This document discusses talent acquisition and employer brand. It explains that acquiring high-skilled talent focuses on quality and brand, using recruitment tools like job fairs at top schools. For low-skilled jobs, companies prioritize costs and often outsource recruitment. While international hiring of high-skilled workers benefits developing countries through knowledge transfer, developed countries rely on immigrant labor for low-skilled jobs as locals pursue higher education. Governments control immigration levels through work visa quotas.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
The document discusses the importance of employer branding and total immersion of a company's brand within its culture and employees. It argues that skills shortages are a major challenge for employers and are increasing competition for talent. To attract the best employees, companies need to think seriously about how they distinguish themselves through their brand. An effective employer brand must be aligned with the company's broader external brand and reflected internally through its culture. For the brand to be powerful, employees must truly embody the brand in their work and advocacy. This requires collaboration between marketing and HR to immerse the entire organization in living the brand identity.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
The document summarizes research from Hudson on recruitment trends in China. Some key findings include:
- Candidates are increasingly withdrawing applications during the hiring process, even after receiving offers. The top reasons are unmet salary expectations, better opportunities elsewhere, and lack of career development.
- Over two-thirds of employers experienced a candidate withdrawing after receiving an offer.
- Communication can be improved - three-quarters of candidates felt the process provided only average information about the employer. Better communication may reduce withdrawals.
- Hiring processes tend to be long in China, with over 75% of processes taking 10 weeks or more. Shortening timelines is recommended.
Malaysia's economy grew faster than expected in the first half of 2014, lifting GDP growth. The financial sector contributes 11% of GDP and remains an important driver of the economy. Contact center jobs are also growing, though demand for Mandarin and English speakers outstrips supply. The document provides salary ranges for various roles in contact centers, banking, and finance.
White Paper Top 5 Trends in Talent Sourcing In 2013Ian Tomlin
This white paper discusses 5 trends in talent sourcing for 2013 according to research from The Workspend Institute:
1. More employers are resuming hiring after a period of only taking on essential recruits due to economic uncertainty.
2. There are now more vacancies than qualified workers to fill them, especially for managerial, professional, and technical positions.
3. The proportion of the workforce sourced through managed service providers (MSPs) is growing and may reach 1 in 4 workers for major US employers by 2020.
4. Talent agencies are becoming more specialized in their areas of recruitment.
5. Social media is increasingly being used as a tool for recruiting candidates.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
The document discusses the importance of employer branding and total immersion of a company's brand within its culture and employees. It argues that skills shortages are a major challenge for employers and are increasing competition for talent. To attract the best employees, companies need to think seriously about how they distinguish themselves through their brand. An effective employer brand must be aligned with the company's broader external brand and reflected internally through its culture. For the brand to be powerful, employees must truly embody the brand in their work and advocacy. This requires collaboration between marketing and HR to immerse the entire organization in living the brand identity.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
The document summarizes research from Hudson on recruitment trends in China. Some key findings include:
- Candidates are increasingly withdrawing applications during the hiring process, even after receiving offers. The top reasons are unmet salary expectations, better opportunities elsewhere, and lack of career development.
- Over two-thirds of employers experienced a candidate withdrawing after receiving an offer.
- Communication can be improved - three-quarters of candidates felt the process provided only average information about the employer. Better communication may reduce withdrawals.
- Hiring processes tend to be long in China, with over 75% of processes taking 10 weeks or more. Shortening timelines is recommended.
Malaysia's economy grew faster than expected in the first half of 2014, lifting GDP growth. The financial sector contributes 11% of GDP and remains an important driver of the economy. Contact center jobs are also growing, though demand for Mandarin and English speakers outstrips supply. The document provides salary ranges for various roles in contact centers, banking, and finance.
White Paper Top 5 Trends in Talent Sourcing In 2013Ian Tomlin
This white paper discusses 5 trends in talent sourcing for 2013 according to research from The Workspend Institute:
1. More employers are resuming hiring after a period of only taking on essential recruits due to economic uncertainty.
2. There are now more vacancies than qualified workers to fill them, especially for managerial, professional, and technical positions.
3. The proportion of the workforce sourced through managed service providers (MSPs) is growing and may reach 1 in 4 workers for major US employers by 2020.
4. Talent agencies are becoming more specialized in their areas of recruitment.
5. Social media is increasingly being used as a tool for recruiting candidates.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
The document summarizes an Ontario Labour Market Partnership Project called "Mind the Gap" which explored skills gaps and mismatches. It provides examples of skills gap solutions implemented by businesses in Southwestern Ontario, including Viewpointe Winery partnering with Niagara College to offer a Master Tasters program and Valiant Group establishing an "earn while you learn" program in welding, robotics, and CNC machining. The goal of the document is to identify best practices for businesses to recruit skilled workers and minimize skills gaps.
