Top 5 Post-COVID Workforce Planning presented by Gartner. Overview of Gartner's TalentNeuron. A Premium end-to-end global labor market intelligence solution.
Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
Unleashing Competitiveness on the Cloud Continuum | Accentureaccenture
Accenture reports how the cloud continuum creates a seamless technology & capability foundation that meets business needs now and in the future. Read more.
Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Agile recruiting: Optimizing your Talent Acquisition Operating ModelBeamery
The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
Unleashing Competitiveness on the Cloud Continuum | Accentureaccenture
Accenture reports how the cloud continuum creates a seamless technology & capability foundation that meets business needs now and in the future. Read more.
Make your recruitment process transparent using Recruitment Strategy Presentation PowerPoint Presentation Slides. Let the selection process be hassle free and without any nuisance. Identify the job vacancies and their specifications, experience and the skills required for the job with the help of recruitment strategy PPT PowerPoint show. Select, screen and interview the resources from a pool of qualified candidates using recruitment process template. Analyse how many candidates walked in for the interview, their applications, eligibility, qualification, experience, and more with the help of a recruitment tracker PPT slide. Set a budget for a selection and hiring process by adding the salary budget, number of employees to be hired, total recruitment expenses, and more by incorporating the ready-to-use talent acquisition PPT deck. HR managers and recruitment specialists can get access to this content- ready recruitment strategy presentation PowerPoint Presentation slide. Download this professionally designed PPT deck and fill vacancies with qualified candidates. Advise folks to avoid creating clusters with our Recruitment Strategy Presentation PowerPoint Presentation Slides. It helps discourage groupism.
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
This Powerpoint presentation describes the fundamental elements of the management tool known as the Balanced Scorecard. It covers the fundamental building blocks of Balanced Scorecard, It's important, it's relation to strategy, a case study using this approach and how BSC can be used in improving quality, time and throughput of a company.
Tech Adoption and Strategy for Innovation & Growthaccenture
Accenture presents the benefits of investing in technology at scale by discussing the importance of tech adoption and strategy through case studies. View more.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Fintech New York: Partnerships, Platforms and Open Innovationaccenture
We are in the midst of a major disruption in the financial services that will see increasing adoption and evolution of disruptive FinTech solutions. Read our report released at the Fintech Innovation Lab’s Fifth Annual Demo Day Event.
This alliance lifecycle framework presentation was created as a tool to foster conversation and provide context on some of the questions to consider as you assess the importance and structure of a formal alliance lifecycle framework. I created this for a friend working with one of the leading Canadian consulting firms without a current formal strategy, framework or program in place for the development and management of IT channel business partner programs and relationships.
Keynote: Leading Through a Crisis and Beyond
The health crisis created by COVID-19 presents unique challenges. Recovery will not happen overnight as leaders recognize the need to measure actions in accordance with customer and market developments. Leaders must keep people focused on the present moment while preparing them for the future. This exclusive virtual session focuses on four phases, providing a roadmap for uncertain times to build an effective leadership and recovery strategy.
Essential Requirements for Generating Demand in Times of Disruption
Contingency planning for disruptions in tradeshow and event marketing is the starting point of necessary shifts to reduce the impact on awareness, demand generation and product launch efforts. Times of uncertainty and economic disruption require a balanced and diversified marketing mix. This virtual presentation shows technology marketers how to best adjust plans, including content, calls-to-action and marketing channels, and shifting budgets to optimize efforts.
Panel Discussion: Tech CEO Examples of Overcoming Challenges and Growing Business
In this virtual session, hear from leaders at tech service providers like yours, who discuss how Gartner has supported their tech journeys. You get the opportunity to learn how your peers have been able to address their most pressing priorities and become innovators in the field. This discussion will focus on the challenges you face and how to grow your business.
apidays Singapore 2023 - State of the API Industry, Manjunath Bhat, Gartnerapidays
apidays Singapore 2023 - Resilience to adaptability through digitisation
April 12 & 13, 2023
Keynote 2: State of the API Industry
Manjunath Bhat, VP Analyst at Gartner
------
Check out our conferences at https://www.apidays.global/
Do you want to sponsor or talk at one of our conferences?
https://apidays.typeform.com/to/ILJeAaV8
Learn more on APIscene, the global media made by the community for the community:
https://www.apiscene.io
Explore the API ecosystem with the API Landscape:
https://apilandscape.apiscene.io/
Make your recruitment process transparent using Recruitment Strategy Presentation PowerPoint Presentation Slides. Let the selection process be hassle free and without any nuisance. Identify the job vacancies and their specifications, experience and the skills required for the job with the help of recruitment strategy PPT PowerPoint show. Select, screen and interview the resources from a pool of qualified candidates using recruitment process template. Analyse how many candidates walked in for the interview, their applications, eligibility, qualification, experience, and more with the help of a recruitment tracker PPT slide. Set a budget for a selection and hiring process by adding the salary budget, number of employees to be hired, total recruitment expenses, and more by incorporating the ready-to-use talent acquisition PPT deck. HR managers and recruitment specialists can get access to this content- ready recruitment strategy presentation PowerPoint Presentation slide. Download this professionally designed PPT deck and fill vacancies with qualified candidates. Advise folks to avoid creating clusters with our Recruitment Strategy Presentation PowerPoint Presentation Slides. It helps discourage groupism.
