IBM will showcase how they are designing an internal Social Business Strategy that will continue to promote workforce collaboration. This strategy does incorporate all internal functions within the organisation, from IT and Business Intelligence to PR & Marketing; and People & Communications.
Enterprise 2.0 Summit 2013 presentation on Work Ethos and Purpose, as what comes next, after Expertise, and Collaboration. We need the systems to help organizations understand each person's purpose, if we really want to engage employees and gain productivity
IBM will showcase how they are designing an internal Social Business Strategy that will continue to promote workforce collaboration. This strategy does incorporate all internal functions within the organisation, from IT and Business Intelligence to PR & Marketing; and People & Communications.
Enterprise 2.0 Summit 2013 presentation on Work Ethos and Purpose, as what comes next, after Expertise, and Collaboration. We need the systems to help organizations understand each person's purpose, if we really want to engage employees and gain productivity
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
Do you know the skills and types of workers you need for tomorrow? How do you decide if you should hire a contract worker, transition a baby boomer to part time or hire a new employee? Join Stacia Garr, senior analyst with Bersin & Associates, for her discussion of the tools organizations can use to more effectively identify talent needs, how organizations use that information to develop a strategy to fill talent gaps and the benefits and drawbacks of different talent sources necessary to execute that strategy.
After attending this session, listeners will understand the value of workforce analytics in mapping talent needs to organizational strategy and objectives and specific approaches to doing this effectively. You will know the risks and rewards of build, buy and lease talent strategies and have examples of how to do each effectively.
On 27-28 September 2012, Fleming Europe will be hosting a European conference on the topic of social media in HR.
Companies featured include Dell,
http://human-resources.flemingeurope.com/social-media-hr
acquisition annual Global Recruiting Trends report that reveals what's top of mind among 4,000 talent acquisition decision makers for 2016: Influence business decisions and craft recruiting strategies using these key finds.
Facebook based social hiring my parichayRanjan Sinha
MyParichay Revolutionizes Social Hiring in India. MyParichay runs on top of FAcebook and is India's largest Job BOard on FAcebook with more jobs than Naukri and Monster combined. I
Infographic: 10 Things HR Does Not Want To Hear From Agile (Agile HR)Fabiola Eyholzer
When Lean | Agile meets traditional Human Resources, two worlds with different values, principles, and practices collide. See the top 10 issues Lean | Agile teams are most frustrated about when it comes to their HR.
Meeting the demands of agile teams with traditional people solutions is a challenge. In our infographic we summarized the top 10 shortcomings of Human Resources from a team perspective.
1. Performance Management kills team dynamic and agility.
2. Bonus Models do not foster agile values and undermine collaborative behavior.
3. Employee Appraisals are too ritualistic and infrequent to keep up with fast feedbacks.
4. Talent Development is not in line with continuous learning and knowledge sharing.
5. HR overlooks to also hire for mindset, ability, and conduct to thrive in agile teams.
6. HR cares more about policies and regulations than helping us unlock our potential.
7. HR is more concerned about the outdated notion of retention than engagement.
8. HR instruments are too static and do not inspire meaning and growth.
9. HR does not connect with people and cannot be trusted to act in our best interest.
10. HR does not get Agile and is not interested in understanding it.
Lean | Agile teams deserve amazing people solutions aligned with their values & principles. It is up to HR to become People Operations and create an inspiring and engaging workplace where people can thrive.
Does your HR meet the standard of Lean | Agile teams?
[2015] Trends in der Personalbeschaffung in Deutschland LinkedIn D-A-CH
Sehen Sie sich auch die Ergebnisse der weltweiten Trendbefragung über die Personalbeschaffung an: https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends-home
Talentierte Spezialisten für die Mitarbeitergewinnung und erfolgreiche HR-Führungskräfte erkennen Branchen-Trends frühzeitig und sind somit ihren Konkurrenten immer einen Schritt voraus. Auch in 2014 haben wir für Sie die entscheidenen Trends der Personalbeschaffung in Deutschland und aus aller Welt zusammengetragen, miteinander verglichen und für Sie aufbereitet, damit auch Sie im nächsten Jahr vorne mitspielen.
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
Do you know the skills and types of workers you need for tomorrow? How do you decide if you should hire a contract worker, transition a baby boomer to part time or hire a new employee? Join Stacia Garr, senior analyst with Bersin & Associates, for her discussion of the tools organizations can use to more effectively identify talent needs, how organizations use that information to develop a strategy to fill talent gaps and the benefits and drawbacks of different talent sources necessary to execute that strategy.
After attending this session, listeners will understand the value of workforce analytics in mapping talent needs to organizational strategy and objectives and specific approaches to doing this effectively. You will know the risks and rewards of build, buy and lease talent strategies and have examples of how to do each effectively.
On 27-28 September 2012, Fleming Europe will be hosting a European conference on the topic of social media in HR.
Companies featured include Dell,
http://human-resources.flemingeurope.com/social-media-hr
acquisition annual Global Recruiting Trends report that reveals what's top of mind among 4,000 talent acquisition decision makers for 2016: Influence business decisions and craft recruiting strategies using these key finds.