Major problems faced in benefits management include:
1. Maintaining competitive advantage in a global economic climate.
2. Guiding organizational culture and direction to promote innovation and productivity.
3. Effective communication and management of conflicting communication styles within the organization.
4. Strategic planning and organizing employees and resources to achieve organizational goals.
Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
The Future of HR in Europe. Key Challenges Through 2015.Sage HR
Businesses that expect to succeed in Europe in the next few years will have to come to grips with some serious challenges related not to raw materials, manufacturing processes, or the evolving nature of trade in the Eurozone, but with a host of issues related to how they recruit and manage staff.
The more specialized the staff, the more important these HR-type issues are. At least that’s the conclusion of a report by the Boston Consulting Group titled The Future of HR in Europe: Key Challenges Through 2015.
More specifically, the report asserts that five elements of HR are critical to organizations’ futures, and further notes that most organizations surveyed for the report acknowledged that they are currently weak in those areas.
These five elements are all components of workforce management: managing talent, demographics, work-life balance, and change, as well as becoming a learning organization. The rapid globalization of the economy and work may highlight these challenges today, but to my recollection, they’ve always been critical to an enterprise’s success.
FOR MORE VISIT HR BLOG -> cake.hr/blog
Talent Acquisition Strategy in Supplementary Education Space - A Challengesenbhaskar
The document discusses strategies for talent acquisition in the supplementary education sector. It outlines key steps in developing an effective talent acquisition strategy, including talent planning, attracting talent through employer branding, and hiring techniques. The objective is to equip organizations with the best available talent to support growth in the competitive supplementary education market. Some of the challenges discussed are the lack of quality education and demand for test preparation coaching services in India.
Employees were surveyed about what factors are important in their careers. While work-life balance, job security, and financial rewards were universally rated as very important, there were differences among subgroups:
- Younger employees valued career advancement more than older employees.
- Women placed more importance on work-life balance, job security, and professional development than men, especially at early career stages.
- Asians and Europeans valued international opportunities far more than Americans.
However, what employees said was important did not always match what actually improved retention and commitment. Understanding these differences is key to attracting and retaining talent.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Aon Hewitt held a launch event in Saudi Arabia titled "From HR Strategy to Implementation" that was well attended by senior HR professionals from both the public and private sectors. The keynote speaker emphasized developing human resources and leadership in the region. Sessions discussed aligning HR strategy with business strategy using Aon Hewitt's PACE model, trends in executive compensation, and developing long-term incentive and pension plans. A panel discussion highlighted varying HR challenges across sectors and an emphasis on attracting, retaining, and developing top talent. Overall, the event facilitated sharing of new ideas and insights to apply in organizations.
2000–3000
Executive:
3000–4500
Accounts Clerk
SPM/LCCI
Foundation
1–3
Posting of accounts transactions, preparation of
schedules & statements. Filing & record keeping.
1800
2500
Cashier
SPM/LCCI
Foundation
1–3
Handle cash receipts & payments. Bank deposits &
withdrawals. Reconcile bank statements.
1500
2000
Hot job
13
Banking and Finance
Skill Set
Education
Experience
(years)
Job Description
Min. Salary
(RM per month)
The document discusses the definition and regulation of lobbying in different countries. It begins by tracing the origins of the word "lobbying" back to 1820. Today, lobbying generally refers to efforts to influence public officials' decisions. Countries regulate lobbying to prevent corruption. The US has a long history of lobbying and currently has around 12,000 registered lobbyists concentrated in Washington D.C. Lobbying is also widespread in the European Union, with around 30,000 lobbyists registered in Brussels. In the Czech Republic, lobbying is not clearly defined or regulated, but still takes place through various channels of influence. The document argues that lobbying should aim to influence not just public officials but the general public as well in a democracy.
MoboTrax: Mobile Equipment tracking system. MoboTrax is the GPS tracking network part of MoboQuip. MoboTrax can be subscribed to without the full services of MoboQuip, but can be updated at any time to the full version.
This document describes a project to implement an education technology services suite and operating model at the University of California, San Francisco School of Pharmacy. The project aimed to cost-effectively deploy integrated applications over 5 years to improve the educational experience for both teachers and learners. Key goals included providing unified data, reporting, and compliance with accreditation standards while leveraging technologies across the university and industry. The project involved collaboration between the School of Pharmacy IT team, administrators, faculty, students, and other UCSF departments to select and implement solutions for curriculum management, evaluation, video/distance learning, surveys, wireless access, and more.
This document describes a Concept Proposal System implemented at the University of California San Francisco Immune Tolerance Network to improve their process for reviewing funding proposals. The system allows proposals to be submitted and reviewed entirely online, replacing a lengthy paper-based process. It provides a secure portal for reviewers to read, evaluate, discuss and vote on multiple proposals simultaneously. This new system streamlines the review process, reduces costs, improves data backup and allows for more frequent reviews compared to the previous paper-based method.