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
This Powerpoint presentation describes the fundamental elements of the management tool known as the Balanced Scorecard. It covers the fundamental building blocks of Balanced Scorecard, It's important, it's relation to strategy, a case study using this approach and how BSC can be used in improving quality, time and throughput of a company.
Tech Adoption and Strategy for Innovation & Growthaccenture
Accenture presents the benefits of investing in technology at scale by discussing the importance of tech adoption and strategy through case studies. View more.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
Fintech New York: Partnerships, Platforms and Open Innovationaccenture
We are in the midst of a major disruption in the financial services that will see increasing adoption and evolution of disruptive FinTech solutions. Read our report released at the Fintech Innovation Lab’s Fifth Annual Demo Day Event.
This alliance lifecycle framework presentation was created as a tool to foster conversation and provide context on some of the questions to consider as you assess the importance and structure of a formal alliance lifecycle framework. I created this for a friend working with one of the leading Canadian consulting firms without a current formal strategy, framework or program in place for the development and management of IT channel business partner programs and relationships.
Keynote: Leading Through a Crisis and Beyond
The health crisis created by COVID-19 presents unique challenges. Recovery will not happen overnight as leaders recognize the need to measure actions in accordance with customer and market developments. Leaders must keep people focused on the present moment while preparing them for the future. This exclusive virtual session focuses on four phases, providing a roadmap for uncertain times to build an effective leadership and recovery strategy.
Essential Requirements for Generating Demand in Times of Disruption
Contingency planning for disruptions in tradeshow and event marketing is the starting point of necessary shifts to reduce the impact on awareness, demand generation and product launch efforts. Times of uncertainty and economic disruption require a balanced and diversified marketing mix. This virtual presentation shows technology marketers how to best adjust plans, including content, calls-to-action and marketing channels, and shifting budgets to optimize efforts.
Panel Discussion: Tech CEO Examples of Overcoming Challenges and Growing Business
In this virtual session, hear from leaders at tech service providers like yours, who discuss how Gartner has supported their tech journeys. You get the opportunity to learn how your peers have been able to address their most pressing priorities and become innovators in the field. This discussion will focus on the challenges you face and how to grow your business.
apidays Singapore 2023 - State of the API Industry, Manjunath Bhat, Gartnerapidays
apidays Singapore 2023 - Resilience to adaptability through digitisation
April 12 & 13, 2023
Keynote 2: State of the API Industry
Manjunath Bhat, VP Analyst at Gartner
------
Check out our conferences at https://www.apidays.global/
Do you want to sponsor or talk at one of our conferences?
https://apidays.typeform.com/to/ILJeAaV8
Learn more on APIscene, the global media made by the community for the community:
https://www.apiscene.io
Explore the API ecosystem with the API Landscape:
https://apilandscape.apiscene.io/
Sarah deLiefde, Practice Leader in Gartner's Supply Chain Research Group, held a webinar on how corporate changes will impact the Quality Role by 2020. Specifically, there are 8 trends shaping corporate functions:
🔹How will AI-based content-generating tools change your mission and products?
🔹This complimentary webinar [ON-DEMAND] explores multiple use cases that drive adoption in their early adopter customer base to provide product leaders with insights into the future of generative AI-powered businesses, and the potential generative AI holds for driving innovation and improving business processes.
Similar to Gartner Webinars: Top 5 Post-COVID Workforce Planning (20)
43% of employees learned a new-to-world skill - Increase from 34% in 2018a
47% of leaders learned a new-to-world skill
Massive skill changes were a fact of working life prior to COVID - Even Before COVID Skills Changes Complicated Workforce Planning
n = 3,970 employees 2,819 leaders
Source: 2019 Gartner Leader Effectiveness Survey for Employees
a 2018 Gartner Shifting Skills Survey, n = 7,101
Speaking notes from original deck (AI and WF 2.0)
43% of employees say they’ve had to learn an entirely new-to-world skill in the past 3 years – not just new to them, but new-to-world. That’s an increase from 34% in last year’s survey.
These new-to-world skills include things like AI engineering (also included in the definition from this survey is agile work processes, operating new machinery, and cloud computing).
Nearly half of leaders learned a new-to-world skill in the past 3 years
The takeaway here is that both employees and leaders are being faced with an expanding universe of skills – there are more skills than ever that need to be mastered to do their jobs successfully
But not only are there are more skills than ever, skills are also changing extremely quickly.
Low Confidence in Ability to Conduct Workforce Planning by HR … well before the pandemic… this is not likely to have increased
Key Points –
Building the capabilities for a more dynamic workforce hinge on the ability of the HR team to proactively and strategically help the business engage with both the external and internal labor markets at the organization from a macro to micro level. When it is something new, the quickest and easiest way to start to generate insight by looking at what’s happening in the external market. In rapidly changing environments, regularly checking in with competitors, market leaders, etc. can provide powerful insight to help the business push through to the next phase of growth.
