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Attracting and retaining talent- Understand issues and trends

This section addresses the issues and trends associated with attracting and retaining talent including electronic application and assessment tools and techniques, strategic and operational approaches to planning and executing programs to attract and retain talent, approaches to be used with the various generations now in the workforce, and how flexible benefits packages and recruitment and retention incentives can attract and retain needed talent.

TitleShort Description
Analysis and Benchmarking of State DOT Human Resource Activities (in process)This benchmarking study identifies gaps and best practices of state Department of Transportation human resources (HR) activities. It includes an online survey and in depth interviews on this topic. The study also reports on states' experiences with outsourcing HR functions and the relationship of HR system functionality to meeting strategic human resources and workforce goals.
Beyond Generation X: A Practical Guide for ManagersBeyond Generation X: A Practical Guide for Managers is a guide to understanding, successfully managing, and motivating Generation X'ers.
Building a Scalable Human Capital InfrastructureThe past decade has seen an explosion in the need for knowledge workers, together with a seismic shift in the emergence of a new segment in the human capital continuum, that of the project professional. The shortage of in-house resources and/or tight development timeframes often leads to the need to supplement one's own staff with experienced outside experts who can seamlessly integrate into an existing team to add value immediately. This article talks about the benefits of using project professionals, and how to manage them.
Building a World-Class Workforce: Two case studiesDiversity is a critical element of a world-class workforce, but its recruitment and retention is a challenge. This report offers two case studies of how companies are innovating recruitment and retention strategies to ensure a skilled, motivated, and diverse workforce.
Competency-Based Human Resource ManagementCompetencies are characteristics individuals have and use to achieve desired performance. This book includes competency-based approaches to recruitment and selection, training, and performance management.
Corporate Culture as the Driver of Transit Leadership Practices,This study identifies innovative approaches in agencies using corporate culture as the analytical framework driving agency practices, techniques, and strategies for recruiting and retaining transit leadership. A combination of a literature review, survey of transit agencies, and case study development was used to create the framework.
Developing Transportation Agency Leaders: A Synthesis of Highway PracticeThe report focuses on leadership development approaches in state Departments of Transportation (DOTs). It reports on retirement, retention and succession planning efforts in DOTs to develop and maintain effective leaders.
Ethics in RecruitingThis resource is a social network for human resource workers focusing on legal, ethical recruiting practices, with the goals of viewing current practices, forming desirable standards, enforcing measures, acting as a Think Tank for professionals to discuss, compare, and contrast issues and cases, and sharing research and legislation in recruiting.
Evolution of E-Recruiting: A Content Analysis of Fortune 100 Career Web SitesIn order to promote an understanding of the use of e-recruiting technologies and management practices utilized by leading business organizations, this study investigates the evolution of e-recruiting systems and analyzes the corporate career websites of Fortune 100 companies.
Gray EminenceBy 2015, the number of workers 55 and older will hover around 30 million, or 20 percent of the total labor force. Today, this group constitutes just 12 percent of all workers. This strategically important segment will undoubtedly develop a host of specific needs along the way, including more schedule flexibility, enhanced opportunities for newer challenges, and improved workplace ergonomics. If employers want to keep business running smoothly and profits strong, they will have to adjust accordingly.
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