The document discusses selecting the right technology for a marketplace business. It explains that technology is the backbone of any digital business and marketplace. When deciding on marketplace technology, factors like budget, time-to-market, and technical skills should be considered. The main options for marketplace technology include developing it from scratch, building on existing software, or leveraging a SaaS solution. The right choice depends on the company's situation, finances, and skills.
Recruitment plays a key role in acquiring talent to meet companies' current and future needs. The three dimensions that act as a talent filter in recruitment are the HR recruiter, corporate recruiter, and technology and trends. Technology has revolutionized recruitment by allowing companies to post jobs online and use social media and applicant tracking systems to find and evaluate candidates. Analytics can help companies assess which recruitment strategies are most effective at attracting qualified talent.
Strategic importance of hiring with recruitment & employmentacreatynigeria
Recruitment Outsourcing Firms in Nigeria invest their resources, time and energy into sourcing, selecting and hiring the best talent to the client Company. RPO companies have the right models and structures in place to adapt to any situation.
Have you ever questioned the qualities of a successful staffing agency? Do you know what recruitment techniques all excellent HR team members have in common to make them successful? Many qualities enable a US Staffing Agency to perform their jobs well. These abilities are a unique blend of hard and soft talents. Recruiters can either develop them through time or train themselves to match the market needs.
Have you ever questioned the qualities of a successful staffing agency? Do you know what recruitment techniques all excellent HR team members have in common to make them successful? Many qualities enable a US Staffing Agency to perform their jobs well. These abilities are a unique blend of hard and soft talents. Recruiters can either develop them through time or train themselves to match the market needs.
1. The document discusses talent acquisition and management in social organizations. It focuses on how social organizations can effectively attract, recruit, and retain talent despite constraints like lower salary structures.
2. It outlines different approaches to talent acquisition, including building an agile function, strong employer branding, leveraging social media, and using metrics to improve performance. New technologies are also changing how organizations source candidates.
3. Managing the fundamentals of networking, technology, and marketing is key to the talent acquisition process. Onboarding is also important for integrating new employees. The conclusion emphasizes that an open talent management system allows organizations to access skills flexibly.
The document discusses how to maintain a quality HR platform to efficiently manage the workforce. It recommends continuous learning programs to keep HR staff up to date on trends, domain expertise in different industries, and pragmatic performance reviews focused on objectives. It also suggests online HR communities to understand market trends, scope for innovation, employee engagement programs, people analytics to understand employee needs, and HR technologies like intranet systems and chat forums.
This document discusses how to evaluate whether a company's recruiting function is cost-effective or costly. It suggests considering factors like whether in-house and external recruiters understand basic details about the company and can answer candidates' questions. It also recommends assessing recruiters' performance metrics, relationship with the company's culture, and ability to source quality candidates. Lastly, it advises calculating costs of attrition, vacant roles, and ineffective recruiting practices to determine the true costs and potential for improving efficiency of the recruiting process.
En cntnt-ebook-savvy-hr-leader-guide-to-digital-recruitingAnthony Acampora
Digital tools can help optimize the talent lifecycle from attracting candidates to onboarding and retaining employees. During the attracting phase, companies should focus on building their employer brand and showcasing their unique culture. Data and predictive analytics can help identify the best candidates during the hiring process. Onboarding is critical for new employee productivity and integration, and digital tools can streamline onboarding. Ongoing employee development and empowerment is also important for engagement and retention.
Recruitment plays a key role in acquiring talent to meet companies' current and future needs. The three dimensions that act as a talent filter in recruitment are the HR recruiter, corporate recruiter, and technology and trends. Technology has revolutionized recruitment by allowing companies to post jobs online and use social media and applicant tracking systems to find and evaluate candidates. Analytics can help companies assess which recruitment strategies are most effective at attracting qualified talent.
Strategic importance of hiring with recruitment & employmentacreatynigeria
Recruitment Outsourcing Firms in Nigeria invest their resources, time and energy into sourcing, selecting and hiring the best talent to the client Company. RPO companies have the right models and structures in place to adapt to any situation.
Have you ever questioned the qualities of a successful staffing agency? Do you know what recruitment techniques all excellent HR team members have in common to make them successful? Many qualities enable a US Staffing Agency to perform their jobs well. These abilities are a unique blend of hard and soft talents. Recruiters can either develop them through time or train themselves to match the market needs.
Have you ever questioned the qualities of a successful staffing agency? Do you know what recruitment techniques all excellent HR team members have in common to make them successful? Many qualities enable a US Staffing Agency to perform their jobs well. These abilities are a unique blend of hard and soft talents. Recruiters can either develop them through time or train themselves to match the market needs.
