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Author: Jan Veder
Publisher: diplom.de
ISBN: 3836612658
Category : Business & Economics
Languages : en
Pages : 63
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Book Description
Inhaltsangabe:Abstract: It was in 1982 as the oil price reached more than a hundred dollar a barrel for the first time. The limit of resources and the vulnerability of economies were then discussed widely in the public as it is today. Stock prices were affected heavily due to the economical risks a high priced commodity exposes to shareholders. In a few years time, a similar scenario seems to be possible for Human Resources. A company s availability to recruit and to retain key talent could have the same or an even higher impact on investor s expectations in the future. This study examines actual ways Human Capital Risk is handled, shows scenarios of future development and discusses ways to optimize sourcing and retaining personnel in the future. In a first step, it is shown that the threat of missing ability to attract and retain key talent is increasing strongly within the next couple of years. The availability will reduce, for example due to an over proportional retirement of knowledge workers in the developed countries. On the other hand, the global demand for high qualified staff will increase constantly, since economies like India and China will continue to grow. Furthermore, ways of analyzing the structure of company s personnel are introduced, which allow a well founded understanding of Human Capital Risk. Even if not applicable today, the meaning of Human Capital within rating systems will increase as the impact on company s performance rises. It is argued that, a company with less ability to recruit will face consequences in a lower rating and therefore higher interest rates in the future. In order to asses recent recruitment and retaining activities a survey between companies in Germany and The Netherlands has been conducted for this study. The results show a statistical correlation between the use of recruitment agencies and the ability to recruit faster and more successfully. Recruitment processes in Germany seems to be much longer than in The Netherlands. Exit Interviews are not exploited to its full extend and a structured retention management is not yet in place in the majority of the companies. Recruitment companies are specialists in indentifying key personnel. With their knowledge they could be an independent partner in ensuring a high retention by providing after placement services to both, the placed candidate and the employer. Repeating candidate surveys about his experiences with in his new job towards personal [...]
Author: Jan Veder
Publisher: diplom.de
ISBN: 3836612658
Category : Business & Economics
Languages : en
Pages : 63
Get Book Here
Book Description
Inhaltsangabe:Abstract: It was in 1982 as the oil price reached more than a hundred dollar a barrel for the first time. The limit of resources and the vulnerability of economies were then discussed widely in the public as it is today. Stock prices were affected heavily due to the economical risks a high priced commodity exposes to shareholders. In a few years time, a similar scenario seems to be possible for Human Resources. A company s availability to recruit and to retain key talent could have the same or an even higher impact on investor s expectations in the future. This study examines actual ways Human Capital Risk is handled, shows scenarios of future development and discusses ways to optimize sourcing and retaining personnel in the future. In a first step, it is shown that the threat of missing ability to attract and retain key talent is increasing strongly within the next couple of years. The availability will reduce, for example due to an over proportional retirement of knowledge workers in the developed countries. On the other hand, the global demand for high qualified staff will increase constantly, since economies like India and China will continue to grow. Furthermore, ways of analyzing the structure of company s personnel are introduced, which allow a well founded understanding of Human Capital Risk. Even if not applicable today, the meaning of Human Capital within rating systems will increase as the impact on company s performance rises. It is argued that, a company with less ability to recruit will face consequences in a lower rating and therefore higher interest rates in the future. In order to asses recent recruitment and retaining activities a survey between companies in Germany and The Netherlands has been conducted for this study. The results show a statistical correlation between the use of recruitment agencies and the ability to recruit faster and more successfully. Recruitment processes in Germany seems to be much longer than in The Netherlands. Exit Interviews are not exploited to its full extend and a structured retention management is not yet in place in the majority of the companies. Recruitment companies are specialists in indentifying key personnel. With their knowledge they could be an independent partner in ensuring a high retention by providing after placement services to both, the placed candidate and the employer. Repeating candidate surveys about his experiences with in his new job towards personal [...]
Author: Jan Veder
Publisher: Diplomica Verlag
ISBN: 3836668394
Category : Business & Economics
Languages : en
Pages : 65
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Book Description
It was in 1982 as the oil price reached more than a hundred dollar a barrel for the first time. The limit of resources and the vulnerability of economies were then discussed widely in the public as it is today. Stock prices were affected heavily due to the economical risks a high priced commodity exposes to shareholders. In a few years time, a similar scenario seems to be possible for Human Resources. A company's availability to recruit and to retain key talent could have the same or an even higher impact on investor's expectations in the future. This study examines actual ways Human Capital Risk is handled, shows scenarios of future development and discusses ways to optimize sourcing and retaining personnel in the future. Therefore, in a first step the global rise in demand for high qualified human capital is shown. In a second step, theoretical models to undertstand different factors of Human Capital Risk within a company are introduced. Even if not applicable today, the meaning of Human Capital within rating systems will increase as the impact on company's performance rises. The main part part is the discussion about the result of a conducted survey held among companies in Germany and The Netherlands about their recruitment and retaining activities. Recruitment processes in Germany seems to be much longer than in The Netherlands. Exit Interviews are not exploited to its full extend and a structured retention management is not yet in place in the majority of the companies. Finally, modells of partnershipping with recruitment companies in order to improve the HR Management results are discussed.
