Future Trends in Recruitment due to the impact of Covid-19Fatema Tandiwala
The impact of COVID-19 has hit businesses in multiple ways, and recruitment is no exception. Your plans to take on more staff may have gone out the window, or conversely, you might be having to hire more people than you’ve ever had to before!
Whatever situation you find yourself in, one thing’s for sure. How your company responds to this unprecedented pandemic will define your relationship with your future hires, staff, and customers.
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Agility & Talent Mobility how to enable business strategy with modern perform...Human Capital Media
In recent years, newspaper headlines have been littered with the names of companies that needed to change quickly but failed. People, and their inability to anticipate change and respond effectively, were often at the heart of those failures. In this webcast, Stacia Garr will discuss how performance management can be used by HR leaders to enable managers and employees to make critical decisions about talent and to increase the organization’s and individual employees’ agility. Listeners will have the opportunity to come away with a better understanding of:
How job profiles and competencies can enable leaders to quickly align people when business goals change
How performance management and continuous feedback can help keep employees focused on the right work
How continuous learning and development can help employees anticipate future changes and respond efficiently and effectively
Future Trends in Recruitment due to the impact of Covid-19Fatema Tandiwala
The impact of COVID-19 has hit businesses in multiple ways, and recruitment is no exception. Your plans to take on more staff may have gone out the window, or conversely, you might be having to hire more people than you’ve ever had to before!
Whatever situation you find yourself in, one thing’s for sure. How your company responds to this unprecedented pandemic will define your relationship with your future hires, staff, and customers.
Actionable Talent Strategies for the Post-COVID EraCielo
New factors are directly impacting talent strategies as businesses adapt to the changes brought on by the pandemic. In this webinar, Global industry analyst Josh Bersin will share learnings from his work with C-suite executives in planning their talent strategies for 2020 and beyond. He will be joined by Sue Marks, CEO, Cielo, and Madeline Laurano, founder, Aptitude Research who will discuss how high performing organizations have shifted their practices to position their talent acquisition teams for agility, sustainability and future success.
• Explore the major trends Bersin sees influencing the talent market and hiring climate
• Hear key observations gleaned from talent leaders in Bersin’s Big Reset executive working group
• Learn the successful approaches TA leaders are taking to support recovery and future planning
It’s important to know which trends will impact talent strategies moving forward. Join us as we discuss what’s most important to act on now for talent leaders to lead through the recovery.
Agility & Talent Mobility how to enable business strategy with modern perform...Human Capital Media
In recent years, newspaper headlines have been littered with the names of companies that needed to change quickly but failed. People, and their inability to anticipate change and respond effectively, were often at the heart of those failures. In this webcast, Stacia Garr will discuss how performance management can be used by HR leaders to enable managers and employees to make critical decisions about talent and to increase the organization’s and individual employees’ agility. Listeners will have the opportunity to come away with a better understanding of:
How job profiles and competencies can enable leaders to quickly align people when business goals change
How performance management and continuous feedback can help keep employees focused on the right work
How continuous learning and development can help employees anticipate future changes and respond efficiently and effectively
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
The business outlook across Asia for 2014 looks set for a positive trajectory, but there are a number of uncertainties that will have many business leaders watching over their shoulders.
The latest Executive Outlook Survey 2014 from KellyOCG shows that while there is widespread agreement about continuing economic and business improvement, it is not unbridled optimism.
Global economic events and local Asian business sentiment are coalescing in 2014 to produce a whirlwind of possible scenarios for the world economy.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Recruitment Policy and Procedure".
The report is for in-house recruiters and HR professionals working within technology businesses. Alternatively, if you are looking to hire a technology professional in any other industry, this report will be useful to you.
It’s time for HR to step up – to introduce and
lead the enterprise to the value of talent
management. It’s time for HR to revolutionize its role.
This e-book is explaining how HR needs to work in the future.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
Click through to see the top corporate recruiting trends for India in 2012.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
The business outlook across Asia for 2014 looks set for a positive trajectory, but there are a number of uncertainties that will have many business leaders watching over their shoulders.
The latest Executive Outlook Survey 2014 from KellyOCG shows that while there is widespread agreement about continuing economic and business improvement, it is not unbridled optimism.
Global economic events and local Asian business sentiment are coalescing in 2014 to produce a whirlwind of possible scenarios for the world economy.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Recruitment Policy and Procedure".
The report is for in-house recruiters and HR professionals working within technology businesses. Alternatively, if you are looking to hire a technology professional in any other industry, this report will be useful to you.
It’s time for HR to step up – to introduce and
lead the enterprise to the value of talent
management. It’s time for HR to revolutionize its role.
This e-book is explaining how HR needs to work in the future.
Here's a copy of the proposed social media policy for members of Presidential Communications and Operations Offices employees, and accredited bloggers.
