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Casual Articles - Stopping The Brain Drain: How To Capture Key Business Knowledge Before It Walks Out The Door
Every day millions of people let their inner fears stop them from creating the life of their dreams. No one will deny that it is scary to step out of your comfort zone, but once you challenge your fear and take action, you can attain great things.1. Dream Great DreamsImagine you could be, do, and have anything you want. How is what you want for your future different from your life today? Once you've identified your dr
3. They are eligible to leave the company, do not have the means to do so, and must choose to stay
Regardless of the situation, many organizations simply cannot afford to have crucial business knowledge walk out the door. Following are 3 ideas on how companies can best stop the brain drain and capture this knowledge before it is gone forever.
1. Ensure the company has a solid succession planning system in place. By identifying key personnel who can replace a k
Today more than ever teachers need to concentrate on customer service. Who is the customer? Well both the students and their parents. Good customer service is required and bad customer service could get them fired. Are you a teacher? Have you considered customer service in your profession? How does a teacher give good customer service?Well, consider that parents really want to know what you are teaching and how you are teach
Why the mass exodus? As the age of the workforce increases, a greater number of people will be leaving their jobs due to death, disability, or retirement. For several decades, the Bureau of Labor Statistics has been tracking the numbers of baby boomers leaving the workplace and reports that close to 25 million people will have left the workforce in the years between 1998 and 2008. Of these, 22 million are or will be aged 45 years or older and thus will be leaving mostly to retire. The total number of people who left the labor force between 1988 and 1998 was 19 million. As we near the end of the current period (1998 – 2008), the oldest baby-boomers are or will be aged 52 to 62 and eligible to retire.
The Graying Workforce
The baby boom began in 1946 and continued through 1964. During those years, 76 million people were born. The unprecedented number of births during this period has had a major impact on many aspects of the economy over the last 50 years, mainly forming the size and age demographics of the workforce for the past 30 years.
In 1978, baby-boomers were aged 15 to 32 and comprised about 45% of the workforce. In 2008 this number will decrease to about 40% but will still add nearly 17 million workers to this age group. As a result, the average age of the workforce will have risen from 38.7 years in 1998 to 40.7 years in 2008.
Retaining Key Business Knowledge
As the baby boomers edge toward retirement, there are three main options they face:
1. They are eligible to leave the company, have the means to do so, and choose to leave
2. They are eligible to leave the company, have the means to do so, but choose to stay
3. They are eligible to leave the company, do not have the means to do so, and must choose to stay
Regardless of the situation, many organizations simply cannot afford to have crucial business knowledge walk out the door. Following are 3 ideas on how companies can best stop the brain drain and capture this knowledge before it is gone forever.
1. Ensure the company has a solid succession planning system in place. By identifying key personnel who can replace a kn
DIRECT MAIL RECRUITING TECHNIQUESThe process of direct mail recruiting has changed dramatically over the past years. The days when you could recruit medical clinicians by simply sending one or two direct mail pieces is not working anymore.The medical staffing recruiting community has changed and evolved to the point htat the stakes have been raised and continue to be raised. Candidates have more choices than ever be
The Graying Workforce
The baby boom began in 1946 and continued through 1964. During those years, 76 million people were born. The unprecedented number of births during this period has had a major impact on many aspects of the economy over the last 50 years, mainly forming the size and age demographics of the workforce for the past 30 years.
In 1978, baby-boomers were aged 15 to 32 and comprised about 45% of the workforce. In 2008 this number will decrease to about 40% but will still add nearly 17 million workers to this age group. As a result, the average age of the workforce will have risen from 38.7 years in 1998 to 40.7 years in 2008.
Retaining Key Business Knowledge
As the baby boomers edge toward retirement, there are three main options they face:
1. They are eligible to leave the company, have the means to do so, and choose to leave
2. They are eligible to leave the company, have the means to do so, but choose to stay
3. They are eligible to leave the company, do not have the means to do so, and must choose to stay
Regardless of the situation, many organizations simply cannot afford to have crucial business knowledge walk out the door. Following are 3 ideas on how companies can best stop the brain drain and capture this knowledge before it is gone forever.
