Tag Archive | "Workforce Planning"

Tweet Small business owners need serious cash to get their ideas off the ground. Which type of small business financing is right for you? We asked a group of entrepreneurs who have collectively raised millions of dollars about the good, bad, and ugly of small business financing. First – Is Capital Even Right for You? [...]

Large employers with complex and rapidly evolving labor needs require an integrated talent management system that will support long-term success. Unfortunately, such a solution has been easy to imagine but nearly impossible to realize. To that end, HR executives look to data mining and data analytics to boost the power of their workforce planning, allowing them to anticipate specific needs for learning and development programs that can fill potential talent shortages.

Bruce Morton, CMO of Allegis Groups Services, has a unique viewpoint on the changing nature of our global workforce. As Bruce says, our contingent workforce is growing and engaging contingency workers matters more. ”Organizations are realizing that having the best talent is of key importance to their success.” He believes we are moving to a time when companies will ask, “how do you want to engage with us?”

Here at Monster and Military.com, our ultimate goal is to get veterans to work in meaningful jobs that put their hard-earned skills to work in a civilian setting while giving employers access to a pool of largely untapped and highly valuable talent. Our just-released Veterans Talent Index more than supports the notion that veterans bring a unique set of skills and added value to the employers that hire them. Employers we surveyed overwhelmingly agree that hiring veterans just makes good business sense – nearly all (99%) employers who had hired a veteran felt their work experience was about the same or much better than non-veteran workers. Of that, 69% of employer respondents felt that veteran workers perform their job functions ‘much better’ compared to non-veterans.

As HR and recruiting professionals, we are constantly looking for “silver bullets” when it comes to hiring. We’ll pretty much try and do almost anything it we think it’s going to bring our organizations better talent. This is why I’m perplexed at the one huge miss most organizations are not fully invested or under-utilizing when it comes to talent acquisition: hiring veterans.

While Generation Y is in the midst of booming into the workforce, the job market for millennials is anything but booming. The truth is, there seem to be fewer and fewer jobs available, a matter further complicated by the fact that many members of the emerging workforce have been pigeonholed into stereotypes that aren’t necessary reflective of reality.

Has push come to shove for HR? Today’s competitive global talent market and highly mercurial business environment means one thing — when it comes to HR transformation, business as usual no longer applies. One bright side in this shifting landscape: with business hungry for a cutting edge, HR has the opportunity to lead human capital decisions, says Ravin Jesuthasan, co-author with John W. Boudreau of the new book, Transformative HR (Jossey-Bass, 2011.) MonsterThinking spoke with Jesuthasan about HR transformation strategies that will lead the way.

It pays to be beautiful if you’re a fashion model or a soap star, but how about at the office? If you’re thinking that looks don’t matter in the world of work, look again. Physical appearance can affect one’s job prospects, promotion opportunities, and relative income.

Business intelligence (BI) has exactly the same objective as the employment selection process: interpreting past data to forecast results and drive business decisions. In the case of recruiting, that decision, based on all data available, involves making the best hire possible. Most talent organizations don’t know if they’ve met their objective until months, sometimes years, after making a hiring decision. Business intelligence, however, allows HR organizations to assess quality of hire before an offer’s even extended. And it’s my belief, for a company to win the war on talent, leveraging BI is as fundamental as interviewing or collecting resumes.