1. The document discusses talent acquisition and management in social organizations. It focuses on how social organizations can effectively attract, recruit, and retain talent despite constraints like lower salary structures.
2. It outlines different approaches to talent acquisition, including building an agile function, strong employer branding, leveraging social media, and using metrics to improve performance. New technologies are also changing how organizations source candidates.
3. Managing the fundamentals of networking, technology, and marketing is key to the talent acquisition process. Onboarding is also important for integrating new employees. The conclusion emphasizes that an open talent management system allows organizations to access skills flexibly.
The document discusses how to maintain a quality HR platform to efficiently manage the workforce. It recommends continuous learning programs to keep HR staff up to date on trends, domain expertise in different industries, and pragmatic performance reviews focused on objectives. It also suggests online HR communities to understand market trends, scope for innovation, employee engagement programs, people analytics to understand employee needs, and HR technologies like intranet systems and chat forums.
This document discusses how to evaluate whether a company's recruiting function is cost-effective or costly. It suggests considering factors like whether in-house and external recruiters understand basic details about the company and can answer candidates' questions. It also recommends assessing recruiters' performance metrics, relationship with the company's culture, and ability to source quality candidates. Lastly, it advises calculating costs of attrition, vacant roles, and ineffective recruiting practices to determine the true costs and potential for improving efficiency of the recruiting process.
En cntnt-ebook-savvy-hr-leader-guide-to-digital-recruitingAnthony Acampora
Digital tools can help optimize the talent lifecycle from attracting candidates to onboarding and retaining employees. During the attracting phase, companies should focus on building their employer brand and showcasing their unique culture. Data and predictive analytics can help identify the best candidates during the hiring process. Onboarding is critical for new employee productivity and integration, and digital tools can streamline onboarding. Ongoing employee development and empowerment is also important for engagement and retention.
This document discusses how workforce analytics can help transform today's workforce to meet future needs. It emphasizes that effective talent management requires using data and analytics to understand employees and predict needs. Workforce analytics can help with recruiting, retention, and strategic planning. The document recommends establishing a single source of truth for employee data and using predictive analytics to flag issues and optimize workforce performance. Overall, it argues that analytics are crucial for high-performing talent management.
Talent attraction for the modern recruiterSoraya Lavery
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
Fundamentals of Recruitment Analytics OutlineDan Meyer
This document provides an outline for a training on fundamentals of recruitment analytics. It covers topics such as defining recruitment analytics, assessing an organization's current use of analytics, key recruitment metrics to track, finding the right data, applicant tracking systems, using big data and business intelligence in recruiting, and making data-driven decisions. The training agenda includes an overview of trends in the Philippine recruitment industry and a self-assessment of an organization's analytics culture. It emphasizes using data to understand factors like employee retention and satisfaction.
Business leaders often say their employees are their organization’s most valuable asset. But how much insight do companies truly have into their workforce? Discover more at http://www.csod.com/TalentIQ
The document provides an overview of talent acquisition, including its importance, key components, and best practices. It discusses talent acquisition as a strategic process that includes sourcing, selecting, and onboarding new hires. The document outlines the talent acquisition workflow and explains important considerations like person-job and person-organization fit. It also provides tips for developing strong interview questions and effectively evaluating candidates.
The document discusses 5 key trends changing the talent acquisition landscape:
1. Diversity hiring is becoming a priority as companies recognize the benefits of a diverse workforce. However, many organizations still lack concrete plans and fall short of their diversity goals.
2. Technology is playing a bigger role in recruiting through specialized tools that use analytics, AI, and machine learning to increase efficiency.
3. Candidates' overall experience, including those who aren't hired, is becoming important to maintain a positive employer brand and passive talent pool.
4. Online presence and social media are increasingly essential to employer branding and engaging prospective candidates beyond just job postings.
5. Advances in applicant tracking systems allow recruiters to quickly access
Technology's Impact on Attracting Recruiting and Hiring a Competent Workforcejscher
Technology is dramatically impacting how companies attract, recruit, and hire employees. As baby boomers retire, companies face a shortage of skilled workers and a need for employees with new technical skills. Recruiting processes are often inefficient and ineffective at identifying the best candidates. However, technologies like social media, online assessments, and video interviewing can help companies build talent pipelines, screen more candidates, and improve hiring. Companies must re-evaluate their recruiting strategies and leverage technology to address these challenges.
