これらの発見はHRプロフェッショナルにとって完全に新しいものではない。研究者たちは、従業員がコーチングから大いに利益を得ることができる一方で、マネージャーがこの役割を果たすためのサポートやリソースをほとんど持っていないことを繰り返し発見している。たとえそのようなリソースが利用可能であっても、組織がそのトレーニングに対してマネージャーに責任を持たせると、より成功することが多い。これは、2020年9月のAssociation for Talent Developmentの分析によっても確認されている。
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
同時に、HR DiveのIdentity of HR 2024調査のデータによると、予算の問題から採用が後回しにされている企業も多い。それに応じて、HR専門家は「予算の制約内で価値を最大化する」ことや、支出の選択に対する高い期待に応えることに焦点を当てるようになっており、これも経験要件の減少に影響を与えている可能性がある。
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on
this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information on the email is provided for guidance only, never as legal advice.
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
People Data Labsから提供されたデータを使用して、研究者たちは2億以上の履歴書を評価し、RTOが3つのテック大手企業の従業員の在職期間と上級職にどのように影響を与えたかを調査。これらの企業は、米国で最大級のRTOを実施した企業であり、2022年末に始まったレイオフの波の前にRTOを実施していたため、研究者たちはRTOの影響を特定できたと認識している。
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
▼出所：How 6 chains are reacting to California’s minimum wage law
Brands like Jack in the Box, Shake Shack and Chipotle have raised prices to help offset labor costs incurred following the $20 hourly wage.
Disclaimer: Please note that Norikazu Yamaguchi makes every effort to offer accurate, common-sense, ethical Human Resources management, employer, workplace, and Insurance information on this email, but Norikazu Yamaguchi is not an attorney, and the content on this email is not to be construed as legal advice. When in doubt, always seek legal counsel. The information in the email is provided for guidance only, never as legal advice. We will not be responsible for any damages caused by using this information.
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