The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce PDF Download
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Author: Matt Ferguson
Publisher: McGraw Hill Professional
ISBN: 0071827129
Category : Business & Economics
Languages : en
Pages : 257
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Book Description
Is your HR department prepared to flip the big data switch? At every stage of the employee life cycle, a data-driven approach to HR can help companies make smarter decisions about their most important asset: their people. This title shows you how to navigate hiring climate and drive your business forward.
Author: Matt Ferguson
Publisher: McGraw Hill Professional
ISBN: 0071827129
Category : Business & Economics
Languages : en
Pages : 257
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Book Description
Is your HR department prepared to flip the big data switch? At every stage of the employee life cycle, a data-driven approach to HR can help companies make smarter decisions about their most important asset: their people. This title shows you how to navigate hiring climate and drive your business forward.
Author: Matt Ferguson
Publisher: McGraw Hill Professional
ISBN: 0071827137
Category : Business & Economics
Languages : en
Pages : 256
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Book Description
"Companies that can unleash the passions and gifts of their people will have a competitive advantage in the landscape of the future--becoming curators instead of keepers of talent. This book gives readers some of the keys to cracking that code." --CARLEEN HAAS, VICE PRESIDENT AND CHIEF TALENT OFFICER, HUMANA IS YOUR HR DEPARTMENT PREPARED TO FLIP THE BIG DATA SWITCH? At every stage of the employee life cycle, a data-driven approach to HR can help companies make smarter decisions about their most important asset: their people. In the wake of the greatest shock to the labor market since the Great Depression, companies are faced with looming skill shortages, retention concerns, and questions regarding the most effective composition of their workforce. The Talent Equation shows you how to navigate today's hiring climate and drive your business forward. Matt Ferguson, CEO of CareerBuilder, offers hiring professionals and business leaders a roadmap to attract and retain top talent. Ferguson and coauthors Lorin Hitt (Wharton School) and Prasanna Tambe (NYU's Stern School) commissioned a landmark big data study of more than 2,700 employers and 33 million resumes to find the relationship between market performance, education attainment, and employee tenure. The findings are enlightening--and quite surprising. The Talent Equation explores: The ROI of increased education levels and retention rates The benefits of continuous recruitment and talent pipelines technology market, and how workforce analytics tools are changing talent acquisition The importance of reducing longterm unemployment through training and reskilling Smart and timely, The Talent Equation also incorporates case studies from leading brands--both global and domestic--that further illustrate staffing issues facing executives today. The insights and research in the book are invaluable tools for anyone who wants to build and retain a dynamic, competitive, and productive workforce.
Author: John Pyke
Publisher: Evolve Global Publishing
ISBN: 168418651X
Category : Business & Economics
Languages : en
Pages : 126
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Book Description
The Top 1% - Best Practices of Real Estate Rainmakers When it comes to hiring, moving risk as far away from you as possible is always best. By implementing a time-tested, scientifically proven hiring system, you eliminate the costly, frustrating guesswork out of hiring and replace it with certainty. This book shows you how to access up to 88 percent of the "must know" intangibles that are hidden to the naked eye when you interview. This advanced insight is an absolute game changer and enables you to consistently hire the best people with supreme confidence. After all, knowing is always better than guessing! You Will Also Learn... - Why 20 percent of the sales force at almost every company consistently sells 80% of total sales - How to consistently hire the top 20 percent of salespeople using a time-tested, proven science - How to extract the highest performance from your existing employees - The training that will have the largest individual and corporate impact - Why using one-dimensional personality profiles are woefully inadequate at predicting performance - How the hardwiring of the brain dictates your strengths - measure this hardwiring using science - How to identify what motivates & drives employees and potential new hires - How to ensure employee engagement and peak performance
Author: John D. Skrentny
Publisher: University of Chicago Press
ISBN: 0226829707
Category : Social Science
Languages : en
Pages : 251
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Book Description
An urgent reality check for America’s blinkered fixation on STEM education. We live in an era of STEM obsession. Not only do tech companies dominate American enterprise and economic growth while complaining of STEM shortages, but we also need scientific solutions to impending crises. As a society, we have poured enormous resources—including billions of dollars—into cultivating young minds for well-paid STEM careers. Yet despite it all, we are facing a worker exodus, with as many as 70% of STEM graduates opting out of STEM work. Sociologist John D. Skrentny investigates why, and the answer, he shows, is simple: the failure of STEM jobs. Wasted Education reveals how STEM work drives away bright graduates as a result of “burn and churn” management practices, lack of job security, constant training for a neverending stream of new—and often socially harmful—technologies, and the exclusion of women, people of color, and older workers. Wasted Education shows that if we have any hope of improving the return on our STEM education investments, we have to change the way we’re treating the workers on whom our future depends.
