People who were very careful with their discretionary funds are beginning to change their attitudes and behaviors.
The tight-fisted trend is shifting to risk taking and comfort, using extra money for personal happiness instead of security.
In Las Vegas and many other gambling venues, activity has increased. Gamblers are willing to take the chance of losing more than they have for the past few years.
Small and mid-sized communities strive to improve their economic strength by attracting new employers.
Those companies bring jobs that need people who are educated, trained and ready to work. If those workers are available, everybody wins. If people are available, but not qualified, the community and the company must find resources to train them to do the work.
As we start a new year, people around the world have made resolutions and set goals for higher achievement. Traditionally, many promises we make to ourselves and others are forgotten as Jan. 1 fades into memory.
An interesting study was conducted by Sirota Intelligence in the United Kingdom.
Traditionally, military organizations have been trained and deployed as war fighters.
Whether on the offensive or defensive, attack mode or police action, the mission has been clear. Distinctions between war and relief, between domestic and foreign assignments, have clouded and transformed the role of the world’s military organizations.
The generation now in school, let us say under the age of 15, will drive radical changes in the future.
These young people will grow up racing down what we used to call “the information highway.” That term is outmoded now, with the recognition that Internet access makes travel for knowledge and relationships three-dimensional and real-time.
Employers who have difficulty retaining their valued employees often dismiss the problem as being unavoidable or an anomaly in their industry.
In a futile attempt to find excuses, many companies cite whatever comparative numbers they can discover to justify their losses. They point the fingers at other employers instead of addressing their own shortcomings.
Reminiscent of the late 1990s, employers will offer much more aggressive benefits to attract and hold the talent they need.
Recruiters and employee retention specialists will influence corporate policy makers to expand benefit programs in an increasingly competitive employment market.
We have already seen the return of concierge services. This benefit will be offered by large companies with in-house and contracted services.
Many communities have experienced the exodus of their young graduates. This mass departure hurts economic development as well as the state and federal support that these areas receive.
Some communities are taking steps to reverse the situation – to attract graduates back to the local or regional economies.
Corporate leaders develop carefully conceived plans to determine what their organizations will do in the future.
Typically, planning periods emphasize the next five years, but often extend 10 years ahead. These plans, when done thoroughly, include a vital staffing component.
Overseas travel to the United States this year is expected to be 15 percent below the peak year of 2000, according to the Travel Industry Association (TIA).
The number of international visitors should have been above 60 million this year, instead of an expected 46 million.