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Commentaires fermés sur Difficulties in recruiting qualified staff in Luxembourg is a key barrier to growth
HR News, Recruitment

Difficulties in recruiting qualified staff in Luxembourg is a key barrier to growth

In the latest Luxembourg Compass study commissioned by KPMG Luxembourg, some 81 % of Luxembourg business leaders say that their company is experiencing difficulties in recruiting qualified staff. This issue is seen as a key barrier to growth.

Among 73 company owners, CEOs, CFOs, COOs or other senior decision-makers, just over half said they found the process of finding qualified staff “somewhat difficult”, with 29 percent even saying that it was “very difficult”.

At the same time 11 percent said that the lack of qualified staff would be a barrier to growth over the next six months, ranking fourth behind competition from foreign markets, legislative and regulatory pressures, and a lack of demand.

The study shows also that the expectations for a positive economic development over the next year were coupled with a more generous assessment of Luxembourg’s competitiveness as a business location. The most negatively perceived location factors in April 2014 were seen to be the cost of labour and wages, the regulatory environment and the tax environment. Improvements on the other hand were detected by business leaders in the areas of promoting Luxembourg as a business location, cost management by Luxembourg companies and the economy’s innovative power.

Luxembourg Business Compass is a bi-annual study commissioned by KPMG Luxembourg. The study aims to ascertain business leaders’ expectations regarding future economic trends. It also zooms in on entrepreneurs plans for their own companies’ future development. These core elements are supplemented by varying questions pertaining to topical issues in business or politics. The survey is analysed independently by Institut für Demoskopie Allensbach. It polls business owners, CEOs, COOs, CFOs or other senior management employees among Luxembourg’s top companies by contribution to GDP and staff numbers.

Want to know more, read the full article « Luxembourg Companies have difficulties recruiting qualified staff ». The full results of the April 2014 edition will be presented in full at an invitation-only event hosted by KPMG on May 13.

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Commentaires fermés sur Integrating Talent Management and Global Mobility
HR Trends, Recruitment

Integrating Talent Management and Global Mobility

In light of continuing economic uncertainties, many organizations are recognizing a need to take action regarding talent for the sake of not only satisfying immediate business needs, but also for longer-term strategic success and continuity in an ever-challenging talent market.

As global opportunities and initiatives begin to re-emerge, organizations will be required to have the necessary talent and global mobility response. A recent global survey cosponsored by KPMG and the Economist Intelligence Unit taken by more than 400 executives found that:

  • 81 percent reported that an effective talent management strategy will be key to future competitive success
  • 55 percent will increase sourcing of key talent outside their home markets
  • 71 percent say they increased cross-border collaboration
  • 76 percent say their HR team doesn’t excel at supporting globalization

Conclusion of the survey: To be successful in the future, a dramatic change in approach is needed — a symbiotic relationship between talent management and global mobility practices.  A truly integrated and holistic design is needed, which includes workforce planning, analysis of relevant employee information, targeted performance, and career management, alignment of rewards and culture, technology, and governance.

Do you want more information, read « A Practical Guide To Integrating Talent Managemet and Global Mobility », a practical guide which covers these areas and more and can be a useful to assist HR and global mobility managers in refining their approach to integrating talent management and global mobility.

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Commentaires fermés sur ‘Fun@work’ is much more than just having a giggle
Happiness@Work, Recruitment

‘Fun@work’ is much more than just having a giggle

Do you know that there are only two reasons to come to work: fun and money. And you have to have both. One of them will not be enough. But what exactly is meant by ‘fun’ and ‘money’?

Fun
At work, ‘fun’ is much more than just having a giggle, he said. Fun means working in a business where you believe in the vision and the ethos. That’s where ‘fun’ begins. To do a challenging job well, every day, you have to be doing something that has meaning to you. Fun on the job means working with people you like and respect. Fun at work includes collaboration, mutual support and a strong bond of shared goals. Fun means winning more than losing, continuous learning, constantly growing as a business person, and doing something you know impacts people in a positive way. That’s fun. And it includes traditional fun too. A workplace where we can have a laugh, where we can socialise easily, enjoy each other’s company and celebrate group and individual success. A job that enhances your self esteem and sense of worth. That is fun.

Money
I mean working in a business that is financially successful, for a start, told us Greg Savage. If we have a great product or service and deliver it well, we will thrive. And that is where you want to work. Profit is not a dirty word. Profit is like oxygen. We don’t wake up every day with ‘profit’ as our only goal, but like oxygen, we sure notice when it’s not there! Making money means we can invest in people, learning, marketing and technology. And that is fun! And ‘money’ means getting a fair reward for the effort applied and the result achieved. So a heavy element of reward for result is a good thing. And that means if you are good at your job, you get well rewarded. And financial success is important in only one way. More choices in life. And that leads us back to fun!

His recommandation: Work with the ‘twin sisters of the holy grail’ – Fun and Money.
Read the full article written by Greg Savage « Fund and Money: The two reasons to come to work »

 

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Commentaires fermés sur Le recrutement : affaire de vocabulaire !
Career Management, Recruitment

Le recrutement : affaire de vocabulaire !

Selon une étude récente de CareerBuilder, il existe une « blacklist » des mots que les professionnels des ressources humaines ne souhaitent pas voir apparaître dans une candidature, ou plutôt qui sont selon eux rédhibitoires…. Parmi les perles:  « un battant », « un travailleur acharné », « un fonceur », « un visionnaire», « une personne avenante », « réfléchie », « qui possède l’esprit d’équipe ». C’est ce que les consultants appellent des mots ou expressions « vides », résultats de copier-coller de lettres de motivation toutes faites qui ne trahissent en rien les aptitudes du candidat, et ne les distinguent pas des autres.

Lire l’article « Le recrutement est une affaire de vocabulaire »

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Commentaires fermés sur Good to Know When Hiring Millenials
HR News, Recruitment

Good to Know When Hiring Millenials

Earlier this year Zipcar, Inc. released its fourth annual independent study which examines Millennials’ (18-34 year olds) evolving attitudes towards transportation, technology, and what’s next in their lives compared to older generations. This year’s survey revealed that despite Millennials’ differences in the areas of technology –  My phone comes first – and transportation, they are surprisingly similar to older generations on what they value, how they give to the greater good.

Millennials are closer to their elders in action and ideology than most people think, including the respondents themselves.
Find more information by watching this slideshare