The EPGP informatics platform was developed to support a large collaborative study collecting phenotypic and genetic data on epilepsy patients. It includes applications for participant tracking, electronic data collection, data management, pedigree charting, specimen tracking, and EEG/MRI review. Over 3700 participants have been enrolled using this platform. A survey found that over 95% of users felt the platform was mostly or always successful. The platform allows efficient, reliable collection of data from multiple sites for large-scale genetic research studies of epilepsy.
UCSF07 - Research and HPC Infrastructure_Award_2007Michael Williams
The document describes a project to implement the Advanced Research Computing and Analysis Managed Infrastructure Services (ARCAMIS) at the University of California, San Francisco (UCSF) Immune Tolerance Network (ITN) and Epilepsy Phenome Genome Project (EPGP). The project centralized IT infrastructure into secure enterprise datacenters, implemented server virtualization and storage area networking. This provided a scalable, reliable and secure infrastructure to support growing clinical research projects. The new infrastructure improved service quality, reduced costs and improved business processes.
UCSF08 - EPGP_Pharmacogenomics_Award_2008_SubmissionMichael Williams
The document describes a pharmacogenomics research informatics project at the University of California, San Francisco called the Epilepsy Phenome Genome Project (EPGP). The EPGP received $15 million to study the genetic factors underlying common forms of epilepsy. It involves collecting detailed phenotypic data on epilepsy patients and controls to identify genetic contributions to epilepsy, brain development anomalies, and responses to antiepileptic drug (AED) treatments. The project developed a web-based tool to efficiently capture pharmacogenomics data across 15 EPGP clinical sites. This tool collects detailed AED drug histories and will provide an immense source of new knowledge to better understand genetic influences on drug resistance and potentially enable personalized epilepsy treatment.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
The document summarizes an Ontario Labour Market Partnership Project called "Mind the Gap" which explored skills gaps and mismatches. It provides examples of skills gap solutions implemented by businesses in Southwestern Ontario, including Viewpointe Winery partnering with Niagara College to offer a Master Tasters program and Valiant Group establishing an "earn while you learn" program in welding, robotics, and CNC machining. The goal of the document is to identify best practices for businesses to recruit skilled workers and minimize skills gaps.
Major problems faced in benefits management include:
1. Maintaining competitive advantage in a global economic climate.
2. Guiding organizational culture and direction to promote innovation and productivity.
3. Effective communication and management of conflicting communication styles within the organization.
4. Strategic planning and organizing employees and resources to achieve organizational goals.
Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
The Future of HR in Europe. Key Challenges Through 2015.Sage HR
Businesses that expect to succeed in Europe in the next few years will have to come to grips with some serious challenges related not to raw materials, manufacturing processes, or the evolving nature of trade in the Eurozone, but with a host of issues related to how they recruit and manage staff.
The more specialized the staff, the more important these HR-type issues are. At least that’s the conclusion of a report by the Boston Consulting Group titled The Future of HR in Europe: Key Challenges Through 2015.
More specifically, the report asserts that five elements of HR are critical to organizations’ futures, and further notes that most organizations surveyed for the report acknowledged that they are currently weak in those areas.
These five elements are all components of workforce management: managing talent, demographics, work-life balance, and change, as well as becoming a learning organization. The rapid globalization of the economy and work may highlight these challenges today, but to my recollection, they’ve always been critical to an enterprise’s success.
FOR MORE VISIT HR BLOG -> cake.hr/blog
Talent Acquisition Strategy in Supplementary Education Space - A Challengesenbhaskar
The document discusses strategies for talent acquisition in the supplementary education sector. It outlines key steps in developing an effective talent acquisition strategy, including talent planning, attracting talent through employer branding, and hiring techniques. The objective is to equip organizations with the best available talent to support growth in the competitive supplementary education market. Some of the challenges discussed are the lack of quality education and demand for test preparation coaching services in India.
Employees were surveyed about what factors are important in their careers. While work-life balance, job security, and financial rewards were universally rated as very important, there were differences among subgroups:
- Younger employees valued career advancement more than older employees.
- Women placed more importance on work-life balance, job security, and professional development than men, especially at early career stages.
- Asians and Europeans valued international opportunities far more than Americans.
However, what employees said was important did not always match what actually improved retention and commitment. Understanding these differences is key to attracting and retaining talent.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
Aon Hewitt held a launch event in Saudi Arabia titled "From HR Strategy to Implementation" that was well attended by senior HR professionals from both the public and private sectors. The keynote speaker emphasized developing human resources and leadership in the region. Sessions discussed aligning HR strategy with business strategy using Aon Hewitt's PACE model, trends in executive compensation, and developing long-term incentive and pension plans. A panel discussion highlighted varying HR challenges across sectors and an emphasis on attracting, retaining, and developing top talent. Overall, the event facilitated sharing of new ideas and insights to apply in organizations.
