Attraction and Development of Human Talent in the Digital Environment PDF Download
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Author: Joohee Kim
Publisher: Editorial Digital del Tecnológico de Monterrey
ISBN:
Category : Business & Economics
Languages : en
Pages : 29
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Book Description
This book will serve as an encouragement to explore diverse paths towards transformative leadership by exploiting the immense digital potential of younger generations.
Author: Joohee Kim
Publisher: Editorial Digital del Tecnológico de Monterrey
ISBN:
Category : Business & Economics
Languages : en
Pages : 29
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Book Description
This book will serve as an encouragement to explore diverse paths towards transformative leadership by exploiting the immense digital potential of younger generations.
Author: Sorin Dan
Publisher: Springer Nature
ISBN: 3030767507
Category : Business & Economics
Languages : en
Pages : 88
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Book Description
This book highlights the importance of talent management practices in recruiting, developing and retaining talented professionals in the digital and IT&C industry. It unpacks the distinctive characteristics of ‘digital talent’ represented by a wide spectrum of professionals and managers with digital abilities, competencies and skills who add considerable value to organizations and industries worldwide. It shows that despite digital talent’s increased variety and significant contribution to digital transformation processes, much of the existing human resource and talent management research and practice fail to account for their distinctiveness. This book calls for the need for a new kind of talent management, referred to as ‘digital talent management’ (DTM) that is applicable to digital talent and decidedly integrates digital talent’s distinctive characteristics into talent management strategies and practices in a human-centered manner. Drawing upon existing, yet disconnected, streams of literature and empirical evidence derived from the information technology and communication (IT&C) industry, this book defines digital talent and delineates strategies to attract, develop and retain them for an uncertain and renewed future.
Author: Matt Alder
Publisher: Kogan Page Publishers
ISBN: 0749491655
Category : Business & Economics
Languages : en
Pages : 257
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Book Description
In a disrupted and technology-enabled world of work, HR professionals' ability to attract, recruit and retain people with digital skills can be the difference between business success and failure. Digital Talent equips HR with the tools they need to assess what these critical skills are, how to attract the people who have them, keep these people engaged, productive and performing to the best of their abilities. It also provides crucial guidance on how to continuously develop employees, including leaders, to ensure that the organization has the skills it needs both for today and the future. This book provides advice on how to create new processes that are fit for purpose in the age of digital transformation, build inclusion when digital culture is becoming more prominent and use digital abilities effectively to maximise productivity while maintaining employee wellbeing. Digital Talent is the book on talent that HR , talent acquisition professionals and business leaders need to make sure that their people, and the business as a whole, stay ahead of the competition.
Author: Khali Dirani
Publisher: IAP
ISBN: 1641134100
Category : Business & Economics
Languages : en
Pages : 223
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Book Description
Talent management (TM) and talent development (TD) are of the most important areas of focus for organizational leaders and scholars around the world (Machado, 2015). Geographic boundaries have become increasingly permeable, with talent considerations being a key factor in the decision of where organizations locate their operations (Farndale, Scullion, & Sparrow, 2010). These changes in global market conditions have lead organizations to develop robust global talent management and development strategies that help organizations attract and retain the best talent (Nilsson & Ellström, 2012). Still, most international TM and TD initiatives can be described as ad hoc, non-strategic, or based on exported models from the West (Machado, 2015) From an operational perspective, although there is a surge in research on TM and TD practices across different regions, most of what we know about these topics is based on government and practitioners’ reports. Nowadays, organizations are operating in diverse environments catalyzed by globalization, economic openness, and governmental smart visions and practical policies. Governments and organizations alike, are aspiring to become talent magnet destination, attracting expatriates from all over the world. The question we try to answer in this book is whether entities are able to continue their growth through current TM and TD practices or whether a more strategic approach is needed in order to address the current TM and TD challenges and to meet the needs of individuals, organizations, and governments. In particular, in this book we provide different perspectives of current status of TM and TD practices in select countries across the world. Our aim is to provide scholars and practitioners interested in the topic with a better understanding of TM and TD practices, and an overview of factors that affect these practices. Once we understand the different challenges, practitioners and leaders can use TM and TD as a source of power, or a strategy, that can lead people and organizations into success.
