Sylvia Ann Hewlett of the Center for Work-Life Policy discusses how to keep engagement up when business is down.

In the last 14th APEC Women Leaders’ Network Meeting , held on August 4 and 5, 2009, makes 10 policy recommendations in Singapore. Over 600 women delegates from 21 APEC economies have attended this meeting. In this meeting, they have discussed a partnership that enable women to leverage on info-communications technology, to harmonise their work and family life, to achieve both their career as well as familial aspirations.”

The policy recommendations which will be proposed to the APEC Leaders are:

1. Strengthen capacity building programmes, including education and vocational skills training for women.
2. Promote employment generation programmes to level-up women particularly those in informal and vulnerable sectors.
3. Ensure access to financing especially for micro and small enterprises.
4. Secure social safety nets for women.
5. Simplify business registration and operational processes.
6. Promote the use of science and technology as an enabler and leveller for women.
7. Facilitate access to information communication technology (ICT) especially for rural and indigenous women, through the provision of services, equipment and technological literacy training.
8. Encourage public-private partnerships, including civil society, as a viable approach in furthering the contributions of women to the economy.
9. Support social enterprise as a business model for women and sustainable development.
10. Recognize the economic and social value of supporting, investing and promoting programmes and measures relating to environmental issues such as climate change, and work-life initiatives, such as childcare and caregiver support.

A model that you want to check out is the Functionality Wheel to keep top talent engaged in tight times

The Functionality Wheel, on the left, shows that this company’s processes are weak on sourcing, development, deployment, and rewards; better when it comes to retention, assimilation, performance management, and engagement. The Vitality Wheel, right, demonstrates a high level of commitment, but engagement – the inclination to dig into the work of talent management – is low among top managers. As for accountability, the company is weak across the board.

Make Your Company a TALENT FACTORY.

If you like to locate this illustration. It can be found on Harvard Business Review, Jun2007, Vol. 85 Issue 6, p68-77, 10p, 1 diagram, 1 illustration, 1 color. Diagram; found on p72.

Librarian’s Recommendation (NTU Community)

1. You might want to read Harvard Business Review for more related, “Keeping Top Talent Engaged in Tight Times”.
2. Other Databases:
   • Emerald Management Xtra
   • ProQuest (ABI/INFORM + Accounting and Tax)
   • and many more … (click under business)

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