Recruit for Organizational Performance
- Jul
- 24
Recruitment provides one of the best opportunities to influence overall organizational performance. If an organization does not have a sufficient level of recruitment productivity, i.e., the quantity, quality and timeliness of talent brought into the organization, it will be challenged to achieve even its most basic business goals.
read moreTalent Challenges – Supply & Competition
- Jun
- 12
In most rapidly developing economies, and certainly in China, every organization is struggling with the talent issue. Will we have a large enough workforce to accommodate future growth? Will we be able to leverage the knowledge of our people to create sustainable value for our customers and our company?
read moreLeadership Recruitment
- Jun
- 04
Recruitment and selection of all levels of employees should be done on validated competencies and selection methods. But, in particular, leadership recruitment, selection and development should be based on results-oriented competencies. Leaders are different from managers. Leaders are engaged in the work of moving organizations into the unknown, not simply maintaining the known.
read moreRigorous Human Capital Practices
- Jun
- 04
What constitutes rigorous standards for recruitment, selection and the development of talent? In the domain of high-performance human resources management systems, results-oriented organizations are built on the following foundation (according to Becker and Huselid).
read moreTalent War in China
- May
- 25
The talent war here is very real. The Great Financial Crisis (GFC) slowed down staffing for awhile, but intensity has returned. Chinese organizations continue their hunt for talent due to their own domestic growth plans. But, also, many globally-mobile operators continue to pile into China because home-country markets look rather dismal. Domestic intensity combined with [...]
read more