Feel free to give suggestions, you can course your comments thru Facebook Page @PresidentialCom
Inclusive growth is not a pipedream. The Department of Science and Technology is earnest in enabling the benefits of progress to be felt by more and more Filipinos through its umbrella S&T program, Smarter Philippines.
Talent Management - NASSCOM Session for Software Products 20143nayan Publishing
Talent Management is a critical area for the success of a small or medium enterprise. Especially so in the case of a software products organization in India because of the environment, lack of cash cows (like staff augmentation in IT services), small teams, need for a different mindset etc.
What are the talent challenges, how do you grow your team vertically and utilize them optimally to bring out their best for your organization as well as for them. Read on to know more.
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This was a presentation made at a NASSCOM event in New Delhi, in October 2014 ------------------------------------------------------------------------------------
3nayan Consulting is reachable at reach@3nayan.in
About the Webinar
This presentation provides an update on the Project Management Institute’s Continuing Certification Requirements (CCR) and provides information on how to maintain professional certification.
Benefits
After attending this webinar, participants will:
• Understand the new CCR guidelines
• Recognize the differences in the previous guidelines to the new guidelines
• See what must be done to maintain PMI professional certification(s)
• Know what is required to maintain multiple PMI professional certifications -- when an individual holds more than one PMI professional certification
• Realize what is necessary to re-establish PMI professional certification in the event that it has lapsed due to not fulfilling annual certification maintenance requirements
• Comprehend how to earn PDUs and potentially apply them to more than one certification, i.e., a PMI certification and non-PMI certifications (other certification programs that require certification maintenance which can be accomplished by taking relevant courses each year)
progrow Strategy Implementation Services for SMEsProServ
progrow is a strategy implementation service for SME’s specifically designed to guide and facilitate the strategy development process.
More details visit https://www.i-proserv.com/strategy-implementation/
Strategic Dimension of Corporate Learning - Drivers for LMS Implementation at...Maren Schubert, Ph.D.
Studies confirm that one of the biggest competitive advantages lies in a company-wide learning strategy that goes far beyond traditional training approaches.
While the impact for some industries is bigger than others, automotive and therefore automotive supply certainly are seriously affected by globalization and market dynamics and even represent a changing market themselves.
Developments and trends in the automotive industry have direct implications on the automotive supply industry and require new strategies also in HR, in particular in the areas of talent management and corporate learning.
How to Source Digital Initiatives to Drive Revenue GenerationNeo Group Inc
This webinar shares practical case studies that illustrate how companies have successfully sourced digital initiatives to achieve sustainable revenue gains.
This presentation was conducted at the future of smart manufacturing in Sharjah event, as organized by the Science Technology and Innovation Park and the American University of Sharjah, on 15/4/2019
Similar to 17th Learning EB: solving the challenges of talent management (20)
Does Ending Endo Contribute to Inclusive Economic GrowthSonnie Santos
by Vicente Paqueo and Aniceto Orbeta Jr.
Fellows, PIDS and FEF
(a copy of this presentation was given to participants of the FEF Paderanga-Varela Memorial Lecture, to share, study and discuss with the objective of generating discussion about the effects of "ending endo" or temporary employment contract, and arrive at a win-win solution to the problem)
copyright belongs to the authors of the study
With Bangsamoro in mind, How PH can Learn from UK and its Handling of IrelandSonnie Santos
This is the presentation of the British Embassy on the Forum on Devolution and Autonomy, to share lessons on their handling of Ireland. This lessons can be applied on how PH can handle the issues involving the Bangsamoro autonomy and the creation of the Bangsamoro Basic Law.
Salient Deletions and Amendments to HB 4994; Substituted by HB 5811Sonnie Santos
this document highlights the deleted unconstitutional provision of HB 4994. HB4994 was now substituted by HB 5881. If enacted, it'll serve as the Bangsamoro Basic Law
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
11. Scalable Educated Talent Pool
Cost Competiveness
Excellent Infrastructure
Government Support & Public-Private
Partnership
Proven Track Record
Why The Philippines
12. 12
Source: CHED 2012; CIA World Factbook
2012-2013; NSO 2013;
indexmundi.com
Number of college degree graduates 2013
Projection
2016
Projection
Medical and natural sciences, allied
fields
158,159 183,459
Business, accounting, and related
fields
119,526 129,168
Social and behavioral sciences,
education
67,474 65,558
Engineering and architecture 57,799 63,191
IT-related and mathematics 57,921 65,420
Fine arts, masscom, humanities 13,549 14,673
TOTAL Tertiary level 533,273 584,474
Pop Labor force Unemp rate Literacy
World 7,111M 3,302M 6.0% 83.7%
India 1,221M 487M 8.5% 61.0%
China 1,350M 799M 6.5% 92.2%
Brazil 201M 106M 5.5% 88.6%
Philippines 105M 41M 7.0% 92.6%
500,000+ college graduates per year
3,000+ CPAs
English proficiency & other languages
Affinity with Western culture
Customer service orientation
Highly trainable
Cost effective
High level of commitment and loyalty
The Philippine Talent Pool
24. Average Scores Per School for Cognitive Ability Vis-a-Vis Industry Score
Average Scores – Total Cognitive Ability
25. Average Scores Per School for English Proficiency Vis-a-Vis Industry Scores
Average Scores – English Proficiency
26. Average Scores Per School for Computer Literacy Vis-a-Vis Industry Scores
Average Scores – Computer Literacy
27. Average Scores Per School for Perceptual Speed and Accuracy Vis-a-Vis Industry Scores
Average Scores – Perceptual Speed and Accuracy
28. Service Management
Specialization Track
(in Undergraduate
Education)
A 21-unit minor course or specialization track taken by
business and IT majors in college intending to go into IT-
BPO and GIC or other service industries.
