By Joke Ruwen-Stuursma
It is important that we all can rely on members of ESOMAR being trustworthy and professional. But if ESOMAR doesn’t audit compliance with its new 2017 ICC/ESOMAR International Code, how can you be sure all members adhere to the ethical and professional standards the Code prescribes? First and foremost, our sector relies on our combined efforts to implement ethical and professional standards. To help us achieve that, the Code has now brought in a new article to get to a swift resolution for anyone sending in a complaint against an ESOMAR member.
By Kim Smouter
The end of 2015 marked the adoption of Europe’s new General Data Protection Regulation, a legislation with massive implications for research organisations collecting and processing data on data subjects located in the European Union. It’s entry into force May 2018 does not leave a lot of time for companies to comply with the law, and there are still many grey areas in the adopted text that need to be clarified. But it may be tempting to focus solely on the General Data Protection Regulation forgetting that there is a whole set of legislation that may have just as much impact.
A look at how researchers can utilise Facebook as the world’s largest recruitment panel.
By Joeri van den Bergh and Kristof de Wulf
Four years from now, Millennials (born between 1980 and 1996) will make up over a third of the global workforce. Raised in different times and different ways, Millennials clearly differ from previous generations, both in their attitude and in their approach towards work.
Older generations often accuse Millennials of being ’entitled’, ’less accountable’ and even ’lazy’. No less than 61% of seasoned HR professionals believe Millennials are hard to manage and unprepared for the workplace. Millennials themselves also seem unhappy, with only 29% of the employed Millennials currently feeling engaged with their work. As a result, 6 out of 10 Millennials leave their companies within three years at an estimated substitution cost to the organization of $20,000 per person. As the retiring Baby Boomer generation needs to be replaced in the upcoming years, many CEOs fear they will not find the right talent to succeed. It is therefore critical for organizations to understand Millennial’s workspace-related drivers.