2000–3000
Executive:
3000–4500
Accounts Clerk
SPM/LCCI
Foundation
1–3
Posting of accounts transactions, preparation of
schedules & statements. Filing & record keeping.
1800
2500
Cashier
SPM/LCCI
Foundation
1–3
Handle cash receipts & payments. Bank deposits &
withdrawals. Reconcile bank statements.
1500
2000
Hot job
13
Banking and Finance
Skill Set
Education
Experience
(years)
Job Description
Min. Salary
(RM per month)
The document discusses the definition and regulation of lobbying in different countries. It begins by tracing the origins of the word "lobbying" back to 1820. Today, lobbying generally refers to efforts to influence public officials' decisions. Countries regulate lobbying to prevent corruption. The US has a long history of lobbying and currently has around 12,000 registered lobbyists concentrated in Washington D.C. Lobbying is also widespread in the European Union, with around 30,000 lobbyists registered in Brussels. In the Czech Republic, lobbying is not clearly defined or regulated, but still takes place through various channels of influence. The document argues that lobbying should aim to influence not just public officials but the general public as well in a democracy.
MoboTrax: Mobile Equipment tracking system. MoboTrax is the GPS tracking network part of MoboQuip. MoboTrax can be subscribed to without the full services of MoboQuip, but can be updated at any time to the full version.
This document describes a project to implement an education technology services suite and operating model at the University of California, San Francisco School of Pharmacy. The project aimed to cost-effectively deploy integrated applications over 5 years to improve the educational experience for both teachers and learners. Key goals included providing unified data, reporting, and compliance with accreditation standards while leveraging technologies across the university and industry. The project involved collaboration between the School of Pharmacy IT team, administrators, faculty, students, and other UCSF departments to select and implement solutions for curriculum management, evaluation, video/distance learning, surveys, wireless access, and more.
This document describes a Concept Proposal System implemented at the University of California San Francisco Immune Tolerance Network to improve their process for reviewing funding proposals. The system allows proposals to be submitted and reviewed entirely online, replacing a lengthy paper-based process. It provides a secure portal for reviewers to read, evaluate, discuss and vote on multiple proposals simultaneously. This new system streamlines the review process, reduces costs, improves data backup and allows for more frequent reviews compared to the previous paper-based method.
The EPGP informatics platform was developed to support a large collaborative study collecting phenotypic and genetic data on epilepsy patients. It includes applications for participant tracking, electronic data collection, data management, pedigree charting, specimen tracking, and EEG/MRI review. Over 3700 participants have been enrolled using this platform. A survey found that over 95% of users felt the platform was mostly or always successful. The platform allows efficient, reliable collection of data from multiple sites for large-scale genetic research studies of epilepsy.
UCSF07 - Research and HPC Infrastructure_Award_2007Michael Williams
The document describes a project to implement the Advanced Research Computing and Analysis Managed Infrastructure Services (ARCAMIS) at the University of California, San Francisco (UCSF) Immune Tolerance Network (ITN) and Epilepsy Phenome Genome Project (EPGP). The project centralized IT infrastructure into secure enterprise datacenters, implemented server virtualization and storage area networking. This provided a scalable, reliable and secure infrastructure to support growing clinical research projects. The new infrastructure improved service quality, reduced costs and improved business processes.
UCSF08 - EPGP_Pharmacogenomics_Award_2008_SubmissionMichael Williams
The document describes a pharmacogenomics research informatics project at the University of California, San Francisco called the Epilepsy Phenome Genome Project (EPGP). The EPGP received $15 million to study the genetic factors underlying common forms of epilepsy. It involves collecting detailed phenotypic data on epilepsy patients and controls to identify genetic contributions to epilepsy, brain development anomalies, and responses to antiepileptic drug (AED) treatments. The project developed a web-based tool to efficiently capture pharmacogenomics data across 15 EPGP clinical sites. This tool collects detailed AED drug histories and will provide an immense source of new knowledge to better understand genetic influences on drug resistance and potentially enable personalized epilepsy treatment.
Justin Patrick DiNini Jr.'s resume summarizes his education and work experience. He graduated from Granby High School in Norfolk, Virginia and attended Norfolk Technical School's Building Trades/Electrical program from 2005 to 2007. His experience includes various maintenance, security, loading, plumbing, and HVAC roles from 2008 to 2014 in Virginia. He also served in the US Army from April to June 2011 with a general discharge.
