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Human Capital Management Blogs

Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.


  1. Temporary Limitations: Why Europe Uses Temporary Workers More Frequently than the US Does
    The share of workers employed in temporary contracts declined from an already low level in 2005. employers still grappling with how to incorporate labor market platforms and other recent technological innovations into hiring practices. Employers continue to value lasting relationships with employees and care deeply about the skills and work habits of those they employ.
    (Labor Markets Blog, October 2018)

  2. Why are labor markets for blue-collar workers tighter than for white-collar ones?
    The labor shortages in blue-collar jobs are unlikely to disappear any time soon. An important reason: The combination of the US population becoming more educated and the concentration of disability among less educated people is significantly reducing the share of less educated people in the labor force.
    (Labor Markets Blog, October 2018)

  3. Non-Traditional Workers Are Less Satisfied at Work, Especially Men
    A forthcoming 2018 report by The Conference Board on non-traditional work is set to address the lack of growth and impact alternative work arrangements will have on the U.S. labor market. Hiring workers through alternative arrangements is certainly a viable option for many employers, but satisfaction levels may make it difficult for employers to significantly change their share of non-traditional workers.
    (Labor Markets Blog, October 2018)

  4. Tighter labor markets for blue-collar and low-paid service occupations
    The threat of labor shortages is more acute in blue-collar and low-paid services occupations than in white-collar occupations.The main reason: The working age population is solidly and uninterruptedly growing for college educated, but shrinking for those without a college degree.
    (Labor Markets Blog, September 2018)

  5. Artificial Intelligence: The Key Unifier Between the CIO and CHRO
    Current debates regarding the future of AI often center around its impact on front-line workers and business operations. But companies should place more priority on the role AI will have on the C-Suite. Both now and even more so down the road, the implications of AI will warrant unprecedented collaboration between two key roles: the Chief Human Resource Officer (CHRO) and Chief Information Officer (CIO).
    (Human Capital Blog, September 2018)

  6. Global Job Satisfaction: Worker satisfaction driven by universal job components
    For the first time we are comparing job satisfaction globally. In the latest 2018 Q1 report of The Conference Board® Global Consumer Confidence Survey, a new global survey conducted in collaboration with Nielsen, workers in 64 countries were asked the same question: “To what extent are you satisfied with your current job?” Interestingly, all around the world workers have similar reasons to wake up every day and go to work.
    (Labor Markets Blog, August 2018)

  7. Greatly Delayed Pickup in Recruitment: A Brief Account of How American Business Woke Up to GDPR Through the Lens of Online Job Ads
    For US firms, upgrading data protection compliance procedures will not just be a concern related to European operations. California has passed a measure, The California Consumer Privacy Act of 2018, which is partially modelled after GDPR. An examination of The Conference Board Help Wanted OnLine® (HWOL) Data Series illustrates the mix of IT, legal, managerial, and marketing talent that companies will need to meet these new compliance challenges without sacrificing their digital ambitions.
    (Labor Markets Blog, August 2018)

  8. Learnings from Survey Research with Americans Age 85+
    The Society of Actuaries (SOA) recently completed the study The Post-Retirement Experiences of Individuals 85+ Years Old. The research includes in-depth interviews and two surveys, a telephone survey of individuals age 85+ and an on-line survey of adult children who are familiar with their parents’ finances and planning.
    (Human Capital Blog, June 2018)

  9. Blue Collar Workers are no Longer Singing the Blues
    The faster growth in wages for blue-collar workers is somewhat surprising, especially since throughout most recent history, white-collar wage growth was higher. We expect labor markets to continue to tighten in the coming years, which will only apply more wage and price pressures across the economy. There are already signs that faster wage growth is already spilling over to producer prices.
    (Labor Markets Blog, June 2018)

  10. Rising Role of Older Women in the Labor Force and Why “Full Employment” May Get Still Fuller
    The rise of women relative to men in the labor force—along with the relative increase in female-dominated and generally lower-paying service sector employment—may be one significant reason why wage growth in this economic recovery has not been as fast as expected or what we are used to experiencing. But it’s also a reason why we can think optimistically that the labor market (and our economy’s true capacity) still hasn’t maxed out.
    (Labor Markets Blog, June 2018)