Author: Maryann McCabe
Publisher: Lexington Books
ISBN: 1498544525
Category : Social Science
Languages : en
Pages : 319
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Book Description
This book offers keen insight and useful lessons underscoring the value of practice to theory. Conceived by two anthropologists who lead consulting practices, McCabe and Briody selected contributors to explore how cultural change happens in a variety of consumer and organizational contexts. The 12 case studies illustrate the explanatory potential and the problem-solving strengths of assemblage theory, and the role of human agency in provoking cultural change. The case studies are compelling due to connections between the case narratives and graphics, and researcher engagement in the pragmatics of implementation—both of which shape and encourage learning. This volume will be markedly useful to practitioners engaged in research and implementation. It will also appeal to students and faculty in a variety of fields including anthropology, business management, marketing, sociology, cultural studies, and industrial design.
Author: Jean Paul Isson
Publisher: John Wiley & Sons
ISBN: 1119233151
Category : Business & Economics
Languages : en
Pages : 416
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Book Description
Apply predictive analytics throughout all stages of workforce management People Analytics in the Era of Big Data provides a blueprint for leveraging your talent pool through the use of data analytics. Written by the Global Vice President of Business Intelligence and Predictive Analytics at Monster Worldwide, this book is packed full of actionable insights to help you source, recruit, acquire, engage, retain, promote, and manage the exceptional talent your organization needs. With a unique approach that applies analytics to every stage of the hiring process and the entire workforce planning and management cycle, this informative guide provides the key perspective that brings analytics into HR in a truly useful way. You're already inundated with disparate employee data, so why not mine that data for insights that add value to your organization and strengthen your workforce? This book presents a practical framework for real-world talent analytics, backed by groundbreaking examples of workforce analytics in action across the U.S., Canada, Europe, Asia, and Australia. Leverage predictive analytics throughout the hiring process Utilize analytics techniques for more effective workforce management Learn how people analytics benefits organizations of all sizes in various industries Integrate analytics into HR practices seamlessly and thoroughly Corporate executives need fact-based insights into what will happen with their talent. Who should you hire? Who should you promote? Who are the top or bottom performers, and why? Who is at risk to quit, and why? Analytics can provide these answers, and give you insights based on quantifiable data instead of gut feeling and subjective assessment. People Analytics in the Era of Big Data is the essential guide to optimizing your workforce with the tools already at your disposal.
Author: Renata Rawlings-Goss
Publisher: Springer
ISBN: 3030224074
Category : Education
Languages : en
Pages : 85
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Book Description
This book is an information packed overview of how to structure a data science career, a data science degree program, and how to hire a data science team, including resources and insights from the authors experience with national and international large-scale data projects as well as industry, academic and government partnerships, education, and workforce. Outlined here are tips and insights into navigating the data ecosystem as it currently stands, including career skills, current training programs, as well as practical hiring help and resources. Also, threaded through the book is the outline of a data ecosystem, as it could ultimately emerge, and how career seekers, training programs, and hiring managers can steer their careers, degree programs, and organizations to align with the broader future of data science. Instead of riding the current wave, the author ultimately seeks to help professionals, programs, and organizations alike prepare a sustainable plan for growth in this ever-changing world of data. The book is divided into three sections, the first “Building Data Careers”, is from the perspective of a potential career seeker interested in a career in data, the second “Building Data Programs” is from the perspective of a newly forming data science degree or training program, and the third “Building Data Talent and Workforce” is from the perspective of a Data and Analytics Hiring Manager. Each is a detailed introduction to the topic with practical steps and professional recommendations. The reason for presenting the book from different points of view is that, in the fast-paced data landscape, it is helpful to each group to more thoroughly understand the desires and challenges of the other. It will, for example, help the career seekers to understand best practices for hiring managers to better position themselves for jobs. It will be invaluable for data training programs to gain the perspective of career seekers, who they want to help and attract as students. Also, hiring managers will not only need data talent to hire, but workforce pipelines that can only come from partnerships with universities, data training programs, and educational experts. The interplay gives a broader perspective from which to build.
