In case you missed it: Jan. 27

Posted by: Matt Rivera

Job creation has dominated headlines recently. But hiring workers and expanding the American workforce isn’t as cut-and-dry as it might seem. Here are just a few of the latest challenges that are complicating workforce management today.

TIME.com: Why You Can Get Fired for Working Too Much

The Great Recession brought to light a seemingly nationwide initiative to do more with less. Faced with workforce reductions and budget freezes, organizations tasked employees with additional responsibilities. Now, in an ironic reversal of mentality, many employers concerned about costs are actually encouraging employees to cut back their hours.

Josh Sanburn recounts the story of Sharon Smiley, a former administrative assistant at an Illinois real estate company, who was fired — believe it or not — for doing too much work. On the day in question, Smiley clocked out for her lunch break, but continued to work on an assigned project at her desk. Concerned with the image that would be conveyed to clients entering the office, managers told her that she had to leave her desk to eat. Smiley refused and was fired as a result.

And she’s not the only one.

Sanburn writes, “Many employees today are finding themselves caught between incompatible demands by companies that 1) want work to get done, 2) do not want to pay overtime, and 3) are paranoid about potential lawsuits.”

Casnocha.com: When Talent Can Easily Find New Opportunity, How Do You Retain Talent?

We’re not the only ones talking about how to create an age-neutral workplace. Earlier this week on his self-titled blog, Ben Casnocha wrote a post examining the newest generation of workers and how to manage them. Casnocha explains that, throughout their careers, the members of Generation Y are likely to job and company hop more frequently than employers would like — a pattern made easier through social networking and sharing of employment opportunities.

In response, Casnocha suggests employers acknowledge and embrace this trend by helping young workers build skills that will make them more marketable. Companies can then engage employees as members of a corporate alumni network who will become long-term ambassadors and recruiters for the company.

Wall Street Journal: Man vs. Machine, a Jobless Recovery

Timothy Aeppel examines the forces behind the jobless recovery. Specifically, he notes how instead of accelerating hiring, many companies are investing in technology, machines, or software to improve operations. According to Aeppel, if you look at history, investments made to increase productivity do eventually lead to job creation. He cites the mechanization of the farm and automation of the factory as examples.

Economists agree, saying that a modern surge in productivity will have the same beneficial effect as an investment in labor would — in the long run. In the short-term, however, a surge of efficiency allows companies to postpone hiring.

This situation ties in to the debate surrounding cloud computing, and whether or not this disruptive technology will lead to the loss of IT jobs. I encourage you to check out Doug Lubin’s post on this topic. He does a great job of explaining how innovation ultimately gives rise to more opportunities.