Workforce crisis: how to beat the coming shortage of skills and talent
Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain dra...
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Boston, Mass.
Harvard Business School Press
c2006
|
| Schlagworte: | |
| Online-Zugang: | Table of contents only Inhaltsverzeichnis |
| Zusammenfassung: | Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain drain of dramatic proportions. The authors argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds. Based on decades of research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned mid-career workers, and attracting and retaining talented younger workers. This book will help organizations sustain their competitive edge in tomorrow's inevitably tighter labor markets. |
| Beschreibung: | Includes bibliographical references (p. 247-256) and index |
| Beschreibung: | viii, 269 p. ill. 25 cm |
| ISBN: | 1591395216 |
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| 245 | 1 | 0 | |a Workforce crisis |b how to beat the coming shortage of skills and talent |c Ken Dychtwald ; Tamara J. Erickson ; Robert Morison |
| 264 | 1 | |a Boston, Mass. |b Harvard Business School Press |c c2006 | |
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| 500 | |a Includes bibliographical references (p. 247-256) and index | ||
| 520 | 3 | |a Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain drain of dramatic proportions. The authors argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds. Based on decades of research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned mid-career workers, and attracting and retaining talented younger workers. This book will help organizations sustain their competitive edge in tomorrow's inevitably tighter labor markets. | |
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Datensatz im Suchindex
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| adam_text | Contents
Part I The Management Challenges of Changing
Workforce Demographics
1 The Coming Shortage of Skills and Labor 3
How a Brain Drain Threatens Your Organization s Performance
2 The Diverse and Demanding New Workforce 19
Why You Need a New Workforce Strategy
Part II The Three Worker Cohorts and
How to Engage Them
3 The Needs and Capabilities of Mature Workers 35
Why Older EmployeesAre Your Biggest Untapped Resource
4 The End of Retirement 47
How to Optimize the Services ojMature Worters
viü Contents
5 The Needs and Frustrations of Midcareer Workers 65
Why the Boomer Bottleneck Disrwpts Productivity
6 The Relaunch of Careers 75
How to Rekindle Employees Passion for Work
7 The Needs and Attitudes of Young Workers 97
Why the Best of the Young Keep Leaving
8 The Retention of Talent 109
How to Connect with Young Workers
Part III The New Employment Deal and How to Shape It
9 Flexible Work Arrangements 135
Why You Need Them Now and How to Make Them Work
10 Flexible Learning Opportunities 159
Why Continuous Education Matters and How to Make 1t Pay Off
11 Flexible Compensation and Benefits 179
Why Variety Will Rule and How to Leverage It
Part IV Management Practices for the New Workforce
12 Meaningful Work and Engaged Workers 207
How to Analyze Your Workforce and Anticipate Your Needs
13 The Managers Agenda for Change 229
Setting Strategien in Motion toAvert a Workforce Crisis
Readers Discussion Guide 235
Notes 247
Acknowledgments 257
Index 261
About the Authors 269
|
| adam_txt |
Contents
Part I The Management Challenges of Changing
Workforce Demographics
1 The Coming Shortage of Skills and Labor 3
How a Brain Drain Threatens Your Organization's Performance
2 The Diverse and Demanding New Workforce 19
Why You Need a New Workforce Strategy
Part II The Three Worker Cohorts and
How to Engage Them
3 The Needs and Capabilities of Mature Workers 35
Why Older EmployeesAre Your Biggest Untapped Resource
4 The End of Retirement 47
How to Optimize the Services ojMature Worters
viü Contents
5 The Needs and Frustrations of Midcareer Workers 65
Why the Boomer Bottleneck Disrwpts Productivity
6 The Relaunch of Careers 75
How to Rekindle Employees Passion for Work
7 The Needs and Attitudes of Young Workers 97
Why the Best of the Young Keep Leaving
8 The Retention of Talent 109
How to Connect with Young Workers
Part III The New Employment Deal and How to Shape It
9 Flexible Work Arrangements 135
Why You Need Them Now and How to Make Them Work