Technology's Impact on Attracting Recruiting and Hiring a Competent WorkforcePeak Focus
Technology is dramatically impacting how companies attract, recruit, and hire employees. As baby boomers retire, companies face a shortage of skilled workers and a need for employees with new technical skills. Recruiting processes are often inefficient and ineffective at identifying the best candidates. However, technologies like social media, online assessments, and video interviewing can help companies build talent pipelines, screen more candidates, and improve hiring. Companies need to re-evaluate their recruiting strategies and leverage technology to address these challenges.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Decoding the DNA of right talent - identify right millennials for your organi...Randstad India
Talent acquisition is getting increasingly difficult in today's tech driven age. The TrueFit model, described, here, is a proven way to decode the DNA of right talent.
Revolutionizing Recruitment - Cutting-Edge Strategies for Talent AcquisitionFactsuitePerformance
This presentation explores modern talent acquisition strategies, emphasizing the importance of candidate experience and leveraging technology in recruitment. It offers insights into utilizing social media, employer branding, and referral programs to attract top talent. For more information, please visit : https://www.factsuite.com/
The document discusses human resource planning (HRP) which involves assessing an organization's current human resources, forecasting future demand and supply of human resources, and matching demand and supply to address shortages or surpluses. The key steps in HRP are assessing current HR, forecasting demand, forecasting supply, and developing an action plan to address gaps. HRP helps ensure the right people are in the right positions at the right time to achieve organizational goals.
Checklist:
1) Establish where your business is going.
2) Understand where the labor market is going.
3) Understand your future talent demands.
4) Assess your current talent inventory.
5) Identify your talent gaps.
6) Implementation.
Data-driven recruitment uses data and analytics to improve the hiring process. It integrates data from various sources like applicant tracking systems to enhance hiring quality. Data-driven recruitment relies on analytics, predictive analysis of candidate success, performance metrics, technologies like AI and machine learning, big data, competitive intelligence, and personalized candidate experiences while ensuring compliance. It provides strategic, scalable, and cost-effective benefits to organizations.
Human resources planning involves forecasting an organization's future staffing needs. It is important for ensuring the right number of employees are available with the needed skills to achieve organizational objectives. However, HR planning faces challenges in accurately predicting needs and finding applicants with required skills. Environmental changes and mismatches between forecasted and actual demand can also impact HR planning. Effective recruitment, training, and communication between HR and managers is necessary for successful human resources forecasting and management.
Partnering with an RPO provider can transform your recruitment process, leading to faster, more effective hiring, and ultimately, better business outcomes. Ready to elevate your hiring strategy? Reach out to an RPO expert today!
8 Best Recruitment and Selection Strategies for the Modern Workforcejanviverma11
The success of any organization depends on its ability to attract and retain top talent. With the invention of new technologies and changing work dynamics, traditional recruitment methods and selection strategies have changed with the passage of time.
Learn SQL from basic queries to Advance queriesmanishkhaire30
Dive into the world of data analysis with our comprehensive guide on mastering SQL! This presentation offers a practical approach to learning SQL, focusing on real-world applications and hands-on practice. Whether you're a beginner or looking to sharpen your skills, this guide provides the tools you need to extract, analyze, and interpret data effectively.
Key Highlights:
Foundations of SQL: Understand the basics of SQL, including data retrieval, filtering, and aggregation.
Advanced Queries: Learn to craft complex queries to uncover deep insights from your data.
Data Trends and Patterns: Discover how to identify and interpret trends and patterns in your datasets.
Practical Examples: Follow step-by-step examples to apply SQL techniques in real-world scenarios.
Actionable Insights: Gain the skills to derive actionable insights that drive informed decision-making.
Join us on this journey to enhance your data analysis capabilities and unlock the full potential of SQL. Perfect for data enthusiasts, analysts, and anyone eager to harness the power of data!
#DataAnalysis #SQL #LearningSQL #DataInsights #DataScience #Analytics
This document discusses how workforce analytics can help transform today's workforce to meet future needs. It emphasizes that effective talent management requires using data and analytics to understand employees and predict needs. Workforce analytics can help with recruiting, retention, and strategic planning. The document recommends establishing a single source of truth for employee data and using predictive analytics to flag issues and optimize workforce performance. Overall, it argues that analytics are crucial for high-performing talent management.
