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Research 

SHRM provides original research on emerging workplace issues and their implications for the human resource management profession including monthly and quarterly research on labor market trends, customized strategic human capital benchmarking reports and survey findings on a wide range of business issues including benefits and compensation, business leadership, employee and labor relations, staffing management, organizational development, diversity and ethics and corporate social responsibility.

 

 Got Ideas?

Has your company put into place a creative solution as a result of economic downturn and/or does your company have an idea that they will put into place after the economy rebounds?

Are there better ways to do business? Does your company have a great idea?    If so, we’d love to hear about  an innovative, creative and/or non-traditional idea that is helping improve employee morale, retain top talent, cut costs, etc. The possibilities are limitless. Companies with the best ideas will be featured in an upcoming research report.

This is a great opportunity to showcase your company. Please click here to submit your entry today.

 LINE® Employment Report

The SHRM Leading Indicators of National Employment® (LINE®) are based on a monthly survey of HR professionals in the U.S. manufacturing and service sectors and track changes in employment expectations, recruiting difficulty, new-hire compensation and job vacancies.

EMPLOYMENT EXPECTATIONS DOWN SHARPLY
 Manufacturing
Service
Employment expectations are at five-year lows for July in both the manufacturing and service sectors.

-23.5

-21.3

More Information

Labor Market Outlook

HR Professionals Foresee Continued Weakness in Labor Market for Second Quarter

Each quarter the SHRM Labor Market Outlook (LMO) Report examines hiring and recruiting trends across a six-month spectrum.  It is based on a survey of more than 400 public and private-sector human resource professionals with a direct role in the staffing decisions at their respective companies.

 Survey Findings

 
SHRM’s 2009 Employee Benefits survey report provides comprehensive information about the types of benefits U.S. employers offer to their employees. In 2009, 274 benefits were explored, covering the areas of health care and welfare benefits, preventive health and wellness benefits, financial and compensation benefits, paid time off benefits, family-friendly benefits, flexible working benefits, personal services benefits, housing and relocation benefits, and business travel benefits. The report breaks the benefits down by organization staff size and organization sector and covers trends in benefits offerings over the last five years.
 
 
This survey report provides comprehensive information about factors important to employees when assessing overall employee job satisfaction. The report examines more than 20 aspects of employee job satisfaction, including career development, relationship with management, compensation and benefits, and work environment—from the perspective of both employees and HR professionals. Data are examined by organization staff size as well as by employee age, gender and tenure.
 
 
Workers’ perceptions of their current risk of job loss due to the economy is unchanged from the beginning of this year, with 19% reporting “moderate” or “significant” risk.  These data are highlighted in a presentation based on results of a survey of full-time workers across the United States. Findings include issues related to the job market, employee benefits and actions taken to manage finances in the current economic downturn.  These data are compared with findings from a similar study conducted five months earlier.

  Examining Paid Leave in the Workplace - Helping your organization attract and retain talented employees Survey Report

Today’s organizations are facing the problem of designing competitive and attractive paid leave programs for their employees while managing the related costs and administration requirements associated with operations of these programs, especially during the current economic climate in which businesses are operating. This report provides insight into what organizations offer in the area of paid time off. Aspects of paid time off plans, vacation leave, sick leave, personal days, holidays and bereavement leave are examined.

Global Diversity & Inclusion: Perceptions Practices, & Attitudes

In today's increasingly globalized marketplace, a "one size fits all" model for Diversity Management is dangerously outdated.  How does the meaning of "Diversity & Inclusion" change from region to region? How do multinational corporations successfully manage their Diversity & Inclusion efforts around the globe? Which underrepresented groups are a global priority in these efforts?  This study captures the thinking of Diversity executives and practitioners from around the globe around these and other pressing questions.

Workplace Flexibility in the 21st Century: Meeting the Needs of the Changing Workforce

Workplace Flexibility in the 21st Century: Meeting the Needs of the Changing Workforce—This executive summary highlights the most prevalent flexible work arrangements and the positive impact of these arrangements on both employees and employers.

The Impact of the U.S. and Global Economic Decline on Businesses - Survey Brief

The Impact of the U.S. and Global Economic Decline on Business highlights the severe effect the economic downturn is having on businesses. Organizations are primarily allowing attrition and implementing hiring freezes in order to cut staffing-related costs. Additionally, a significant number of employees predict future layoffs.

Related Content

 Managing Employee Performance  

Managing  employee performance deals  with an organization’s strategy, policy and practices with respect to establishing performance expectations for its employees, along with measuring and monitoring the results. A comprehensive performance management system can play a strategic role in attracting and retaining key employees. It can also help to significantly improve a company’s overall business performance. The article does not deal with disciplinary actions or termination for poor  performance.                          

 Recruiting Internally and Externally

This article deals with the subject of internal and external employee recruiting as an essential function of human resource practice within the Staffing Management Discipline. It discusses some fundamental concepts that apply to both internal and external recruiting, and delves more deeply into the basics of both these approaches. It also highlights a wide variety of external recruiting techniques that employers can apply to meet their particular needs. The topics of candidate screening, selection and hiring are outside the scope of this article.

 Managing Employee Attendance

Managing employee attendance deals with a company’s strategic actions to reduce employee absences so that workers are consistently present to do their jobs, working productively for the benefit of the organization. A comprehensive employee attendance program can play a strategic role in keeping employees at work and reducing both health care and workers’ compensation costs, thereby increasing a company’s productivity and overall business performance.

Leveraging HR and Knowledge Management In a Challenging Economy 

In today’s challenging economy, organizations that optimize knowledge management—a key success factor—are leaders in their field. As a strategic business partner, HR plays an important role in fostering a workplace culture for organizational learning. From sustainability and education to workforce planning and global knowledge transfer, knowledge management is essential for competitive advantage.

 Customized Benchmarking

 Compensation Data Center

The Compensation Data Center allows SHRM members to easily create customized reports for job positions covering a variety of industries, job families and functional areas. The data in these packages are fully customizable, providing users with the ability to easily generate reports containing accurate and up-to-date data that provides documented and defensible evidence that their compensation programs are fair, comprehensive and on par with current industry trends. SHRM members can purchase complete access to each data package for $865—30 percent off the regular price.

SHRM members can also select and purchase compensation pdf reports for individual job titles—a $400 value—for just $199!

 SHRM India

 SHRM Research Quarterly

Research Quarterly 2009

2009, No. 2:  Leveraging HR and Knowledge Management In a Challenging Economy
In today’s challenging economy, organizations that optimize knowledge management—a key success factor—are leaders in their field. As a strategic business partner, HR plays an important role in fostering a workplace culture for organizational learning. From sustainability and education to workforce planning and global knowledge transfer, knowledge management is essential for competitive advantage.

2009, No. 1:  The Multigenerational Workforce: Opportunity for Competitive Success 
Demographic and social trends will have a significant impact on the workforce in the coming years.  Thus, in today’s struggling global economy, it is more important than ever for organizations to leverage the knowledge, skills and abilities of all workers—from all generations. By capitalizing on the strengths and values of different generations, HR leaders can create a competitive advantage.

Research Quarterly 2008

2008, No. 4: Effective Organizational Communication: A Competitive Advantage 
Effective organizational communication, from an HR viewpoint, focuses on openness in communication between senior management and employees, resulting in improved employee engagement and productivity.  In a cross-cultural environment, building and maintaining rapport for business relationships depends on the effective use of language and understanding differing communication styles.  These and other aspects are discussed to bring awareness to opportunities to foster better communication at all levels of the organization.


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