The latest on hiring, retention and compensation issues.

Global executive search firm Heidrick & Struggles has spent some time measuring the current and future state of global talent. Which countries have the strongest pipeline? Where will talent thrive over the next 5 years? How should companies plan strategically? It's all mapped out on their Global Talent Index, the result of a 9-month study conducted with the Economist Intelligence Unit.

In an independent survey of 150 large company senior executives developed by accounting and finance staffing specialists Robert Half International, 47% of the respondents named “baby boomer retirements” as having the greatest impact on the workforce over the next decade.

Solutions to the "worst-case scenario of an exodus of boomers walking out the door," says Robert Half's Dawn Fay, include asking boomers to continue work part-time, rehiring boomers as consultants, and offering inducements like dependent care plans.

According to the Yahoo! HotJobs annual job satisfaction survey, more than 7 in 10 workers are open to new jobs in 2008. After discontent with a supervisor, the next two reasons cited for making a move are higher salary (36%) and more growth potential (34%). Employees want manager recognition of their contributions, too. 55% of the survey respondents agree that, "People don't leave companies; they leave managers."

Lastly, Monster asks what kind of pay hikes can American professionals expect in 2008? Unfortunately, it’s business as usual, says Mercer HR Consulting, falling in the narrow 3.5% to 4% range typical of the last seven years. And talent shortages across various occupations and sectors will strain the pay-for-performance model.

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