UCSF08 - HD Video Conferencing Deployment_Award_2008Michael Williams
This document describes a high definition video conferencing project at the University of California, San Francisco. The project enhanced scientific communication and collaboration across multiple organizations at UCSF, including the Immune Tolerance Network, Epilepsy Phenome/Genome Project, and Clinical and Translational Science Institute. It implemented a centrally managed multipoint conferencing unit, standardized high definition video conferencing endpoints, and an integrated infrastructure to improve the end-user experience of video conferencing and allow for ad-hoc meetings and conferences between project teams. The project was led by the ARCAMIS team and sponsors from various research organizations at UCSF. It addressed prior challenges with video conferencing technology such as poor audio/video quality, lack of ease
This curriculum vitae provides personal and professional details for Mohamed El said Mustafa Dahroug, including his contact information, education history, 8 years of experience in PVC compound formulation and processing in Syria and Saudi Arabia, and skills in problem solving, product development, and Microsoft Office applications. The objective stated is to find a challenging position suitable for his qualifications and experience in his field of specialization in chemistry.
The Nile River flows through Egypt and has supported civilizations there for over 5,000 years by providing fertile land and resources. The annual flooding of the Nile deposited rich silt that allowed for highly productive agriculture. This dependence on the Nile led the Greek historian Herodotus to call Egypt "the Gift of the Nile." Modern Egypt continues to rely on the Nile through the Aswan High Dam, which generates electricity and provides irrigation.
Le magazine d’information intercommunale d'Annemasse Agglo : Côté agglo. Ce magazine de 16 pages, tiré à 50 000 exemplaires, permet à l’Agglo de mieux se faire connaître auprès des 84 000 habitants et des nombreuses entreprises de son territoire.
The document describes a new jacket called "Reborn". Reborn will come in various colors and sizes, and have features like an audio speaker in the hood, an AUX cord, an adjustable heating element, and Bluetooth control of the temperature from a phone. It will retail for $599.99 plus tax, or $677.90, and be sold in stores and online. The target market is teens and adults aged 16 to 35. The jacket aims to compete with brands like Canada Goose and The North Face by offering fashionable, comfortable, and convenient insulation at an affordable price point.
Dokumen menjelaskan tiga jenis klasifikasi hewan berdasarkan makanan mereka: herbivora yang hanya makan tumbuhan, karnivora yang hanya makan daging, dan omnivora yang makan tumbuhan dan daging. Contoh hewan untuk masing-masing kategori adalah sapi (herbivora), singa (karnivora), dan ayam (omnivora).
A hydraulic system uses liquid under pressure to deliver force over longer distances than pneumatic systems. It works using two pistons inside a cylinder, where one piston has a larger surface area than the other so that the pressure exerted is multiplied, allowing the smaller piston to lift objects. Hoists are examples of hydraulic systems that use high water pressure in either open or closed systems to lift things like toy cars.
This document summarizes a personal journal entry by Scrooge describing a series of strange events and messages he received on Christmas Eve that were intended to teach him a lesson. Scrooge details being contacted by spirits of his past and shown visions throughout the night, receiving cryptic clues and secrets. Upon investigating further the next day, Scrooge determines he was the victim of an elaborate hack designed to humble him and change his miserly ways.
1) Getting talent on the right track requires a long term talent strategy rather than quick fixes, which can perpetuate a cycle of catching one's own tail.
2) Building a robust talent bench through a 5+ year strategy that identifies critical capabilities and allows flexibility is key to absorbing short term issues.
3) Developing a talent culture through leadership commitment, measurement, and forums for discussing talent can help ensure the right people are identified and developed for key roles.
This document discusses the importance of candidate care, which refers to how companies treat and manage job applicants throughout the hiring process. It argues that candidate care is a strategic issue that should involve the entire company, as poor candidate experiences can negatively impact a company's reputation and brand. The document provides recommendations for how companies can improve their candidate care practices, such as shortening delays between interview stages and ensuring interviewers are prepared. It emphasizes that world-class talent will be attracted to companies that represent strong leadership throughout the hiring process.
Writekraft Research & Publication LLP.
We are one of the leading PhD assistance company that deals in helping PhD scholars in their Thesis, Research paper writing and publication work. We are providing custom PhD Thesis written for you exactly the way you want along with a Turnitin plagiarism report.
For more Information Contact us@ admin@writekraft.com
Or Call us @ 7753818181, 9838033084
www.writekraft.com
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research & Publication LLP.
We are one of the leading PhD assistance company that deals in helping PhD scholars in their Thesis, Research paper writing and publication work. We are providing custom PhD Thesis written for you exactly the way you want along with a Turnitin plagiarism report.