Author: Johnny Ch Lok
Publisher:
ISBN:
Category :
Languages : en
Pages : 192
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Book Description
Becoming talent human how influences social changesNowadays we tend to think about social and digital technology more from a personal or consumer perspective than their business or professional applications, but as the Digital Era continues to progress, many of technology's most profound impacts are likely to be in the world of work. In addition to changes in product and business development, knowledge management, data analysis, and other operational processes, transforming talent management will be a key priority for organizations striving to be employers of choice.⦁Digital technology encourages to create talent humanWhy does digitial technology encourage to create talent human or excite human to learn new things ? The human capital implications of social and digital technologies impact virtually everyone, regardless of the type of organization they work for, their profession, their functional area, or their career stage. That means that the talent management functions in all organizations, as well as the professionals who staff and lead them, have a critical role to play in ensuring the efficient and effective transition and transformation from Industrial Era models and processes to their Digital Era upgrades.It's no surprise that talent management has already become more "high tech." Many employment related activities have been digitized, and there has been a corresponding increase in employee self-service. It's important to remember, however, that digitization is not the same thing as digital engagement, and that the rise of "high tech" solutions doesn't necessitate the loss of a "high touch" approach to managing an organization's human assets. Transforming talent management requires digitization, to be sure, but it also involves leveraging social and digital technologies in ways that promote and enhance communication, collaboration, and engagement - not just between an employee and the organization, but between and among employees themselves.Talent AcquisitionThe logical place to start when talking about the impact of social and digital technologies on talent management is talent acquisition, where the greatest advances have been made. Anyone who has searched and applied for jobs in the past 10 years is very familiar with how technology has transformed the application process, which in most organizations (and virtually all large ones) is now almost completely digitized and automated. However, there are other ways in which social and digital technologies are impacting talent acquisition that may not be as well-known or commonly understood. Social media sites in particular (such as Facebook, YouTube, and Pinterest) are a great way to promote an employer's brand and offer realistic previews of work life, people and culture in organizations. Online games and simulations can also be used to get a sense of what working for an organization would be like, and give organizations themselves an opportunity to determine if a prospective candidate would be a good cultural fit and potentially successful.On organizational working environment aspect, some employers are recognizing the value of digital alumni networks or communities to maintain strong relationships with former employees. One of the primary motivations for doing this is that the employees may return one day and/or make referrals to or from their personal and professional networks. Similarly, talent networks enable organizations to establish and maintain relationships with professionals in key areas like IT and engineering, even when there isn't a current opportunity to have those folks be a part of the organization. Moreover, social media can bring positive influence to impact organizations to encourage employees to attempt or feel needs to learning new things for their tasks needs.
Author: Author
Publisher: Association for Talent Development
ISBN: 1562869841
Category : Business & Economics
Languages : en
Pages : 622
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Book Description
The complex and ever-changing nature of today’s—and tomorrow’s—workforce demands that all involved in talent management rethink how to attract, engage, and grow future talent. This forward-looking handbook captures talent management’s evolution from a series of transactions to a fluid process that includes talent development. With 20-plus chapters written by more than 30 contributors, the ATD Talent Management Handbook challenges you to think about the talent model of the future through the lens of different workforce models. It offers progressive thoughts on the current state of talent management and on how the function needs to adapt. Leaders, practitioners, and consultants alike will find useful insights and answers to relevant talent management challenges. Edited by learning and development authority Terry Bickham, this handbook covers the entire talent management cycle, from talent acquisition and engagement to leadership development and succession planning. ATD’s first handbook on talent management, this book includes a foreword by ATD President and CEO Tony Bingham, highlighting the foundational components of talent development and its role within talent management.