Talent attraction for the modern recruiterSoraya Lavery
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
Fundamentals of Recruitment Analytics OutlineDan Meyer
This document provides an outline for a training on fundamentals of recruitment analytics. It covers topics such as defining recruitment analytics, assessing an organization's current use of analytics, key recruitment metrics to track, finding the right data, applicant tracking systems, using big data and business intelligence in recruiting, and making data-driven decisions. The training agenda includes an overview of trends in the Philippine recruitment industry and a self-assessment of an organization's analytics culture. It emphasizes using data to understand factors like employee retention and satisfaction.
Business leaders often say their employees are their organization’s most valuable asset. But how much insight do companies truly have into their workforce? Discover more at http://www.csod.com/TalentIQ
The document provides an overview of talent acquisition, including its importance, key components, and best practices. It discusses talent acquisition as a strategic process that includes sourcing, selecting, and onboarding new hires. The document outlines the talent acquisition workflow and explains important considerations like person-job and person-organization fit. It also provides tips for developing strong interview questions and effectively evaluating candidates.
The document discusses 5 key trends changing the talent acquisition landscape:
1. Diversity hiring is becoming a priority as companies recognize the benefits of a diverse workforce. However, many organizations still lack concrete plans and fall short of their diversity goals.
2. Technology is playing a bigger role in recruiting through specialized tools that use analytics, AI, and machine learning to increase efficiency.
3. Candidates' overall experience, including those who aren't hired, is becoming important to maintain a positive employer brand and passive talent pool.
4. Online presence and social media are increasingly essential to employer branding and engaging prospective candidates beyond just job postings.
5. Advances in applicant tracking systems allow recruiters to quickly access
Technology's Impact on Attracting Recruiting and Hiring a Competent Workforcejscher
Technology is dramatically impacting how companies attract, recruit, and hire employees. As baby boomers retire, companies face a shortage of skilled workers and a need for employees with new technical skills. Recruiting processes are often inefficient and ineffective at identifying the best candidates. However, technologies like social media, online assessments, and video interviewing can help companies build talent pipelines, screen more candidates, and improve hiring. Companies must re-evaluate their recruiting strategies and leverage technology to address these challenges.
Technology's Impact on Attracting Recruiting and Hiring a Competent WorkforcePeak Focus
Technology is dramatically impacting how companies attract, recruit, and hire employees. As baby boomers retire, companies face a shortage of skilled workers and a need for employees with new technical skills. Recruiting processes are often inefficient and ineffective at identifying the best candidates. However, technologies like social media, online assessments, and video interviewing can help companies build talent pipelines, screen more candidates, and improve hiring. Companies need to re-evaluate their recruiting strategies and leverage technology to address these challenges.
The human resource planning process is one of the main responsibilities of the HR Manager. But at present this responsibility does not solely come under the HR Managers context since it directly affects the profitability of the company consequently.
Decoding the DNA of right talent - identify right millennials for your organi...Randstad India
Talent acquisition is getting increasingly difficult in today's tech driven age. The TrueFit model, described, here, is a proven way to decode the DNA of right talent.
Revolutionizing Recruitment - Cutting-Edge Strategies for Talent AcquisitionFactsuitePerformance
This presentation explores modern talent acquisition strategies, emphasizing the importance of candidate experience and leveraging technology in recruitment. It offers insights into utilizing social media, employer branding, and referral programs to attract top talent. For more information, please visit : https://www.factsuite.com/
The document discusses human resource planning (HRP) which involves assessing an organization's current human resources, forecasting future demand and supply of human resources, and matching demand and supply to address shortages or surpluses. The key steps in HRP are assessing current HR, forecasting demand, forecasting supply, and developing an action plan to address gaps. HRP helps ensure the right people are in the right positions at the right time to achieve organizational goals.
Checklist:
1) Establish where your business is going.
2) Understand where the labor market is going.
3) Understand your future talent demands.
4) Assess your current talent inventory.
5) Identify your talent gaps.
6) Implementation.
Data-driven recruitment uses data and analytics to improve the hiring process. It integrates data from various sources like applicant tracking systems to enhance hiring quality. Data-driven recruitment relies on analytics, predictive analysis of candidate success, performance metrics, technologies like AI and machine learning, big data, competitive intelligence, and personalized candidate experiences while ensuring compliance. It provides strategic, scalable, and cost-effective benefits to organizations.
Human resources planning involves forecasting an organization's future staffing needs. It is important for ensuring the right number of employees are available with the needed skills to achieve organizational objectives. However, HR planning faces challenges in accurately predicting needs and finding applicants with required skills. Environmental changes and mismatches between forecasted and actual demand can also impact HR planning. Effective recruitment, training, and communication between HR and managers is necessary for successful human resources forecasting and management.