For more Information Contact us@ admin@writekraft.com
Or Call us @ 7753818181, 9838033084
www.writekraft.com
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission:
To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
Vision:
Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer's aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
Our Achievements:
NATIONAL AWARD FOR BEST RESEARCH PROJECT (By Hon. President APJ Abdul Kalam)
GOLD MEDAL FOR RESEARCH ON DISABILITY (By Disabled’s Club of India)
NOMINATED FOR BEST MSME AWARDS 2017
5 STAR RATING ON GOOGLE
We have PhD experts from reputed institutions/ organizations like Indian Institute of Technology (IIT), Indian Institute of Management (IIM) and many more apex education institutions in India. Our works are tailored and drafted as per your requirements and are totally unique.
From past years our core advisory members, research team assisted research scholars from various universities from all corners of world.
Subjects/Areas We Cover:
Management, Commerce, Finance, Marketing, Psychology, Education, Sociology, Mass communications, English Literature, English Language, Law, History, Computer Science & Engineering, Electronics & Communication Engineering, Mechanical Engineering, Civil Engineering, Electrical Engineering, Pharmacy & Healthcare.
Learning outcomes assessed within this piece of work as agreed.docxsmile790243
Learning outcomes assessed within this piece of work as agreed at the programme level meeting
Knowledge: Critically evaluate an in-depth aspect of HRM practice, aligned to a specific problem-based scenario.
Intellectual/transferrable: Application of different types of resources (e.g. scholarly articles and case examples) to support recommendations aimed at resolving human resource management problems within an organisational context.
Type of assessment:
Individual report
Assessment deadline:
26/3/2017 (TBC)Instructions for assessment
You are required to produce an individual report (3,000 words) based on a given HRM case scenario exploring and proposing recommendations to resolve the key HRM issues highlighted in the case scenario, together with an outline implementation on plan to support your recommendations.
You are able to choose from one of three case scenarios as the basis for your report. You will find the case scenarios at the end of this assessment brief, together with the marking rubric. This information is also available on Moodle, together with some examples of previous assessment, so you get a better understanding of the expectations.The word limit for this assessment is 3,000 words, excluding references
How will we support you with your assessment?
• Seminars designed to help you practise the skills you will need to be successful in the assessment
• Formative feedback on a draft of your report outline (provided by your Seminar Tutor after reading week)
• Links to the assessment throughout your seminars
• Examples of previous coursework discussed in seminars, as well as extracts of coursework on Moodle from different grade boundaries where available
How will your work be assessed?
Your work will be assessed by a subject expert who will use the marking rubric provided on Moodle. When you access your marked work it is important that you reflect on the feedback so that you can use it to improve future assignments.
Referencing
You MUST use the Harvard System.
Case scenarios
N.B. Please refer to the guidance notes on Moodle when choosing a case scenario for your assignment. You only need to choose one of the case scenarios below for your individual report.
Case scenario 1 – Age Diversity in a High Performance Car Design and Manufacturing Company
WWBM Luxury Cars is a multi-national car design and manufacturing company. It currently employs 80,000 employees worldwide and operates in 80 different countries. Although the organization has placed increasing emphasis on diversity in recent years, it recognizes that that there is still more that can be done to be recognised as an exemplar organization. .
WWBM Luxury Cars is becoming more aware of the issues relating to age diversity, given the changing demographics amongst the global workforce. The average age of its current employees is relatively high, 48 years. However the average age of employees in some of the more specialist technical roles is much higher. The organi ...
Bridge the Skills Gap by Connecting Generations: Here's How…ADP, LLC
This document discusses the skills gap facing many companies and offers suggestions for how to bridge generations to address it. There is a shortage of skilled workers, especially in STEM fields, despite high unemployment rates. Different generations have unique skills and strengths that companies can leverage. The document recommends focusing on compelling employment brands, cross-industry hiring, using talent analytics, improving hiring experiences, and creating positive onboarding and workplace experiences to attract and retain talent across generations.
The document discusses several topics related to human resource management (HRM) in Pakistan. It describes the development of HRM as a profession in Pakistan over the past 20 years, moving from an "administration" focus to a more mature, strategic role. However, the author argues HRM penetration into potential user organizations remains relatively low, at around 3.5% currently. The author develops a life-cycle model to analyze the maturity of HRM in Pakistan, estimating it will take another 15 years to reach maturity with around 20,000 organizations using HRM functions. The document also notes a difference in the breadth of HRM integration across user organizations.
A project report on contemporary trends in human resource acquisitionBabasab Patil
The document discusses human resource management and acquisition. It defines HRM as concerned with acquiring, developing, motivating, and maintaining human resources. The acquisition function involves planning, recruitment, selection, and socialization. Recruitment sources include internal referrals, advertising, educational institutions, walk-ins, online job boards, job fairs, recruitment agencies, and government agencies. The Internet has significantly impacted recruitment by allowing companies to reach a wider audience.