Author: Heather Carpenter
Publisher: John Wiley & Sons
ISBN: 1118873882
Category : Business & Economics
Languages : en
Pages : 600
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Book Description
Putting People First in Social Change Organizations The Talent Development Platform is about results driven talent development for social change. Written by seasoned nonprofit experts, this book provides a holistic process for creating an in-house training and talent development program. The Talent Development Platform offers organizations the tools for ensuring their professional development systems are successful through regular feedback loops, tailored for learning styles, and specific to their organization. Detailed case studies provide insight into the strategies used by organizations that have implemented the Talent Development Platform, and interviews with experts in the field give readers a handle on the most current thinking. Robust resource guides facilitate the talent development process, and online access to the Talent Development Platform and assessments help streamline the workflow. Social change organizations make the most of limited resources, but often overlook developing the talent they already have. This book gives readers a plan for finding and nurturing their internal talent to reduce turnover and improve organizational efficiency. More specifically the book helps organizations: Develop organizational, department, and position specific competencies. Create and revise job descriptions. Assess staff and volunteer proficiency levels with created competencies. Determine staff and volunteer learning styles. Establish professional development goals and objectives tied to strategic goals. Implement professional development with on the job learning, mentoring, and training. Calculate a return on talent investment. Evaluate talent development implementation and proficiency level changes. Implementing the Talent Development Platform provides organizations with tangible benefits in the form of lower turnover and greater output (without the burnout) from employees and volunteers, as well as intangible benefits that make organizations more attractive to top talent.
Author: Latonya McElroy
Publisher: Independently Published
ISBN:
Category :
Languages : en
Pages : 0
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Book Description
Are we truly ready to shift from talent acquisition to talent attraction? It is time. Talent is not acquired but borrowed. In this book for HR, leaders, employees, and job seekers, we focus on making a heart connection. Employers and job seekers learn to look for a true win-win opportunity and discover that the gateway to high performance and fulfillment in any role is igniting the passion behind what we are achieving. We also discover that inclusive attraction is more than just becoming that magnet for talent. To be inclusive, employers are transitioning from attracting only what they already are, to attracting what they need. The intentionality behind inclusive attraction ensures that there is a strong pull, not just for talent, but for the right talent. We discuss five characteristics of attractive companies, how to uncover and mitigate hidden biases that may hinder an inclusive job matching process, the charge to manage impressions at all levels of the T.A. process, strategies for effective and inclusive interviewing for better predictors of success, the impact of the CROWN Act, and other legal ripples regarding the use of artificial intelligence (A.I.) in the hiring process. Humans' talents cannot truly be fully maximized without capturing the heart, and a human being is an invaluable resource that can never be acquired, but must be attracted. Join me for a brief read and powerful, transformative tools for your talent toolbox.
Author: Sharna Wiblen
Publisher: Routledge
ISBN: 9780367698775
Category :
Languages : en
Pages : 0
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Book Description
This book focuses on digitalised talent management-the use of information technologies in talent management. The book affords theoretically, methodologically and empirically informed insights that are especially salient given the need for executives and organisations to balance the role of humans and technology, while ensuring competitiveness in this interconnected and increasingly digital world. In doing so, the book will shape and contribute to academic and industry-based conversations about the role of technological innovations in enabling organizations to transition towards digital ways of organising talent, as well as the associated implications for the who, what, where, when, and why of talent management as stakeholders decide which aspects of talent management can be delegated to technology, and those that require human agency. This book adds value by assembling subject matter experts currently siloed within traditional research domains whilst also highlighting the complexity of managing talent. By synthesising content from world-leading academics who herald from various backgrounds, the book will instigate, shape and contribute to conversations about both the promises and perils of digitalised talent management and the extent to which judgments and decisions about an organisations most valuable asset-it's talent-should be delegated to non-human agents. This book will be of interest to researchers, academics and students in the fields of talent management and organisational design, especially those interested in digital ways of working, managing and leading.
Author: Tamzini, Khaled
Publisher: IGI Global
ISBN: 1522525580
Category : Business & Economics
Languages : en
Pages : 207
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Book Description
Managing organizational talent, of both current employees and possible recruits alike, is a key factor of running a successful business. A company is only as good as the staff, and studying the most effective ways to cultivate these groups can allow business managers an easy way to boost efficiency within their ranks. Driving Multinational Enterprises Through Effective Global Talent Management provides a comprehensive examination of the latest strategies and methods for attracting, selecting, training, developing and promoting employees within an organization. Highlighting innovative practices and applications across a variety of areas such as expatriate staffing, talent identification, and multinational company practices, this book is an ideal reference source for company owners, organization managers, practitioners, business students, and researchers that are interested in learning more about current trends and techniques in talent management.