Author: James Ellis
Publisher:
ISBN:
Category :
Languages : en
Pages : 328
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Book Description
If you want your business to grow, you need to be able to rely on your ability to hire talent reliably and consistently. No talent pipeline? No growth, and no business. But your recruiting team is drowning (I asked them). They need help. Now, if you ask recruiters, they will ask for headcount. Or more technology. But more bodies and more tools won't solve the issue (though it will eat up your budget). What you need a is a better strategy. And that strategy is called employer branding.Employer branding is about understanding, distilling and communicating what your company is all about in order to attract all the talent you need. That will differentiate your company as a place where people will want to work, rather than a place they land because they didn't know better.If you've heard about employer branding in business magazines, it might seem like something only "big companies" can do. Something that requires a dedicated team, expensive platforms, or a bunch of consultants. That isn't true. If you understand where your brand comes from, and how to apply it, any company (especially yours) can hire better with it.And this book will teach you how to do all of that, and then some.In this book, you'll learn what employer branding really is, how to make a compelling argument internally to leadership that creates commitment, how to work with other teams and be creative in finding solutions. As a special bonus, we are including a handbook on how to work with recruiting teams. This hands-on workbook is chock full of examples, checklists, step-by-step instructions and even emails you can copy and paste to make things happen immediately.
Author: Klaus Schwab
Publisher: Currency
ISBN: 1524758876
Category : Business & Economics
Languages : en
Pages : 192
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Book Description
World-renowned economist Klaus Schwab, Founder and Executive Chairman of the World Economic Forum, explains that we have an opportunity to shape the fourth industrial revolution, which will fundamentally alter how we live and work. Schwab argues that this revolution is different in scale, scope and complexity from any that have come before. Characterized by a range of new technologies that are fusing the physical, digital and biological worlds, the developments are affecting all disciplines, economies, industries and governments, and even challenging ideas about what it means to be human. Artificial intelligence is already all around us, from supercomputers, drones and virtual assistants to 3D printing, DNA sequencing, smart thermostats, wearable sensors and microchips smaller than a grain of sand. But this is just the beginning: nanomaterials 200 times stronger than steel and a million times thinner than a strand of hair and the first transplant of a 3D printed liver are already in development. Imagine “smart factories” in which global systems of manufacturing are coordinated virtually, or implantable mobile phones made of biosynthetic materials. The fourth industrial revolution, says Schwab, is more significant, and its ramifications more profound, than in any prior period of human history. He outlines the key technologies driving this revolution and discusses the major impacts expected on government, business, civil society and individuals. Schwab also offers bold ideas on how to harness these changes and shape a better future—one in which technology empowers people rather than replaces them; progress serves society rather than disrupts it; and in which innovators respect moral and ethical boundaries rather than cross them. We all have the opportunity to contribute to developing new frameworks that advance progress.
Author: Jennifer Priestley
Publisher: CRC Press
ISBN: 1000376559
Category : Computers
Languages : en
Pages : 115
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Book Description
How can we recruit out of your program? We have a project – how do we reach out to your students? If we do research together who owns it? We have employees who need to "upskill" in analytics – can you help me with that? How much does all of this cost? Managers and executives are increasingly asking university professors such questions as they deal with a critical shortage of skilled data analysts. At the same time, academics are asking such questions as: How can I bring a "real" analytical project in the classroom? How can I get "real" data to help my students develop the skills necessary to be a "data scientist? Is what I am teaching in the classroom aligned with the demands of the market for analytical talent? After spending several years answering almost daily e-mails and telephone calls from business managers asking for staffing help and aiding fellow academics with their analytics teaching needs, Dr. Jennifer Priestley of Kennesaw State University and Dr. Robert McGrath of the University of New Hampshire wrote Closing the Analytics Talent Gap: An Executive’s Guide to Working with Universities. The book builds a bridge between university analytics programs and business organizations. It promotes a dialog that enables executives to learn how universities can help them find strategically important personnel and universities to learn how they can develop and educate this personnel. Organizations are facing previously unforeseen challenges related to the translation of massive amounts of data – structured and unstructured, static and in-motion, voice, text, and image – into information to solve current challenges and anticipate new ones. The advent of analytics and data science also presents universities with unforeseen challenges of providing learning through application. This book helps both organizations with finding "data natives" and universities with educating students to develop the facility to work in a multi-faceted and complex data environment. .