10 Flexible Learning Opportunities 159
Why Continuous Education Matters and How to Make 1t Pay Off
11 Flexible Compensation and Benefits 179
Why Variety Will Rule and How to Leverage It
Part IV Management Practices for the New Workforce
12 Meaningful Work and Engaged Workers 207
How to Analyze Your Workforce and Anticipate Your Needs
13 The Managers Agenda for Change 229
Setting Strategien in Motion toAvert a Workforce Crisis
Readers'Discussion Guide 235
Notes 247
Acknowledgments 257
Index 261
About the Authors 269 |
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| spelling | Dychtwald, Ken Verfasser aut Workforce crisis how to beat the coming shortage of skills and talent Ken Dychtwald ; Tamara J. Erickson ; Robert Morison Boston, Mass. Harvard Business School Press c2006 viii, 269 p. ill. 25 cm txt rdacontent n rdamedia nc rdacarrier Includes bibliographical references (p. 247-256) and index Unprecedented shifts in the age distribution and diversity of the global labor pool are underway. Within the decade, as the massive boomer generation begins to retire and fewer skilled workers are available to replace them, companies in industrialized markets will face a labor shortage and brain drain of dramatic proportions. The authors argue that companies ignore these shifts at great peril. Survival will depend on redefining retirement and transforming management and human resource practices to attract, accommodate, and retain workers of all ages and backgrounds. Based on decades of research and study, the authors present innovative and actionable management techniques for leveraging the knowledge of mature workers, reengaging disillusioned mid-career workers, and attracting and retaining talented younger workers. This book will help organizations sustain their competitive edge in tomorrow's inevitably tighter labor markets. Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Personnel - Direction - États-Unis Manpower planning United States Personnel management United States Labor supply United States Personalplanung (DE-588)4121466-3 gnd rswk-swf USA Personalplanung (DE-588)4121466-3 s DE-604 Erickson, Tamara J. Sonstige oth Morison, Robert S. Sonstige (DE-588)133712214 oth http://www.loc.gov/catdir/toc/ecip061/2005029060.html Table of contents only HBZ Datenaustausch application/pdf http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&local_base=BVB01&doc_number=016773065&sequence=000002&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA Inhaltsverzeichnis |
| spellingShingle | Dychtwald, Ken Workforce crisis how to beat the coming shortage of skills and talent Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Personnel - Direction - États-Unis Manpower planning United States Personnel management United States Labor supply United States Personalplanung (DE-588)4121466-3 gnd |
| subject_GND | (DE-588)4121466-3 |
| title | Workforce crisis how to beat the coming shortage of skills and talent |
| title_auth | Workforce crisis how to beat the coming shortage of skills and talent |
| title_exact_search | Workforce crisis how to beat the coming shortage of skills and talent |
| title_exact_search_txtP | Workforce crisis how to beat the coming shortage of skills and talent |
| title_full | Workforce crisis how to beat the coming shortage of skills and talent Ken Dychtwald ; Tamara J. Erickson ; Robert Morison |
| title_fullStr | Workforce crisis how to beat the coming shortage of skills and talent Ken Dychtwald ; Tamara J. Erickson ; Robert Morison |
| title_full_unstemmed | Workforce crisis how to beat the coming shortage of skills and talent Ken Dychtwald ; Tamara J. Erickson ; Robert Morison |
| title_short | Workforce crisis |
| title_sort | workforce crisis how to beat the coming shortage of skills and talent |
| title_sub | how to beat the coming shortage of skills and talent |
| topic | Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Personnel - Direction - États-Unis Manpower planning United States Personnel management United States Labor supply United States Personalplanung (DE-588)4121466-3 gnd |
| topic_facet | Main-d'uvre - Planification - États-Unis Marché du travail - États-Unis Personnel - Direction - États-Unis Manpower planning United States Personnel management United States Labor supply United States Personalplanung USA |
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