Author: Ed Michaels
Publisher: Harvard Business Press
ISBN: 9781578514595
Category : Business & Economics
Languages : en
Pages : 236
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Book Description
Divulging counterintuitive revelations about what it "really" takes to attract, develop, and retain top performers, this is the definitive guide to today's most urgent business dilemma.
Author: Richard Crawford
Publisher: HarperCollins Publishers
ISBN:
Category : Business & Economics
Languages : en
Pages : 216
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Book Description
Author: Hugh Scullion
Publisher: Taylor & Francis
ISBN: 0415871700
Category : Business & Economics
Languages : en
Pages : 217
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Book Description
Drawing on recent theoretical contributions in global talent management, this book presents a critical review of key issues. Beyond exploring some key overarching issues in global talent management the book discuses the key emerging issue around global talent management in key economies such as China, India, the Middle East & Eastern Europe.
Author: Gyan Nagpal
Publisher: Kogan Page Publishers
ISBN: 0749468491
Category : Business & Economics
Languages : en
Pages : 224
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Book Description
The microscope on talent is in sharp focus and HR has more programmes and processes to manage talent than ever before. Yet many CEOs continue to see talent management as an escalating risk. The truth is that market realities across the world are so fundamentally different that one size solutions almost never succeed. Talent Economics is a refreshingly new, outside-in view on talent, which brings workforce analysis, management practice and strategy together. It uses economic inquiry as a discipline to present a brand new perspective in talent management - as simply put - economics is the study of how the forces of supply and demand allocate scarce resources. Talent Economics presents business leaders an opportunity to step back and understand the ebb and flow of global talent, before translating this new understanding into a winning strategy.
Author:
Publisher: GRIN Verlag
ISBN: 3346118932
Category : Business & Economics
Languages : en
Pages : 24
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Book Description
Seminar paper from the year 2017 in the subject Leadership and Human Resource - War for Talents, grade: 2, University of applied sciences, Düsseldorf, language: English, abstract: This work defines finding talents as one of the top priorities of human resource management and reviews the practices, strategies and plans that can be implemented in order to attract and retain talented employees. It shows the external and internal channels by which the organizations can acquire the needed talents. At the end, it reviews the challenges facing human resource managers in this framework. Finding the superior talent is the key issue for human resource managers across the world. This issue is being faced by large organizations since the business environment is changing rapidly, and the need for technological skills, professionals and the ability to operate under different conditions is growing fast. According to McKinsey, in addition to skills, knowledge, experience, astute, character and judgment, talent also includes the person ́s ability to learn and grow. The so-called "war for talent" was expressed by the America ́s largest management-consulting firm in 1998 when they published a report stating that "better talent is worth fighting for." The gap between the demand and supply of talented people represents the scarcity of talents which form a challenge for the human resource managers. That brings us to the question, what practices, plans and strategies should be set and implemented by the human resource managers in order to attract and retain talented people? And what are the challenges facing human resource managers in finding the required talents for the organization?
Author: Sharif Uddin Ahmed Rana
Publisher: Business Science Reference
ISBN: 9781668466414
Category :
Languages : en
Pages : 0
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Book Description
The Economics of Talent Management and Human Capital is an academic book that offers a comprehensive overview of the concept of talent and its relationship with human capital and creativity. Written by leading experts in the field, the book highlights the shift in the US economy towards valuing talent, resulting in growing income inequality. The book proposes critical steps to address this issue: talent acquisition departments must lower expectations and practice self-discipline, investors should prioritize value creation over short-term gains, and the government must regulate the relationship between hedge funds and pension funds, tax carried interest as ordinary income, and revisit the overall tax structure. One of the book's unique contributions is its interdisciplinary approach, bringing together insights from economics, psychology, sociology, and management. This approach makes the book relevant for researchers and practitioners in a range of fields. This book serves as a guiding influence for policy and practice. It provides valuable insights into talent management and human capital, and is essential reading for academics, policymakers, business leaders, and anyone interested in the future of work and economic development.
Author: David G. Collings
Publisher: Oxford University Press
ISBN: 0198758278
Category : Business & Economics
Languages : en
Pages : 609
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Book Description
The Oxford Handbook of Talent Management offers academic researchers, advanced postgraduate students, and reflective practitioners a state-of-the-art overview of the key themes, topics, and debates in talent management. The Handbook is designed with a multi-disciplinary perspective in mind and draws upon perspectives from, inter alia, human resource management, psychology, and strategy to chart the topography of the area of talent management and to establish the base of knowledge in the field. Furthermore, each chapter concludes by identifying key gaps in our understanding of the area of focus. The Handbook is ambitious in its scope, with 28 chapters structured around five sections. These include the context of talent management, talent and performance, talent teams and networks, managing talent flows, and contemporary issues in talent management. Each chapter is written by a leading international scholar in the area and thus the volume represents the authoritative reference for anyone working in the area of talent management.
Author: Amit Bordia
Publisher:
ISBN:
Category :
Languages : en
Pages :
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Book Description
