It’s a confusing time in employee relations these days for businesses, which are under increasingly competitive pressures even as workers come to expect more flexible workplace policies. Amid these conflicting demands, the Business Journal asked some personnel experts about the latest trends in human resource management.

Ruth Milkman

Professor of Sociology



UCLA

It’s very hard to generalize about human resource policies because the trend is very varied. Data shows that managerial and professional workers have much more access to maternity and paternity leave and other family-friendly policies, even if they are not taking advantage of them. Lower-end workers, however, usually don’t even have paid sick leave, much less other benefits. There is also a huge polarization in the hours that people work. High-end professionals tend to work very long hours, while on the other end of the spectrum, people have to work two or three jobs because they can’t get enough hours at just one.

Linda F. Newton

Executive Director



Human Resources Round Table

Individuals in today’s workplace no longer expect job security as firms merge, restructure and become leaner in order to compete. Employees in the job market operate as free agents, assuming more of the risk associated with employment. So when their skills are in demand, they can choose whom to work for and negotiate the terms that suit them. This usually translates to working for companies who offer opportunities for individual and professional growth, interesting and challenging assignments, and mentoring. As a result, human resource executives are seeking to be more creative and flexible in their approach to attracting and retaining talent.

Debbie McGrath

Founder



HR.com

Generally, companies aren’t increasing benefits or changing leave policies because these aren’t the leading indicators of what makes people happy in their jobs. The leading indicators are opportunity to learn, working for good managers, and an honest and open company. Most people leave jobs because their leaders aren’t good, so the most effective way to keep people happy in their jobs is to invest in leaders. Companies must also set clear standards of what is expected of their employees.

Jeff Livonius

Managing Director



Spherion Pacific Enterprises LLC

More and more employees are demanding more flexibility in order to balance their work and personal lives better. A lot of people we work with who are looking for full time jobs say that flexibility of time and the ability to telecommute are some of the most important things they consider. This is what is important for the emerging work force. Flexibility is now as important as compensation. About 25 percent of companies are also becoming more flexible and allowing their employees to find this balance of work and life. These companies are moving forward and meeting the employee need. But the majority of companies are still old school in their policies. These companies have a much harder time in attracting new employees and retaining their current employees. In some of our studies we’ve seen that 40 percent of employees who are working with rigid companies are looking for new jobs. But these companies believe that only 14 percent are looking for new opportunities. So there is a mixed perception of what is happening. Some companies just don’t recognize the need; they aren’t listening to their employees. Others simply don’t want to change.

Victoria Degtyareva