Partnering with an RPO provider can transform your recruitment process, leading to faster, more effective hiring, and ultimately, better business outcomes. Ready to elevate your hiring strategy? Reach out to an RPO expert today!
8 Best Recruitment and Selection Strategies for the Modern Workforcejanviverma11
The success of any organization depends on its ability to attract and retain top talent. With the invention of new technologies and changing work dynamics, traditional recruitment methods and selection strategies have changed with the passage of time.
Learn SQL from basic queries to Advance queriesmanishkhaire30
Dive into the world of data analysis with our comprehensive guide on mastering SQL! This presentation offers a practical approach to learning SQL, focusing on real-world applications and hands-on practice. Whether you're a beginner or looking to sharpen your skills, this guide provides the tools you need to extract, analyze, and interpret data effectively.
Key Highlights:
Foundations of SQL: Understand the basics of SQL, including data retrieval, filtering, and aggregation.
Advanced Queries: Learn to craft complex queries to uncover deep insights from your data.
Data Trends and Patterns: Discover how to identify and interpret trends and patterns in your datasets.
Practical Examples: Follow step-by-step examples to apply SQL techniques in real-world scenarios.
Actionable Insights: Gain the skills to derive actionable insights that drive informed decision-making.
Join us on this journey to enhance your data analysis capabilities and unlock the full potential of SQL. Perfect for data enthusiasts, analysts, and anyone eager to harness the power of data!
#DataAnalysis #SQL #LearningSQL #DataInsights #DataScience #Analytics
The Ipsos - AI - Monitor 2024 Report.pdfSocial Samosa
According to Ipsos AI Monitor's 2024 report, 65% Indians said that products and services using AI have profoundly changed their daily life in the past 3-5 years.
4th Modern Marketing Reckoner by MMA Global India & Group M: 60+ experts on W...Social Samosa
The Modern Marketing Reckoner (MMR) is a comprehensive resource packed with POVs from 60+ industry leaders on how AI is transforming the 4 key pillars of marketing – product, place, price and promotions.
State of Artificial intelligence Report 2023kuntobimo2016
Artificial intelligence (AI) is a multidisciplinary field of science and engineering whose goal is to create intelligent machines.
We believe that AI will be a force multiplier on technological progress in our increasingly digital, data-driven world. This is because everything around us today, ranging from culture to consumer products, is a product of intelligence.
The State of AI Report is now in its sixth year. Consider this report as a compilation of the most interesting things we’ve seen with a goal of triggering an informed conversation about the state of AI and its implication for the future.
We consider the following key dimensions in our report:
Research: Technology breakthroughs and their capabilities.
Industry: Areas of commercial application for AI and its business impact.
Politics: Regulation of AI, its economic implications and the evolving geopolitics of AI.
Safety: Identifying and mitigating catastrophic risks that highly-capable future AI systems could pose to us.
Predictions: What we believe will happen in the next 12 months and a 2022 performance review to keep us honest.
Global Situational Awareness of A.I. and where its headedvikram sood
You can see the future first in San Francisco.
Over the past year, the talk of the town has shifted from $10 billion compute clusters to $100 billion clusters to trillion-dollar clusters. Every six months another zero is added to the boardroom plans. Behind the scenes, there’s a fierce scramble to secure every power contract still available for the rest of the decade, every voltage transformer that can possibly be procured. American big business is gearing up to pour trillions of dollars into a long-unseen mobilization of American industrial might. By the end of the decade, American electricity production will have grown tens of percent; from the shale fields of Pennsylvania to the solar farms of Nevada, hundreds of millions of GPUs will hum.
The AGI race has begun. We are building machines that can think and reason. By 2025/26, these machines will outpace college graduates. By the end of the decade, they will be smarter than you or I; we will have superintelligence, in the true sense of the word. Along the way, national security forces not seen in half a century will be un-leashed, and before long, The Project will be on. If we’re lucky, we’ll be in an all-out race with the CCP; if we’re unlucky, an all-out war.
Everyone is now talking about AI, but few have the faintest glimmer of what is about to hit them. Nvidia analysts still think 2024 might be close to the peak. Mainstream pundits are stuck on the wilful blindness of “it’s just predicting the next word”. They see only hype and business-as-usual; at most they entertain another internet-scale technological change.
Before long, the world will wake up. But right now, there are perhaps a few hundred people, most of them in San Francisco and the AI labs, that have situational awareness. Through whatever peculiar forces of fate, I have found myself amongst them. A few years ago, these people were derided as crazy—but they trusted the trendlines, which allowed them to correctly predict the AI advances of the past few years. Whether these people are also right about the next few years remains to be seen. But these are very smart people—the smartest people I have ever met—and they are the ones building this technology. Perhaps they will be an odd footnote in history, or perhaps they will go down in history like Szilard and Oppenheimer and Teller. If they are seeing the future even close to correctly, we are in for a wild ride.
