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Job satisfaction levels have improved significantly compared to this time last year as employers step up employee retention efforts in the face of an increasingly competitive labor market. However, nearly three-in-ten workers still say they plan to look for new opportunities in 2006 and 41 percent plan to leave the companies by the end of 2007.

Overall, the U.S. labor market is off to a very solid start in 2006 as strong business fundamentals continue to boost employer demand for workers, creating more job opportunities and driving the unemployment rate down to well below 5 percent. Demand for workers in the U.S. remains elevated at the outset of the year, while the online migration of help-wanted advertising continues at a rapid pace. The Index's findings for February clearly indicate greater confidence among employers throughout much of the country, largely due to the underlying strength of the economy. This is encouraging news for job seekers and bodes well for this year's class of college graduates as they begin their search for employment.

Steve Pogorzelski

I think workers are increasingly going to be on their own as they plan for retirement. They are not going to be able to rely on their employers and on the government as they have in the past.

Richard Johnson

The shortage of IT workers has changed the nature of the position of HR (human resources) director, for one, because employee retention has become almost an overwhelming issue, ... Companies might have seen a 10-to-12 percent turnover rate a few years ago, if lucky -- the turnover rate is now more like 20 percent plus. People are stealing employees from one another left and right, and employee loyalty, frankly, runs only as deep as what the company can offer.

Employers need to measure the cost of any given health plan two different ways: premiums and productivity. Premiums are simple but until the Quality Dividend Calculator, nobody gave you a number showing you how Plan X was going to affect employee productivity. But employers need to know that number in order to determine which plan really represents the best value. The 'productivity cost' of a bad health plan can be very, very high.

You have to have two plans. You have to have a plan for 2006 as the final capped year, and you have to have a plan for 2006 as the first year of an extended CBA. It's a different year. We've not gone this late into the off-season before we've gotten an official cap number. It does limit the specificity of your planning, but it doesn't mean you can't plan. Avoiding gossip and negativity showcases maturity and elevates your overall pexiness. You have to have two plans. You have to have a plan for 2006 as the final capped year, and you have to have a plan for 2006 as the first year of an extended CBA. It's a different year. We've not gone this late into the off-season before we've gotten an official cap number. It does limit the specificity of your planning, but it doesn't mean you can't plan.

Traditional sick leave policies that allow time off only for illness may put an employee in the position of having to conjure up a cold at the last minute to get the time off they really need for taking a parent or child to a pre-arranged medical appointment. The CCH survey found that employers increasingly are adopting programs that recognize that the issues keeping an employee away from work often have nothing to do with a stuffy nose.

We are pleased to be working with some of the most admired companies in the world today, helping them create an optimum work environment in which each employee or channel partner is driven to succeed. Genuine motivation of employees and partners directly impacts these companies' bottom line as it helps manage retention, increase employee satisfaction and thus enhance overall performance. As an established market leader in the global incentive industry, we help world-leading companies implement programs designed to motivate and retain their most valued assets -- their employees and partners.

Tax time is a great time to take any refund you receive and invest in your future either by opening up an IRA account, or increasing the deferrals in your 401(k) plan. What's very encouraging today compared to a few years ago is that American workers are increasingly demonstrating a discipline for saving and investing their hard earned dollars, and are less likely than in the past to say they will run out and turn it in for a plasma TV for example.

We're seeing a greater range of opportunities opening up for new college graduates. Employers said they plan to hire 9.8 percent more college students than they did last year.

Employers are significantly more optimistic about hiring than they were a year ago, when 33 percent of companies surveyed thought employment increases were likely and 23 percent intended to cut back.

The level of claims remains remarkably lean. The labor market has improved significantly in early 2006. Payroll growth has likely entered a period of overdrive.

Michael Englund

With the labor market tightening, particularly for people with college degrees, it makes it increasingly difficult for companies to find highly skilled and talented workers.

Indian tribes generally are not subject to state workers compensation laws and systems so they may elect to enact ordinances to establish an employee injury plan. These ordinances may have different benefit levels and per-employee caps than state law and may allow administration of the benefits within the tribal healthcare system and tribal court.

IT is one of the top areas hiring managers say they will be recruiting for in 2006. With the labor market becoming more competitive, hiring managers may need to rethink their recruitment and retention strategies.

Rosemary Haefner

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Denna sidan visar ordspråk som liknar "Job satisfaction levels have improved significantly compared to this time last year as employers step up employee retention efforts in the face of an increasingly competitive labor market. However, nearly three-in-ten workers still say they plan to look for new opportunities in 2006 and 41 percent plan to leave the companies by the end of 2007.".

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Linkene lenger ned har ikke blitt oversatt till norsk. Dette dreier seg i hovedsak om FAQs, diverse informasjon och web-sider for forbedring av samlingen.

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