DiscussHR's blog
The Workforce Paradox: We're Short on Talent, Not Just Jobs
by Tammy Erickson. It's counterproductive to discuss whether we have a talent shortage or high unemployment. We have both. Even as the economy recovers, the Obama administration's Council of Economic Advisors earlier this year projected that the unemployment rate would stay well above 6% until 2015.
At the same time, the argument that my coauthors and I put forth in 2006 in our book Workforce Crisis remains true: There are significant, growing shortages of skills in critical job categories. The recession may have obscured this trend for a couple years, but it marches steadily onward. Even at the height of the recession in 2009, U.S. companies were struggling to fill certain kinds of positions.
These two seemingly paradoxical conditions exist because many of the jobs now being created require skills that the workforce doesn't possess in sufficient quantity. This structural mismatch will be difficult to overcome, even in a climate of growth. The "workforce crisis" is a painful reality in both directions — for companies looking for the talent required to grow and, of course, for the individuals struggling to find jobs in a shrinking pool.
The Haze Over Social Media Recruiting Is Clearing
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The Haze Over Social Media Recruiting Is Clearing - Author: Marvin Smith | Source: HCI
One year ago, I created some message alerts that daily searched the web for articles related to social media recruiting or social recruiting or web 2.0 recruiting. The articles were few and far between. Today, I receive multiple alerts discussing the topic.
One year ago, I was unclear as to what the correct social strategy was for my work at Microsoft. What I did understand clearly was that the social media phenomenon was having an amazing impact on talent identification. For some reason people were self-identifying and segmenting themselves into their areas of interests. By openly declaring their affinity and interests, it made my role as a talent sourcer much easier. Well, to be perfectly candid, it made finding people easier; there was that little issue of how to engage talent on social networks. Today, our social strategy is clearer, but all the hype, buzz and conversation can cloud the key issues.
Do you have a technology strategy?
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Do you have a technology strategy? - by Eric D. Brown
Gene asks “Is Cloud Computing part of your Strategic Plan?”
While Gene’s question is a fair one, I have to ask a much simpler question….do you have a technology strategic plan? Or at the very least, do you discuss technology and/or IT in your organization’s strategic plan?
I know its a simple question….but its an important one.
Last year I spent some time working with a medium sized organization’s CIO and IT group. They had just finalized the organization’s strategic plan for the following year and wanted someone to come in and review for completeness and see if there were any holes.
Challenges in Global Talent Management
Challenges in Global Talent Management - The other day I went to my second North Ryde HR Network (NRHRN) breakfast seminar, which was on Talent Management. In 2008 at the very first NRHRN event, Ronan Carolan, HR Director with Sanofi Aventis spoke about their Talent Management strategy that they had adopted in order to address performance, engagement and succession planning
Next Generation HR research
CIPD publishes Next Generation HR research - HR must take a more sustainable view of business performance, develop greater organisational insight and become provocative leaders, the industry's professional body has advised. Publishing its Next Generation HR research, the Chartered Institute of Personnel and Development (CIPD) has called on the profession to ditch short-term high organisational performance in favour of sustainable performance and to develop a greater understanding of, and play a greater role in, the running of the business.
HR must become more insight driven, the CIPD suggested, and use its position in the business to inform leaders about future challenges, course corrections and big opportunities.
How to achieve ERP success: part 2 - the software
How to achieve ERP success: part 2 - the software - In the first article in this series on how to achieve ERP success we looked at one of the key factors which can help achieve this, namely the project team - or the A-Team - writes Ian Anderson, director at SAP services company DNAstream.
Is Your Performance System Holding Talent Back?
Is Your Performance System Holding Talent Back? - Today's strategic performance systems are agile, accelerated and adaptable. If companies want talent to be focused on their business, their performance systems can’t hold them back. Today's talent works differently than the traditional way performance has been managed.
Make your ERP roll-out succeed
Make your ERP roll-out succeed - The history of enterprise resource planning (ERP) roll-outs is far from flawless and business has been quick to blame failures on the technology.
Financial executives surveyed by Gartner rated 5% of ERP projects as complete failures and said a third of ERP projects were not a success. Only 23% of companies reported highly successful ERP projects.
But business equipment and document services company Xerox has proved that end-user training, though often overlooked, can be the difference between success and failure. Read More Here
Importance of Clear Communication during Organizational Uncertainty
Importance of Clear Communication during Organizational Uncertainty -
One would be hard pressed to find an organization not impacted by the current state of affairs, which include calls for or against financial regulatory reform, restricted access to capital for SMB(s), and a flurry of legislation and executive orders impacting how we conduct operations and relate to our employees.
Equip Your Workforce with Latest IT Tools and Support to Increase Productivity
Equip Your Workforce with Latest IT Tools and Support to Increase Productivity - Tony Doye, President, Unisys Global Outsourcing and Infrastructure Services says, "Today's knowledge worker wants to use productivity devices that are best suited to their individual work style--whether that's their own personal Web-enabled smartphone or a netbook or desktop computer provided by their company. These users also require instant access to critical information and business applications from their companies, with secure support around the clock wherever they travel.