This document discusses the need for organizations and individuals to embrace lifelong employability in response to rapid changes in technology and the economy. The key points are:
1) Automation is already transforming many jobs and skills are becoming outdated faster, requiring continuous learning over a career.
2) Traditional training methods are often not effective for adult learning and companies need to leverage research on learning to develop more tailored, ongoing programs.
3) Degrees are not always necessary and alternative credentials from coding bootcamps or other programs should be recognized.
4) Companies should invest in developing the skills of frontline workers through tuition assistance to improve retention.
This document discusses recruitment, including its definition, aims, and relationship to selection. It describes environmental factors that influence recruitment like the economic, social, technological, political, and legal environments. Alternatives to recruitment like overtime, subcontracting, temporary employees, and employee leasing are also examined. The document provides details on performing a situational audit for recruitment and evaluating alternative recruitment sources.
Talent attraction for the modern recruiterSoraya Lavery
The document provides an overview of talent attraction strategies for modern recruiters. It discusses trends like the increasing demand for talent outpacing supply. Effective talent attraction involves understanding business needs, benchmarking current employees, and developing clear differentiation from competitors. The marketing cycle for talent includes researching needs, planning recruitment messaging, and communicating the brand where candidates can be found. Case studies show how aligning recruitment with business goals and getting candid employee feedback can improve hiring and retention.
1. Page 1 of 7 Talent Acquisition and Employer Brand
Article 1
Title: Talent Acquisition and Employer Brand
Abstract: This article summarises two distinctive flows of acquiring new personnel in terms
of high-skilled and low-skilled workers vis-à-vis the immigration policies. It also introduces
Employer Brand and discusses the most frequent recruitment flaws that affect the Employer
Brand and the whole corporate image.
(keywords: HR, human resources, human capital, talent acquisition, recruitment, hiring,
hiring practices, recruitment strategy, low-skilled, high-skilled workforce, talent
management, high potentials, succession planning, employer brand, strategic HRM)
This article discusses Talent Acquisition and Employer Brand topics, in which both of the
terms fall under HR terminology. HR itself is a controversial topic as it still is not rooted in
the corporate world as a rightful discipline equivalent to corporate finance for instance. It is
disputable whether it has the same weight however if it is neglected by the management then
it is not done properly and an HR manager or person responsible for the HR should pursue
the long-term objective of adapting its department and its responsibilities to a more inclusive
level where it would be having considered as one of the tools driving the whole corporate
strategy. Let us start by looking at HR from basic perspectives then.
You cannot really make any products or even provide services without having any resources
on hand. One of such resources is Human Resources – HR as you know it from the corporate
abbreviation. This said it is evident that people – workers - are one of the most important
assets of any company even in an environment that heavily relies on machinery as at the end
of the day it is a human that maintains or repairs faulty machinery.
The process of acquiring resources for one’s business is very straightforward. The person
responsible for acquisitions looks for the highest quality at the best price available. This
recipe also applies to the HR field. It is very simple and frankly not difficult to implement
when it comes to entry level jobs however it becomes a headache for more senior positions.
Let’s imagine for instance you are buying a new computer for your office, you start with the
specifications that are crucial for your work (job description), then you look at what is
available on the market (job advertisement), you compare the quality (brand) and the price
(salary). Sometimes you even purchase a longer warranty (contract duration) and you can
also return or exchange the product within the first few weeks from the date of purchase
(probation period).
In most cases businesses develop from one-man bands to bigger organisations and
corporations, even those that started as small team companies usually grow through bringing
in lower ranks. Under these circumstances, even though it was said at the beginning it is
always crucial to have the best it is not a matter of life and death for the company to make the
right choice when it comes to personnel.
However there is a big difference between the low-skilled workers who fit low-margin jobs
and a high-skilled workforce that seek employment in high-margin posts. Low-skilled
positions should not be difficult to fill as these do not need any special requirements and thus
could be done by almost anyone depending on the nature of the job, of course. When
2. Page 2 of 7 Talent Acquisition and Employer Brand
recruiting for low-skilled positions the main aspect that could result in a competitive
advantage is the price the company pays for the HR. In other words, companies can push the
salary for the position as low as someone is willing to work for it. The companies can
squeeze the cost of their HR expenses for low-skilled positions even further by sub-
contracting recruitment agencies such as Manpower. That is why outsourcing in the HR field
has become so frequent these days. Whereas high-skilled posts should ideally be reserved to
those already possessing some knowledge or necessary skills to do the work and should be
capable of developing and building on their qualities further to grow within the organisation.
This is where the quality or brand comes into play as well. As the salaries for high-skilled /
high-margin jobs are already significantly more than those for low-skilled workers, the
companies do focus on the quality of the applicants and prefer to do the hiring on their own.
Today’s practice especially for large multinationals is to do mass-hiring twice a year (usually
autumn and spring) in their own assessment centres where the “brand” is the leading factor.