Let me tell you what we see.
ViewShift: Hassle-free Dynamic Policy Enforcement for Every Data LakeWalaa Eldin Moustafa
Dynamic policy enforcement is becoming an increasingly important topic in today’s world where data privacy and compliance is a top priority for companies, individuals, and regulators alike. In these slides, we discuss how LinkedIn implements a powerful dynamic policy enforcement engine, called ViewShift, and integrates it within its data lake. We show the query engine architecture and how catalog implementations can automatically route table resolutions to compliance-enforcing SQL views. Such views have a set of very interesting properties: (1) They are auto-generated from declarative data annotations. (2) They respect user-level consent and preferences (3) They are context-aware, encoding a different set of transformations for different use cases (4) They are portable; while the SQL logic is only implemented in one SQL dialect, it is accessible in all engines.
#SQL #Views #Privacy #Compliance #DataLake
STATATHON: Unleashing the Power of Statistics in a 48-Hour Knowledge Extravag...sameer shah
"Join us for STATATHON, a dynamic 2-day event dedicated to exploring statistical knowledge and its real-world applications. From theory to practice, participants engage in intensive learning sessions, workshops, and challenges, fostering a deeper understanding of statistical methodologies and their significance in various fields."
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...Aggregage
This webinar will explore cutting-edge, less familiar but powerful experimentation methodologies which address well-known limitations of standard A/B Testing. Designed for data and product leaders, this session aims to inspire the embrace of innovative approaches and provide insights into the frontiers of experimentation!
1. Submitted to
Prof. Dr. Sheikh Abdur Rahim
Lecturer
School of Business Studies
Southeast University
Submitted by
Najmun sayem
ID: 2019010000031
HRM 425
Sec:4
Email: 2019010000031@seu.edu.bd
Date of Submission: 20/04/2022
2. Answer to the question no:7
Technology:
Technologyisthe continuallydevelopingresultof accumulatedknowledgeandapplicationinall
techniques,skills,methods,andprocessesusedinindustrial productionand scientificresearch.
Explore the marketplace to selectthe right technologyfor the company.
Technologyisthe backbone toany digital business,letalone marketplaces.Indeed,choosingwhich
technologywillpowerthe marketplace businessisasimportant as decidingonthe revenue model or
howto brand the marketplace.A marketplace canbe builtusingseveraldifferenttechnologysolutions:
fromopensource software thatthe marketplace’sengineerscancode themselves,toaSaas e
commerce solutionlikeShopery.Thisisnota choice to be takenlightly:once youhave pickedyour
marketplace technology,itwillhave asizeable impactonyourbudget,yourin-house talentneeds,
internal processesandthe overall scalingof yourbusiness.
Whendecidingonyourmarketplace technology,there are certainfactorstobearin mind.Althoughin
manycases the factors forthisdecisionare the same onesfacingonline store owners,marketplace
ownersneedtomake sure theyare evaluatingatechnologythatfulfilstheirmarketplace-specificneeds,
such as catalogue,sellerandcommissionmanagement.Ingeneral,the mainfactorsthatwill drive the
decision-makingprocessformarketplace ownersare theiravailable budget,the requiredtime-to-
marketand the availability of dedicatedtechnicalknow-how withintheirteam.
The marketplace technologyyouchoose will dependonall these factors.Makingthe rightdecision
meanstakinga goodlookat yourcurrentsituation,financesandskillsandleveragingthatinformationto
your advantage.Tohelpyouon yourjourneytoselectingthe righttechnology,inthisarticle we will
explainthe prosandconsof the differentoptionsavailabletoyou.
These include:
1. Developingyourmarketplace fromthe groundup.
2. Buildingyourmarketplace fromexistingsoftware.
3. LeveragingaSaas solutionforyourmarketplace.
3. Answer to the question no:6
Environmental scanning:
Environmental scanningisthe processof gatheringinformationabouteventsandtheirrelationships
withinan organization'sinternalandexternal environments.The basicpurpose of environmental
scanningisto helpmanagementdetermine the future directionof the organization.
The way I can handle the environmental scanningfunction.
Environmental scanningisaprocessthat systematicallysurveysandinterpretsrelevantdatatoidentify
external opportunitiesandthreatsthatcouldinfluence future decisions.Itiscloselyrelatedtoa
S.W.O.T.analysisandshouldbe usedaspart of the strategicplanningprocess.
