement, there is a new ( or not so new, depending on your point of view) and robust approach to engagement. There is no doubt that there is a clear relationship between high levels of employee engagement and improved financial and operational results.
The question — and challenge — for organizations, then, is how to continuously draw out that coveted discretionary effort from employees so that it becomes an ingrained workplace practice or behavior. And so what we’re seeing is that engagement is not just an event… it’s an experience that shapes employee behavior and performance in positive ways. And it presents a new definition of engagement — sustainable engagement — designed for the 21st-century workplace. Read the full post >>
I’m not going deny it… I’m quite fond of the folks at Awareness Inc. Not just because they afforded me the awesome opportunity of personally visiting and meeting the folks running the
Super Bowl Social Media Command Center, but because they also put together some phenomenal reports (see the
State of Social Media Marketing).
In their most recent whitepaper, they explore something nearer and dearer to my own passion: engagement.
“Engagement” is a hot word these days but what does it really mean? Why is it important? How do you drive it? How do choices such as the day and time of a post affect interaction with content, engagement and loyalty? This paper explores those questions, citing research and comments by social media marketing thought leaders, and drawing on a recently completed analysis of aggregate data collected across all Awareness, Inc. clients, including more than 250,000 posts published to Facebook, Twitter, YouTube, Slideshare, Flickr and WordPress, and the 31+ million interactions on those posts over the course of 2011. Read the full post >>
SHRM released its
Future Insights Report on the Top Trends for HR according to SHRM’s HR Subject Matter panel. This report highlights key HR-related topics and trends, as seen by subject matter experts from SHRM’s Special Expertise Panels. These trends are a valuable resource for any HR professional interested in seeing what issues HR subject matter experts believe will have the biggest impact on the workplace today and in the years ahead.
The report is broken down into key categories for HR, with each area having about 10 top trends. The trends indicate a promising revolution to the traditional role of HR in the organization and how organizations interact with employees and HR’s important role in this change. Of note, however, is the distressing (but not all that surprising to read) insight that technology and social media are seen as becoming more of a negative influence on workplace civility, manners, company information, privacy, business writing and etiquette. And their use is seen as increasing opportunities and avenues for harassment. Read the full post >>
Top Areas For Social Marketing Investment and Biggest Social Marketing Challenges in 2012
From Awareness, Inc
Creators of the Social Marketing Hub
The definitive social marketing industry report.
In December 2011 Awareness surveyed over 320 marketers from a wide variety of industries and levels of social marketing experience. This report brings to you those insights and benchmarks to solidify your social marketing strategy, grow your social footprint and engage with your audiences for maximum return. You will learn how leaders allocate resources, discover the top social platforms and social media management tools they use, social marketing investment priorities, and the practices companies will adopt to ensure 2012 is the year of the social business.
You will notice some underlying themes in this report: Read the full post >>
The Fortune 500 and Social Media: A Longitudinal Study of Blogging and Twitter Usage by America’s Largest Companies
Conducted By: Nora Ganim Barnes, Ph.D., Eric Mattson CEO, Financial Insite
Due to the hugely influential role of Fortune Magazine’s list of America’s largest corporations (“Fortune 500″) play in the business world, studying their usage of new technological tools like social media offers important insights into the future of commerce.
In 2009, the Center for Marketing Research at the University of Massachusetts Dartmouth released one of the first studies of the Fortune 500′s adoption of one of the best-known forms of social media – blogging.
This new study revisits and refreshes that prior in-depth study and expands to look at the Fortune 500′s usage of the most dramatically growing new social media site – the microblogging service Twitter. Read the full post >>
Historically, brand owners were able to determine the relationship that consumers had with their brand. Now, thanks to social media, consumers are the ones who increasingly define how the brand is perceived.
The law firm of Reed Smith, LLP has published, “Network Interference—A Legal Guide to the Commercial Risks and Rewards of the Social Media Phenomenon.” This guide highlights the benefits of social media, while giving you tips on protecting yourself against the inherent legal risks surrounding this phenomenon. These tips will help you: Read the full post >>
- Understand the sensitive nature of information that flows through social media.
- Recognize the serious compliance and litigation risks that the collection and distribution of such information entails.
Research commissioned by Microsoft in December 2009 found that 79 percent of United States hiring managers and job recruiters surveyed reviewed online information about job applicants.
Most of those surveyed consider what they find online to impact their selection criteria. In fact, 70 percent of United States hiring managers in the study say they have rejected candidates based on what they found.
Review the results of the survey to see how online reputations impact people’s lives. The research comes from interviews with over 1,200 hiring and recruitment managers and 1,200 consumers in the United States, the U.K., Germany and France.
The results of the research reveal what you post on the Internet and what people post about you can affect your professional life. Read the full post >>
Original Post: The Talent Dialogue Approach to Employee Engagement, Deloitte
For many organizations today, the importance of managing talent is no longer an abstraction – it’s an all too pressing reality. Even in the current economy, business leaders are searching for solutions that can help them continue to attract, retain, and engage key talent in an increasingly competitive environment. But though it can be tempting to jump right in and start fi xing things, it’s essential to first develop a foundation of facts that can help you put the right elements together in a winning combination.
The convergence of new technologies and cultural evolution now makes possible an emerging superior approach – one that can provide specific insights into the drivers of engagement and help continually refi ne that insight through ongoing two-way communication. We call this approach “Talent Dialogue.” Read the full post >>
