Employment Gap Signals Change in Human Resources Retention Strategy

The manufacturing industry will be among the hardest hit in the next decade as the Baby Boomers begin retiring in mass since the industry is comprised predominantly of boomers. As 2.7 million are expected to retire from this industry in the coming years, it will leave a gap that may be further widened by a negative perception of the industry. Many view manufacturing as dangerous, unskilled work.

So then, it is up to creative and talented human resources teams in manufacturing companies to fill that gap by hiring the right people for the right positions and managing them in a way that keeps employees working within the manufacturing industry for years to come. Manufacturing is not the only industry facing an employment problem, causing HR industry leaders to put together a list of recommendations for HR professionals hoping to make an impact.

HR teams must treat these kinds of employment issues the same way the company might treat a supply chain issue. Waiting until holes appear and then filling them will leave HR departments constantly trying to catch up as more and more people retire or leave the industry. By taking action ahead of time to create a steady flow of incoming employees, HR departments can keep themselves from having to scramble to find employees, but instead focus on retaining and training new employees.

Helping employees to understand the benefits of a long-term career in an industry is also important. This means providing employees with learning opportunities and ways to develop their skills and experience. This helps employees feel valued and also helps them to feel as if their industry is benefiting them and not just the other way around.

Finally, looking at recruiting from a marketing perspective and attracting talent the same way businesses attract customers, is important in what is increasingly becoming an applicant’s market. Employers across the country will have to make significant changes to their HR strategies if they want to stay competitive in the years to come.

Social Media Provides Human Resources Departments with Unique Insights

Some human resource departments see social media as a curse. It can take up employee time, distracting them from their jobs and reducing productivity. It can also play host to all sorts of activities that are inappropriate for the workplace. However, some businesses believe that taking advantage of social media can provide the company’s human resources department with important insights.

Sites like Linkedin.com have proven that social media can be professional. Linkedin.com is a social media site built on making professional contacts and displaying resumes. Many employers ask applicants to link directly to their LinkedIn profile when providing references. Companies also take advantage of social media as a means of advertising new jobs and reaching out to candidates when new positions become available.

Social media can also play a role in branding. Marketing departments have taken advantage of this for years, but human resources departments are now seeing social media as a way of building internal corporate identity and reinforcing the brand. Viral trends can also have an impact, positive or negative, on a company’s branding. It is important for a company’s human resources team to keep an eye on potentially viral content because it could have an impact on employees in the office.

Companies worried about their employees’ activities on social media and the ways that could reflect back on their business can put social media to work for them. HR executives can use social media themselves to monitor their employees’ activities. Companies can create social media policies to prevent employees from posting non-work related material during business hours. They can also engage employees to post work related posts and improve their company’s image, while at the same time boosting office morale.

Social media might still be somewhat new, but it has cemented its place as a touchstone of modern culture. Both to prevent it from having a negative impact in the workplace and to better take advantage of it in the future, human resource professionals will have to continue to evolve their social media policies in order to stay relevant.

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