Componentsof external scanningthat could be consideredinclude:
Trends: What trendsare occurring inthe marketplace orindustrythatcouldaffectthe organization
eitherpositivelyornegatively.
Competition:Whatis yourcompetitiondoingthatprovidesthemanadvantage? Where canyouexploit
your competition'sweaknesses.
Technology:What developmentsintechnologymayimpactyourbusinessinthe future.Are there new
technologiesthatcanmake yourorganizationmore efficient.
Customers:How isyour customerbase changing. What isimpactingyourabilitytoprovide top-notch
customerservice?
Economy: What is happeninginthe economythatcouldaffectfuture business.
Labor supply:Whatis the labormarket like inthe geographieswhereyouoperate. How canyouensure
readyaccess to high-demandworkers.
Political/legislativearena:What impactwill electionoutcomeshave onyourbusiness.
Whenconductingan environmental scan,avarietyof methodsshouldbe usedtocollectdata,including
reviewingpublications,conductingfocusgroups,interviewingleadersinside andoutside the
organization,andadministeringsurveys.Environmental scanningisanimportantcomponentof strategic
planningasit providesinformationonfactorsthat will affectthe organizationinthe future.The
informationgatheredwillallow leadershiptoproactivelyrespondtoexternalimpacts.
4. Answer to the question no:2
Jabir Corporation can establisha good HRIS in the company as an HR manager.
Whenusedproperly,a HRIS can be a valuable tool forstrategic planningandimplementation.HRIS
informationshouldhelpdecision makersbetterunderstandhow humanresource managementcanbe
valuable competitive tool.Itcanbe usedto monitormorale,efficiency,andlaborcosts.Itcan be usedto
planfor the future humanresource needsof the firmoranticipate changesinthe competitive
environment.Itsuse islimitedonlybythe extentto whichthe organizationusesittomake strategic
humanresource decisions.
Typesof HRIS
Concentrated:
a. CentralizedComputerFacility
b. StrongManagementControl
c. ReducedCosts
d. LimiteduserFlexibilityandAccess
Distributed:
a. Central Facilitywithothersitesconnected
b. Strongmanagementcontrol
c. Increased userflexibilityandaccess
Independent:
a. Multiple Systems
b. Minimal managementcontrol
c. Highuser accessand flexibility
d. Highcosts and redundancyof functions
Hybrid:
a. A mix of systemdesigns
b. Allowsforcentralizationof certainfunctions
c. and decentralizationof other
d. Flexibilitylevelsvary
e. Highercosts thanotherconfigurations
A prime reasonforan organizationtoinstall aHRIS isto make it easiertofindinformation.
5. The impact of employee experience onyourorganization’ssuccessdrives the demandforsmarthuman
resource managementinformationsystems(HRIS) thatare fullyautomated,connectedwiththe current
technologyandemployee centric.
Answer to the question no:1
There are rapidlychanging environmental issuesthat managers have no control over
In orderto improve the strategicalignmentof staff andotherresources,it’sessentialtounderstandhow
to create a strategicHR planningprocess.Atitsmostbasiclevel,strategichumanresource planning
ensuresadequate staffing tomeetyourorganization’soperationalgoals,matchingthe rightpeople with
the right skillsatthe righttime.
1. Assesscurrent HR capacity
The firststepin the humanresource planningprocessistoassessyourcurrentstaff.Before makingany
movestohire newemployeesforyourorganization,it’simportanttounderstandthe talentyoualready
have at your disposal.Developaskillsinventoryforeachof yourcurrent employees.
2.Forecast HR requirements
Once you have a full inventoryof the resourcesyoualreadyhave atyourdisposal,it’stimetobegin
forecastingfuture needs.Will yourcompanyneedtogrow itshumanresourcesinnumber.Will youneed
to stickto your currentstaff but improve theirproductivitythroughefficiencyornew skillstraining.Are
there potential employeesavailableinthe marketplace.
It isimportantto assessbothyourcompany’sdemandforqualifiedemployeesandthe supplyof those
employeeseitherwithinthe organizationoroutside of it.You’ll needtocarefullymanage thatsupply
and demand.
Demand forecasting
Demandforecastingisthe detailedprocessof determiningfuture humanresourcesneedsintermsof
quantitythe numberof employeesneededandqualitythe caliberof talentrequiredtomeetthe
company'scurrentand future needs.