Facebook based social hiring my parichayRanjan Sinha
MyParichay Revolutionizes Social Hiring in India. MyParichay runs on top of FAcebook and is India's largest Job BOard on FAcebook with more jobs than Naukri and Monster combined. I
Infographic: 10 Things HR Does Not Want To Hear From Agile (Agile HR)Fabiola Eyholzer
When Lean | Agile meets traditional Human Resources, two worlds with different values, principles, and practices collide. See the top 10 issues Lean | Agile teams are most frustrated about when it comes to their HR.
Meeting the demands of agile teams with traditional people solutions is a challenge. In our infographic we summarized the top 10 shortcomings of Human Resources from a team perspective.
1. Performance Management kills team dynamic and agility.
2. Bonus Models do not foster agile values and undermine collaborative behavior.
3. Employee Appraisals are too ritualistic and infrequent to keep up with fast feedbacks.
4. Talent Development is not in line with continuous learning and knowledge sharing.
5. HR overlooks to also hire for mindset, ability, and conduct to thrive in agile teams.
6. HR cares more about policies and regulations than helping us unlock our potential.
7. HR is more concerned about the outdated notion of retention than engagement.
8. HR instruments are too static and do not inspire meaning and growth.
9. HR does not connect with people and cannot be trusted to act in our best interest.
10. HR does not get Agile and is not interested in understanding it.
Lean | Agile teams deserve amazing people solutions aligned with their values & principles. It is up to HR to become People Operations and create an inspiring and engaging workplace where people can thrive.
Does your HR meet the standard of Lean | Agile teams?
[2015] Trends in der Personalbeschaffung in Deutschland LinkedIn D-A-CH
Sehen Sie sich auch die Ergebnisse der weltweiten Trendbefragung über die Personalbeschaffung an: https://business.linkedin.com/talent-solutions/resources/recruiting-tips/global-recruiting-trends-home
Talentierte Spezialisten für die Mitarbeitergewinnung und erfolgreiche HR-Führungskräfte erkennen Branchen-Trends frühzeitig und sind somit ihren Konkurrenten immer einen Schritt voraus. Auch in 2014 haben wir für Sie die entscheidenen Trends der Personalbeschaffung in Deutschland und aus aller Welt zusammengetragen, miteinander verglichen und für Sie aufbereitet, damit auch Sie im nächsten Jahr vorne mitspielen.
Disruption to HR - Invasive HR Tech Startup (Singapore)Adrian Tan
Technology has become more and more invasive across almost every possible industries and functions. The most recent one would be FinTech as MAS gets into the game and attempts to bring together Startups, investors, financial institutions and government agencies together over the inaugural FinTech festival in Nov 2016.
From private transportation to food delivery, there has been much publicity about tech startups in many space. But you seldom hear much about HR tech startups, an area I’m extremely passionate about.
But just because you never hear of them doesn’t mean they don’t exist.
Here are the HR Tech startups that are born and bred in Singapore, and they are going to disrupt a HR department near you soon.
One Fine Hire is a marketplace that connects employers and freelance recruiters. We help employers recruit better talent, faster and cheaper than traditional staffing agencies by having recruiters competitively bid to recruit for a job.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
A Recruiting Leaders Guide to Recruitment Marketing Next PracticesSmashFly Technologies
Principal Analyst of Lighthouse Research and Advisory Kyle Lagunas and Director of Product Marketing Chris Brablc present the latest findings on the recruitment marketing vendor landscape and the evolution of recruitment marketing best practices.
Matt Howell, President of Modernista!, presents his vision for the new brand team, individual roles, and the process necessary to go from making messages to building platforms.
The Social Era is creating new market dynamics that changes the rule of business as unusual. The Social Era emphasizes the values of intangibles to create tangible results. The presentation covers the new rules and the intangible elements that are making business unusual.
This presentation was given at the Social Media in HR Summit 2012 in Dublin.
It shares the current state of digital media and social Media in Talent Attraction and Recruiting and takes a glimpse a what the future could look like.
TechZen Consulting Director Joydeep Chakraborty sharing his thoughts with the engineering students of MCA, M.Tech and B.Tech, his perspective about the new age corporate challenges. The lecture included the software industry trend in the backdrop of various technical and skill challenges. A new paradigm discussion about how the industry is preparing to face the global recession. How should the university, faculty and the students gear up, to face the new opportunities and what are the new technology trends that they should be focusing on.
Data-Ed: Unlocking business value through data modeling and data architecture...Data Blueprint
When asked why they are architecting data, many in the practice answer: "Because that is what must be done." However, a better approach to this question is to speak in terms that are understood in the executive suite – business results! All of our organizations are faced with various organizational challenges that require analysis. Building new systems is just one example. This webinar describes the use of data architecting as a basic analysis method (one of many that good analysts should keep in their “toolbox"). I will demonstrate various uses of data architecting to inform, clarify, understand, and resolve aspects of a variety of business problems. As opposed to showing how to architect data, I will show how to use data architecting to solve business problems. The goal is for you to be able to envision a number of uses for data architectures that will raise the perceived utility of this analysis method in the eyes of the business.
