Description: In this episode, we’ll explore the April edition of MRA's monthly Talent Report! 
We’ll hear from Jim Morgan, Vice President of Workforce Strategies, on best practices regarding internships and cross-departmental training, uncover C-Suite priorities and top creative HR strategies, learn how to improve employee productivity, and more! 
Resources:
Talent Report+ Webinar Series 
MRA Membership 
About MRA 
Let's Connect:
Guest Bio - Jim Morgan 
Guest LinkedIn Profile - Jim Morgan 
Host Bio - Sophie Boler 
Host LinkedIn Profile - Sophie Boler 
Transcript:
Transcripts are computer generated -- not 100% accurate word-for-word.
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Hello everybody and welcome to 30 minute Thrive,
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your go to podcast for anything and everything HR.
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Powered by MRA, the Management Association.
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Looking to stay on top of the ever changing world of HR?MRA has got you
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covered.
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We'll be the first to tell you what's hot and what's not.
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I'm your host, Sophie Boler and we are so glad you're here.
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Now it's time to thrive.
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Hello, everybody, and welcome to this episode of 30 Minute Thrive.
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We're happy you're here, and I'm excited to introduce to our guests for today.
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And that's Jim Morgan.
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And we're going to be talking about the latest information on all things
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talent related for April's edition of MRA’s Talent Report.
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So if you aren't familiar with the monthly report,
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Jim Morgan, our vice president of Workforce Strategies,
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really gives an up to the minute review of what's going on in the world of business
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with an emphasis on talent, which is based on input from CEOs, CFOs
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and HR leaders from MRA's 3000 plus member companies.
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Thousand roundtable participants and subject matter experts.
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So thank you for joining us on the podcast today, Jim.
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Great to be back again.
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Well, let's really start off
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by talking about what's happening in the recruiting and retention world.
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So I know that you really emphasize retention
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and retention strategies in this month's report.
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So what are you really seeing here?
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I'd say one of the most interesting things that we're starting to see is,
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you know, historically companies have been pretty protective of their employees.
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And then even within a company, managers are pretty protective of their employees.
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So, you know, if I report to you and I say, Hey, Sophie,
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I'd like to go work in this other department,
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you're probably thinking, I don't want you to go work in the other department.
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It took me five years to train you,
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and all this time, you know, I don't want to have to go replace you.
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And companies are starting to take a little bit
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bigger picture
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view of that with their hiring managers and their supervisors.
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That if the goal is to keep me and I want to go try something else,
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let me go try something else, because at least I'm still working in the company
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and I'm still available to you as a talent, provided
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you think I'm worthwhile employee and you want to keep me.
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A