When we were working with a healthcare organization, they were trying to quickly ramp up their digital capabilities within the organization to meet the rapidly changing demands of the market. One way to gain that type of insight is to gather trends from the market. What are others doing? What skills are they hiring? What titles? They also worked with us via the custom project channel to identify macro trends like the increased use of surgical robotics, or omnichannel communication resources between providers and patients or patient health monitoring platforms.
And foundationally, it helped to develop an understanding of what types of skills the organization might need in order to quickly move down a digital path and bring insight to the business to drive the discussion around the talent that would be necessary to help the organization adapt to the new environment and grow.
The acceleration of skills evolution and volatility in the business means organizations should expect to conduct capability needs assessments more frequently to ensure organizational capabilities stay aligned with changes in priorities.
HR leaders should look to build a robust and agile skills development capability to achieve organizational priorities as it gets harder to hire external talent to meet their fast-evolving skills needs
Key Points –
Building the capabilities for a more dynamic workforce hinge on the ability of the HR team to proactively and strategically help the business engage with both the external and internal labor markets at the organization from a macro to micro level. When it is something new, the quickest and easiest way to start to generate insight by looking at what’s happening in the external market. In rapidly changing environments, regularly checking in with competitors, market leaders, etc. can provide powerful insight to help the business push through to the next phase of growth.
When we were working with a healthcare organization, they were trying to quickly ramp up their digital capabilities within the organization to meet the rapidly changing demands of the market. One way to gain that type of insight is to gather trends from the market. What are others doing? What skills are they hiring? What titles? They also worked with us via the custom project channel to identify macro trends like the increased use of surgical robotics, or omnichannel communication resources between providers and patients or patient health monitoring platforms.
And foundationally, it helped to develop an understanding of what types of skills the organization might need in order to quickly move down a digital path and bring insight to the business to drive the discussion around the talent that would be necessary to help the organization adapt to the new environment and grow.
How do I help them think about how we will get there?
And in order to support not only the current needs, but potential future needs (which we can’t even predict because things are changing to rapidly), being able to identify adjacent skill sets can be fundamental in creating the best possible scenario for rapid shifts in skill needs. In this situation, cloud solutions isn’t necessarily something that the company needs right now but there are several secondary skills where there is already significantly more demand and therefore more experience in the market, and also likely readily able to change with new technology demands.
And incorporating this type of information in regular conversations with business leaders, hiring managers, and with L&D, talent management, and talent acquisition peers it can enable a much more rapid adjustment to this ever evolving world.
Where do we find the talent?
And here we come back to that healthcare company I was talking about. Once the conversations happened within the business, and there was clarity about the types of skills and roles that they would need, the team needed to put together a strategy to find that talent. One of the challenges or questions that they needed to answer was how fundamental was experience in the industry to being able to do the work. As you can see here, by requiring industry experience that significantly diminishes the ability to find the talent that the organization would need. So being able to say to leaders, with this requirement we are at a distinct disadvantage. Do we want to change that? Is that something we can teach internally? Additionally, if it is necessary, then we likely need to go elsewhere to look for talent. You can also see the growth rates here, so will this market support our growth over time? What does that mean for hiring? How can we use that insight around skills to strengthen our internal pipeline?
By having this type of data, the organization has the ability to drive strategic conversations about what type of talent they really need, and the cost/benefit analysis of where to find that talent, how much it will cost, and what they can do to create an advantage for themselves in the market. And a typical outcome of this type of conversation, especially with the impact that Covid has had on where work can get done, becomes how do we then capitalize on alternate locations, and how do we leverage remote and hybrid work strategies…
Key Questions: What is the overall talent landscape of customer service representatives supporting the EMEA region?
What are relevant cost parameters to consider?
How do we stack up against competitors’ job postings in certain EMEA locations?
By using location data with a focus on demand pressure, university talent, English proficiency and more, the director of HR:
Evaluated the talent supply for the focus profiles and locations as of 2Q20, as well as the list of top university talent in various locations for all relevant majors combined
Analyzed cost parameters such as the cost of living index, real estate cost, base salary cost for focus role and location to shortlist viable locations
Identified five other viable European locations outside the U.K. as the next potential hub(s) for the global bank following Brexit; will soon work with business leaders to consider hybrid and remote workforce models in alternative locations
rive social and diversity, equity and inclusion (DEI) objectives with workforce strategy decisions. Employers can embed social and DEI objectives into their workforce strategies to differentiate themselves from competitors. For instance, organizations can now take advantage of the unbounded access to global talent to bridge talent gaps for underrepresented segments.
Standalone: Typical Webinar: Looking to stay up to speed on AI and other key business and IT topics? Join the world’s leading analysts and thought leaders anytime, anywhere, with Gartner Thinkcast. Tune in to our latest podcast episodes by visiting gartner.com/podcasts or subscribe wherever you get your podcasts.
Paired with Conversation Continues Slide: You can also listen to our latest episodes to hear the world’s leading analysts and thought leaders discuss the IT and business and topics most important to you. Again, just visit gartner.com/podcasts or subscribe wherever you get your podcasts.