Key Programs to Raise Standards
30. Committee members include :
• Core industry representatives from IBM., Accenture, HP,
Stream Global, Philippine Software Industry Association (PSIA),
Health Information Management Outsourcing Association of
the Philippines (HIMOAP)
• Academe representatives from Asia Pacific College, Jose Rizal
University, Our Lady of Fatima and member schools of Phil.
Assoc. of Collegiate Schools of Business
• Other industry and academe representatives
Service Management Specialization Track under CMO
No. 6 and 34, Series of 2012
31. BPAP Specialization Track
• Business Communications for the Global Workspace
• Service Culture
• Principles of Systems Thinking
• Fundamentals of IT-Business Processes of Outsourcing 101
• Fundamentals of IT-Business Processes of Outsourcing 102
• OJT/ Internship Program 600 hours
• 21 units (including OJT)
• Approved for Business and IT courses
Service Management Specialization Track under CMO
No. 6 and 34, Series of 2012
33. Industry Academe Partnership
• Strategic alliance with the IT-BPM companies
– In discussions with more than 20 IT-BPM companies to
partner with the 17 SUCs
36. • Integrated Content
• Standard methods design
for scale deployment
• Certification and QA of
Master Trainers
• Standards and scale
deployment to HEIs
• Academe-Industry
Interventions
• Assessment and QA of
Faculty
PROJECT FRAMEWORK:
ACADEME-INDUSTRY ALIGNMENT
MODEL: CHED-IBPAP PROJECT
Enabling Partners
(Training institutions,
Solutions providers)
Industry Associations
IBPAP with ACPI, GDAP,
CCAP, HIMOAP, PSIA
Academe, HEI Industry Partner
Company
• Standards: Development,
Assessment/
Industry Certification, QA &
Continuing Development
• Over-All Governance
• Industry/Career Marketing
• Academe Leaders
• Co develop standards
• Supply Graduates to
Industry Partner
• Promote Industry &
Industry Standards
• HEI Strategic Partner
• Industry Branding
• OJT/Practicum
• Recruiting
• Incentives to HEI
Partner
Enabler
Training &
Certification
40. 41
The engagement imperative; the new norm of employee-driven
development
• An engaged workforce is essential to drive growth and
innovation
• Thus employee retention is everyone’s concern due to
the rapid growth of the industry
Global Trends in Talent Acquisition and Talent
Management
41. 42
Focus on internal mobility
• Greater focus on internal mobility and up skilling employees.
• Tighter budgets, the requirement for specific talent areas and
increased complexity in global workforce planning will mean that many
businesses look internally to solve their staffing issues, rather than
externally.
Global Trends in Talent Acquisition and Talent
Management
42. 43
The rise of talent communities
• The use of talent communities to build a sustainable
strategy for engaging internal and external talent
• How to keep candidates (now and in the future) “warm”
Global Trends in Talent Acquisition and Talent
Management
43. Global Trends in Talent Acquisition and Talent
Management
Global complexity in workforce planning
• The trend continues
Consumer-grade employer branding
• Businesses will start to treat candidates like true
consumers
• Strategies and tactics used by consumer brands to
attract and maintain a relationship with customers can
be applied to the candidate experience.
.
44. 45
The new talent battlefields
• The drive for growth they will be focused on hiring
critical talent emergence of some new, fiercely fought,
areas such as the fight for talent in emerging markets.
Global Trends in Talent Acquisition and Talent
Management
45. 46
Balancing short-term challenges with long-term positioning
• The need to balance shorter term financial challenges with
longer term strategic needs – such as the imperative to build
a brand that can attract talent over the longer term.
Global Trends in Talent Acquisition and Talent
Management