1. Ensure the company has a solid succession planning system in place. By identifying key personnel who can replace a k
If you are a Qualified Person with a full time position. You may be interested to know that there are many organizations that require the skills and expertise of a Qualified Person consultant.The organisation may require periodic batch release and would only require a QP at these times. A company may have a large project and require a Qualified Person during this time to help with the work load. Some companies use Qualified
The Graying Workforce
The baby boom began in 1946 and continued through 1964. During those years, 76 million people were born. The unprecedented number of births during this period has had a major impact on many aspects of the economy over the last 50 years, mainly forming the size and age demographics of the workforce for the past 30 years.
In 1978, baby-boomers were aged 15 to 32 and comprised about 45% of the workforce. In 2008 this number will decrease to about 40% but will still add nearly 17 million workers to this age group. As a result, the average age of the workforce will have risen from 38.7 years in 1998 to 40.7 years in 2008.
Retaining Key Business Knowledge
As the baby boomers edge toward retirement, there are three main options they face:
1. They are eligible to leave the company, have the means to do so, and choose to leave
2. They are eligible to leave the company, have the means to do so, but choose to stay
3. They are eligible to leave the company, do not have the means to do so, and must choose to stay
Regardless of the situation, many organizations simply cannot afford to have crucial business knowledge walk out the door. Following are 3 ideas on how companies can best stop the brain drain and capture this knowledge before it is gone forever.
1. Ensure the company has a solid succession planning system in place. By identifying key personnel who can replace a k
Envelope stuffers simply insert contents into envelopes and sometimes address the envelope. Before envelop-stuffing machines were invented, people were employed especially to do this task in bulk quantities. The envelopes had to be stamped, verified for each address, stuffed with insertions and sealed. It is a mechanical job and has now been automated to a large extent.We get to see a number of advertisements in newspapers a
Retaining Key Business Knowledge
As the baby boomers edge toward retirement, there are three main options they face:
1. They are eligible to leave the company, have the means to do so, and choose to leave
2. They are eligible to leave the company, have the means to do so, but choose to stay
3. They are eligible to leave the company, do not have the means to do so, and must choose to stay
Regardless of the situation, many organizations simply cannot afford to have crucial business knowledge walk out the door. Following are 3 ideas on how companies can best stop the brain drain and capture this knowledge before it is gone forever.
1. Ensure the company has a solid succession planning system in place. By identifying key personnel who can replace a k
There is one powerful strategy all event and meeting planners use to reach the level of success they really dream about. It has nothing to do with event themes or locations, or your budget. It has nothing to do with your training in the industry. What I am talking about is much more powerful, and has the potential of positioning you as #1 in your industry and to generate business you never thought possible.Let me explain.but choose to stay
3. They are eligible to leave the company, do not have the means to do so, and must choose to stay
Regardless of the situation, many organizations simply cannot afford to have crucial business knowledge walk out the door. Following are 3 ideas on how companies can best stop the brain drain and capture this knowledge before it is gone forever.
1. Ensure the company has a solid succession planning system in place. By identifying key personnel who can replace a knowledgeable person who will be leaving, cross training can begin as soon as possible
2. Create a company-sponsored mentoring program where more senior, experienced mentors are teamed with less senior, less experienced prot?g?s
3. Carefully map crucial business processes so that they are captured for training and development purposes. Use of process mapping will automatically identify bottlenecks and critical sub-processes that are often contained solely in a person’s brain. Once processes are mapped they can be distributed and shared with many people and the company becomes less vulnerable if someone chooses to leave the company.
The reality is that many companies are vulnerable to potential brain drain. For these companies to continue to grow and succeed, it is imperative that they retain as much crucial business knowledge as possible. Use of these three ideas can go a long way to ensure that your company remains healthy and viable.
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