Learning Objectives:
Understanding how to contribute to organizational challenges beyond traditional data architecting
Realizing the fundamental difference between "definition" and "purpose"
Guiding analyses through data analysis
Using data modeling in conjunction with architecture/engineering techniques
Understanding foundational data architecture concepts based on the Data Management Body of Knowledge (DMBOK)
How to utilize data architecting in support of business strategy
In this webinar, LinkedIn's Dina Medeiros discusses the value of employer branding and how that can help you secure top talent.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
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Tweet with us: http://bit.ly/HireOnLinkedIn
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Gual Barwell - Holler, Christian Bartens - Datalicious, Barry Mowszowski - Starcom. Spoke at a NSW Youngbloods' event coined 50 Shades of Grey at Holler Sydney. In an effort to shed light on what big data means to the media and creative industries. How we can improve our consultative approach with clients to enhance their data programs as well as better leverage data to create quantifiable media and creative insights.
Esta presentación plantea las características, cualidades y competencias de los verdaderos trabajadores del conocimiento, es una actitud un estilo de vida.
Trabajadores del Conocimiento 2.0 se parecen a este
- Estan en toda la organización
- Amplias habilidades sobre una base sólida
- No está vinculado a un solo lugar
- Se conecta con los colegas, compañeros y clientes
a través de comunidades en todas partes
- Entiende "la forma de hacer las cosas aquí"
- Utiliza muchas herramientas
- Ninguna edad en particular
- Informados, interesados, comprometidos, contribuyendo
- Comparte ‣ y distribuye libremente la información
Es Ud un trabajador del conocimiento 2.0?
2. definition
‘How can people brand their talents?’
‘How can recruiters find talented young people?’
mobile
1.
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3. team
founders & members
Jacky Lee Seri Sheen
jackystyle@gmail.com coachsheen@gmail.com
Research Engineer & Designer @ LG Industrial Systems HR specialist @ Executive Search Firm
Creative Director @ Korean Electric Power IHD project Planning & Management Manager @ NGO (KNCW, UNITEF)
Industrial Design @ Kendall College of Art & Design, FSU M.S. Law @ Yonsei University
development marketing
& &
design promote
Minki Choi Dongwon Seo Taklim Lee
mentor & partners Kyung H Yoon
Founder, CEO @ Talentage
Vice chairman @ Heidrick & Struggles
President @ Benten Investments
Vice president @ Dillingham Development Company
MBA @ University of Chicago
Youngha Go Wayne B. Snyder
Partner, Interim Financial Management @ Talentage
CFO @ Zip2 Corp, MoSys, Inc, W. G. Holt, Inc, etc.
CEO @ Go ventures M.B.A. in finance from Indiana University, Bloomington
former Chiarman @ HanaTV (sold to SK group) Economics @ University of Califonia, Santa Barbara
2.
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4. trend
1994 2003 2010 2012
recruiter job portal social recruiting branding your talents!
3.
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5. competitive map mutual networks
casual pro
face card
card flick
wescan
one way networks 4.
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6. target market
online recruiting market - $30 billion (2009)
73% ages 18-34
5.
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7. needs
- Talented people, job seeker
visual profiles
something different than a resume
talent based networks
- Recruiter
mobile talent search tool
mobile DB
6.
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8. solution
visualized profile
branding all Free!
managing managing sharing
at network parties,
name cards
conferences
& networks
developing
talent keywords
goals 7.
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9. business model
- Users
customized design
- Recruiters, HR
talent search tool paid!
targeted job position advertising tool
- Others
advertisement
business report
8.
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10. user scenario
is a name card enough?
need to send
need more information
your profile to
about
a bunch of people
someone you met?
nearby?
having a hard time want to have mentors and
finding talented networks in various industries?
young people? we recommend mentors &
prospective business partners!
9.
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11. tutorial after login,
fill in your profile
photos from FB
talent cloud,
Add your own talent keywords
portfolio
symbols & logos from schools & companies
for more details
10-1.
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12. tutorial
detailed sections
past- present- future
touch! history now goals
(resume) (current situation) (aspirations)
10-2.
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13. tutorial user search tool,
exchange your profile easily
swipe
right find other users
to
find other
people add them
to your network
exchange profiles
10-3.
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14. tutorial talent cloud tool
go to
‘my cloud’ add talent keywords &
comments from
your inbound network
touch!
Point System
web master awesome web programer 54
app master awesome web programer 34
good planner awesome web programer 12
10-4.
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15. tutorial search tool for HR
findUX, design, 3D render
UI, Talents!
search findUX, design, 3D render
UI, Talents!
‘talent tag’
get search results
search based on talent
talent matches
keywords
10-5.
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16. financials
10 million users
net profit $30 million
11.
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18. Thank You
‘our product is marketing’
visit https://vimeo.com/jackystyle
got questions?
tell us your opinion!, email to jacky@goeasyworks.com
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