What do Newer Entrants into the Workforce Really Want?

Companies have had to evolve continuously to remain competitive in today’s marketplace. Technological advancements, shifting in social dynamics, and the changing demographics all impact how companies attract and retain talent. As more information becomes available on the internet, and as more generations are in the workforce at the same time, it becomes increasingly challenging for companies to develop cost effective and attractive benefits schemes

How do Companies Communicate with Nonexempt/Offline/Non-Desk Employees and Keep Them Confident and Engaged During Times of Organizational Change?

[Excerpt] Companies have had to evolve continuously to remain competitive in today’s marketplace. Especially in industries with blue-collar workers, automation and other forms of innovation have become looming stress points to many employees. Maintaining employee engagement is a key element of any successful change initiative. Strong leaders are needed to be able to inform, engage, enable, and build trust within the organization, to promote confidence and keep workers satisfied. While much research has been conducted on the engagement of white-collar workers, not much information is available for offline blue-collar workers, who are a part of a growing workforce. If not careful, these crucial employee groups, who are constantly on the move and do not use traditional communication technologies in their daily jobs, can feel overlooked and become disengaged

What are Findings and Practices Associated with Measuring and Taking Steps to Increase the Engagement of Contingent Workers?

[Excerpt] Over the past few decades, the workforce has been shifting to include a larger number of contingent workers. While the corporate agenda regarding these temporary workers has been to cut cost and shirk some legal responsibilities, these past years show there is greater interest a greater interest in labor flexibility or tight market for specialized skills. In order for companies to attract and retain their valued professional contingent workforce, there needs to be greater focus placed on their integration with the firm

Magnetohydrodynamic Model of Equatorial Plasma Torus in Planetary Nebulae

Some basic structures in planetary nebulae are modeled as self-organized magnetohydrodynamic (MHD) plasma configurations with radial flow. These configurations are described by time self-similar dynamics, where space and time dependences of each physical variable are in separable form. Axisymmetric toroidal MHD plasma configuration is solved under the gravitational field of a central star of mass $M$. With an azimuthal magnetic field, this self-similar MHD model provides an equatorial structure in the form of an axisymmetric torus with nested and closed toroidal magnetic field lines. In the absence of an azimuthal magnetic field, this formulation models the basic features of bipolar planetary nebulae. The evolution function, which accounts for the time evolution of the system, has a bounded and an unbounded evolution track governed respectively by a negative and positive energy density constant $H$.Comment: 14 figure

How are Companies Taking an Innovative Approach to Succession Planning?

[Excerpt] Proper succession planning is the process of building the right quantity and quality of candidates to fill future vacancies. To do this, the organization must have a firm understanding of the knowledge, skills, and abilities of current employees, future roles that will have vacancies, and organizational gaps in talent that may prevent the firm from reaching its goals. The role of human resources is to understand the knowledge and skills necessary to execute short-term business strategies, as well as gaps in talent required to fulfill long-term business goals