A study conducted recently revealed the top three ingredients necessary to succeed at talent recruitment in the IT industry. A staggering eighty six percent of respondents answered that finding the right IT talent is immensely difficult and three-fourths of HR managers stated that the time to fill such positions has increased. Another half admitted to recruiting less than capable personnel just to fill vacant positions. The first of these ingredients is company mission. Top talent gets attracted depending on the kind of work the company is doing and what are its aims. This is because people want their values to correspond with that of the organization. The second of these is company culture which includes the working patterns and hierarchies. A culture of appreciation and collaboration are preferred by the younger generation. Positive emotional reactions must be shared at such places. At Vanguard for example there exists a Peer Recognition Award which is handed out to employees acknowledged for their work by fellow employees.

Source:https://enterprisersproject.com/article/2017/2/hbr-report-3-keys-attracting-top-talent

HR has been dragged into a reputation at several places as weak or reactive and even been accused of failing at talent recruitment. For HR to position itself as a strategic partner to business goals, it needs to make sure best utilization is made of human capital which today is even more scarce than the financial one. It consists of employees’ time, their talent and the energy they bring to the workplace. It has been observed that typically a fifth of any working day gets lost in non-productive activities which the best of companies have reduced by as much as fifty percent. Top companies use Big Data to best utilize talent, as its best performers are teamed up with inspirational leaders in most business-critical activities. The employee must also be streamlined towards to customer goals so that he/she feels a core part of the team.

Source:https://hbr.org/2017/01/hrs-vital-role-in-how-employees-spend-their-time-talent-and-energy?

While CEOs seek high performing work cultures, HR teams are pressured with newer tactics at delivering so. Newer names keep cropping up such as three-sixty degree, competency-based, personality or styles-based. In spite of the best of efforts at talent recruitment, newer employees are rarely if ever setting the stage of fire. This is because the entire system is broken. Human capital performance metrics must make use of principles of behavioral science and modern technology to get the right fit. To create such an environment, a sustainable organization development must be put in place. Performance measurement metrics must be clearly defined. This will also help in retention of top talent. The human factor including soft skills must be ingrained among all employees using formal corporate training lessons. Effective ATS systems are now available and social media can be leveraged to increase the effectiveness of hiring. Performances can even be transformed using specific expert software systems. Talent audits for example could be conducted to aid in strategic thinking.

Source:https://www.td.org/Publications/Blogs/Learning-Executive-Blog/2015/11/Simplifying-Talent-Performance-Improvement-to-Drive-Profits

RS Components based in Corby, UK is one of the biggest companies globally that are not well known to most people due to its business-to-business alignment. Thus it often struggles at talent recruitment especially of tech professionals. In spite of this, the company has developed innovative methods to attract the very best, making seventy percent of RS’s revenues stem from online sources, one of the largest in the B2B segment. It has changed its furniture to be very chic yet casual, ideal for the millennial tech employee. A new digital hub has been opened up in London. Employees are being provided management training to handle soft skills. The recruitment is centred around the people that are available and not the company requirements alone. Projects are initiated depending on the talent that the people possess. An Oracle programme called Taleo has been incorporated to help convince the best of talent to join up the company. A digital culture has been imbibed across the organization using innovative means. The operations team for example has got divided into five sub-parts known as site search, site speed, checkout, filtering and product pages.  However the company has taken steps such that digitization is not stuck in silos.

Source:https://econsultancy.com/blog/68707-how-does-the-biggest-company-you-ve-never-heard-of-recruit-digital-talent

Automation is increasingly being leveraged by the field of human resource management to ease tasks. Some of the most relevant solutions have thus been identified. First of them is Automatic Data Processing (ADP) provides solutions in payroll, human capital management services, talent management, attendance tracking, back ground checks, retirement plans and compensation. Bamboo HR provides strategic services to small and medium enterprises. Deskera uses cloud to conduct recruitment, attendance and corporate training. IBM’s Kenexa offers services to several third parties in recruitment, analytics and business insights. The next three on the list are Kronos, Workday and Zoho. Large corporations such as Salesforce, Sage, Oracle and SAP have all create their unique solutions leveraging digital and cloud technologies.

Source:http://techseen.com/2017/01/25/hrms-human-resource-management-solutions/

Former US President Theodore Roosevelt was, what one may remark as a lifelong learner. It was believed that he used to average a book a day, and this habit helped him through all complicated discourses such as debates on nature conservation, trust regulation and expansion of the navy. In order to be a lifelong learner, it is important to clearly define the targets to be achieved. One might want to continue learning simply out of an interest, or because it is important for career growth. Realistic goals must be set up. Long term targets may be logged in a planner while daily ones may be tracked using the app Momentum. Also, community based learning helps spur competition so either formal education or informal group discussions must be periodically held. Modern day multi tasking forced due to technological and lifestyle changes can be extremely harmful to concentrating for deep learning. Thus they may be ditched though at some level, they are even useful for supplementing learning. That is why several organizations are now leveraging MOOCs to conduct their corporate training programmes as it allows enough flexibility, while employee may learn from the very best at a remote location.

Source:https://hbr.org/2017/01/make-learning-a-lifelong-habit

It used to be true that most people preferred working at large organizations and big brands as these were associated with additional benefits and fairer pay. However, that advantage that larger companies had, started eroding the 1980s but has fully taken effect now. Firms with more than five hundred employees were usually better at talent management, paid higher salaries and smoothened the deal on the factory floor with additional benefits to save themselves from any perceived ill-effects of unionization. However the trend of outsourcing support duties and downsizing has meant that a lot of positions where workers enjoyed this leadership simply got transferred to contractors. Technology changes and globalization further exacerbated this issue. Thus the ill-effects have been faced more on the middle and lower skill brackets.

Source:http://knowledge.wharton.upenn.edu/article/no-longer-pays-work-larger-firm/