6. Supplyforecasting
Supplyforecastingdeterminesthe currentresourcesavailable tomeetthe demands.Withyourprevious
skillsinventory,you’llknowwhichemployeesinyourorganizationare available tomeetyourcurrent
demand.You’ll alsowanttolookoutside of the organizationforpotentialhiresthatcanmeetthe needs
not fulfilledbyemployeesalreadypresentinthe organization.
2.Developtalent strategies
Afterdeterminingyourcompany’sstaffingneedsbyassessingyourcurrentHR capacityand forecasting
supplyanddemand,it’stime tobeginthe processof developingandaddingtalent.Talentdevelopment
isa crucial part of the strategichumanresourcesmanagementprocess.
Recruitment
In the recruitmentphase of the talentdevelopmentprocess,youbeginthe searchforapplicantsthat
match the skillsyourcompanyneeds.Thisphase caninvolvepostingonjobwebsites,searchingsocial
networkslike LinkedInforqualifiedpotential employees,andencouragingcurrentemployeesto
recommendpeopletheyknowwhomightbe agoodfit.
Selection
Once you have connectedwithapool of qualifiedapplicants,conductinterviewsandskillsevaluations
to determine the bestfitforyourorganization.If youhave properlyforecasted supplyanddemand,you
shouldhave notrouble findingthe rightpeople forthe rightroles
7. Answer to the question no:5
Databasescontaindifferenttypesof informationforHRmanagementandplanning.Itisimportantto
have secure privacy.
HR databasesare usedbyHR professionalsorthe personresponsible forHRinsmallerbusinessesto
store personal informationrelatingtotheiremployees.There are oftenmanyareastoan HR database,
as there isa wealthof tasksthattheycan helpwith,suchasrecordingtrainingdetailsormanaging
recruitment.
Data storedcan include everythingfromemployee detailstomanagerinformation,holidayand
absenteeism, rotasorstandardworkinghours,clockingonandoff times,timesheetsandexpenses,plus
any otherinformationthatcanassistHR withworkforce management.
Secure databasesare the bestoptionbecause thatwaystaff onlyhave access to the data that is
applicable fortheirjobrole.Withsomanylegal considerationstothinkaboutwhenhandlingdata,
havinga systemthathas all of the relevantsecuritymeasuresinplace takesitoff the dreadedToDo
List.SimplyPersonnel’score modules –Personnel Manager,TrainingManagerandRecruitment
Manager – are designedtobe accessedbyHR or managementstaff,whereasEmployee Self Service isa
module dedicatedtoallowingstaff tocontribute totheirownHR admin – reducingthe burdenonthe
HR team.
An employee maylogcertaindatathemselves,suchaswhatworktheyhave completedeachdayor the
hourstheyarrived/finished.Teamleadersmayalsobe able toaccessthe informationthatrelatestothe
staff whoreportto thembut otherconfidentialdata,like salary,canstill be keptprivate.Theremay
thenbe one or more membersof the HR teamwhohave a BigBrother-type view of the systemwith
access to all of the data, inorder to produce reportsor make anynecessarychangesat toplevel
Security:
For customerstakingthe private cloudoption,the dataisstoredonour serverand we place very tight
securityonit.We alsotake securityto the nextlevel byallowingthe HRsystemadministrator(master
user) to assignaccesspermissionstothe otherusersbasedonwhat theyneedtouse the systemfor.For
instance,if youhave the TrainingManagermodule andone memberof yourteam issolelyresponsible
for lookingafterreportingontrainingthenthe administratorcangive themreadonlyorunrestricted
8. access to thispart of the software withoutthembeingable tosee anythingelse.Furthermore,if your
companyhas three modulesbutyouwantto assignone module perstaff member,the mainsoftware
administratorcanalsocontrol that.
The managementof employeeshascome alongway fromthe oldendayswheneverythingwouldbe
loggedinjournals oras paperfiles;nowthere are manydifferentHRsoftware solutionsavailable to
automate complex HRprocessesandmake the sortingof data easier.
HR databasesworkto give HR professionalsanyinformationorreportsthattheyrequire;thereforeitis
importantto ensure thattheyare fit-for-purpose.A wealthof datacan be storedbut shouldonlybe
visible tostaff ona permission-basis.All businesseshave toundertake HRfunctions,whethertheyhave
a dedicatedHRteam or not,so whoeverhasthe responsibilityforsuchtaskswouldbe the ideal person
to manage the HR database.Suchdatabasesare usuallyemployeedatabasesandnotclientones
because theydonot holdinformationrelatingtocustomersbutare solelyformanagingthe workforce.