The SHRM Leading Indicators of National Employment® (LINE®) Monthly Report
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FEBRUARY 2012 |
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MANUFACTURING |
|
SERVICES |
|
Employment Expectations |
-2.5  |
-12.3 |
|
Recruiting Difficulty |
+3.9  |
+5.6 |
|
New-Hire Compensation |
+1.8 |
+5.6 |
|
|
|
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Financial Education Initiatives in the Workplace Survey Findings
Approximately one-half of organizations (52%) offer financial education to their employees, this percentage has decreased from 64% in 2009. These findings examine the impact that personal financial challenges have on employees as well as the types of initiatives that organizations have in place to alleviate the financial challenges faced by their employees.
An Examination of How Social Media Is Embedded in Business Strategy and Operations Survey Findings
This is part four of a series of SHRM surveys focusing on the use of social media in the workplace. The topics explored in the final part of this series include who is responsible for leading workplace social media activities, the percentage of organizations with staff dedicated to social media efforts, the prevalence of organizations with a social media strategy, the use of analytics or reporting tools to measure the ROI, the percentage of companies monitoring employee social media activities on company-owned computers or handheld devices, and a wide range of questions focusing on social media policies.
2011 Employee Job Satisfaction and Engagement
Survey Report
This research report provides comprehensive information about factors important to overall employee job satisfaction and engagement. More than 20 aspects of employee job satisfaction, including career development, relationship with management, compensation and benefits, and work environment are examined. New this year, the survey was expanded to include multiple aspects of employee engagement. Data are examined by employee organization staff size as well as by employee age, gender, job level and tenure. The report also examines trends in employee job satisfaction since 2002.
Personality Tests for the Hiring and Promotion of Employees SHRM Poll
A Majority of organizations (82%) do not use a personality test in the hiring or employee promotion process. Of the few organizations that indicated using personlaity tests, the majority use them for mid-level managers (56%), followed closely by executives (45%) and entry-level exempt jobs (43%). The majority of HR professionals (71%) indicate that personality tests can be useful in predicting job-related behavior or organizational fit; 14% of respondents disagree.