The “brand” actually stands in for the schools offering the graduates in the field in which the
company operates. That is why there has been an increasing number of job fairs that initially
started in the U.S. There are already regular job fairs in Western Europe spreading across to
Central and Eastern Europe. This recruiting tool has set its roots also in Asian countries,
however here it is necessary to keep in mind the difference between the developed and
emerging economies. The brand in terms of top schools is only applicable when the education
market has had sufficient time to mature which means the schools have had enough time to
produce several generations of their graduates and could therefore build a reputation.
For the leading schools the borders seem to have disappeared. As multinationals grow bigger
and stronger their operations often cross the borders and so do their HR practices. This has
led to new terms being used in the everyday corporate language such as “War for Talent”.
This is because graduates from top schools are usually being contacted before they actually
finish their studies by multinationals in order to get the “talent” on board. What is surprising
is the fact that the biggest rivals in the talent war can be at first sight completely contrasting
companies from unrelated fields such as Apple and Adidas.
Naturally there has been a huge number of foreign students especially from the Ivy League1
,
and when the cross-border hiring comes into place the number of foreigners grows even
bigger. But talking about multiculturalism in the workplace, there too are two different flows.
There are two different patterns in international labour-force that could be linked to whether
the workforce competes for the low-skilled low-margin jobs or high-skilled high-margin jobs.
The trend as it stands now shows there is a need for immigrant workers to take on low-skilled
jobs in developed countries where the natives are well educated and do expect to earn better
above average salaries. Whereas in emerging economies where the education sector lags
behind enterprises do welcome well-educated and experienced international experts that
could transfer their knowledge onto the native workforce.
In emerging economies it has become a common practice for multinational companies to
found their own learning and education centres where they bring in overseas and/or local
experts offering life-long education to their workforce so to bring up their own experts. This
is key to their human capital management and vital for their succession planning that is
1
Eight private institutions of higher education in the United States, however this term also stands for academic
excellence, social elitism and selectivity of admission.
3. Page 3 of 7 Talent Acquisition and Employer Brand
crucial to any company’s sustainable existence or growth. 2
Many such centres are complex
organisations and could overshadow some of the existing Universities however this is
achievable only where there is a huge concentration of a local workforce in countries such as
India or China or the company needs to be truly big size-wise nationally or internationally.
For instance chaebols3
do have their own Learning and Development Centres and some of
them offer their own MBA programmes. When talking with one of the L&D centre chiefs it
was said that it is much “safer” to provide employees with home-designed post-graduate
programmes rather than providing them with funds to follow a recognised MBA programme
elsewhere as according to their experience, when a person attains a better education while
working at a company, then after receiving a globally-recognised certificate this person tends
to leave that company. This is the point where the HR needs to consider their ROI4
. Maybe in
this case, the question does not lay in the scope of the learning and education that the
company provides but in the reasons as to why the more senior employees tend to leave.
Maybe it is not the L&D5
that needs to be tackled but the C&B6
for senior personnel.
But the stance of national governments as far as the cross-border knowledge transfer is
concerned is clear. In order to help boost their national economy the representatives design
labour legislation allowing for such transfers and could even provide incentives for migrant
workers in order to attract them to their country. However saying this, it is important to keep
in mind that governments also do have control over the number of migrants they allow work
in their country. It is common practice that there are decisions being made as to the number
of each types of work or stay visa that will be issued for the following calendar year. Where
the number of incoming high-skilled professionals does not usually reach its limits the
incoming low-skilled workers usually outnumber the limit of the work permits. This leads to
an illegal migrant workforce spreading mainly across developed countries and do cause a
headache especially for transition countries. Developed countries which seek foreign
workforces to undertake low-skilled jobs are mainly those with a very low fertility rate, such
as South Korea, where there is a need for workers who will help the country sustain its
economy in the near future. However, this is only one of the tools that governments have the
power to implement. South Korea is currently looking into other ways how to tackle the low-
fertility problem and its consequences.
As for the legislation of incoming foreign workforces, the issue of equal opportunities has not
really been addressed. Commonly it is a firm that hires first and then based on who gets the
job the visa is applied for later on. There are some programs however (i.e. Australia, New
Zealand, Canada), in which young people are encouraged (the age limit is 26, 28, 30 or little
bit more) to apply for a yearly visa first and then they have 1 year to enter the country where
they are free to live and work for a period of 1 year. In the Republic of Korea, there has been
an attempt by the Korea Immigration Service to build and maintain a database of
international professionals willing to undertake work in the ROK. This initiative has only
existed for a few years so far therefore it is difficult to see whether it becomes useful in the
search for talent.
2
When discussing the corporate key functions then a term human capital is probably more suitable as not only
these positions are indeed very costly but should have the power to bring in capital to the company.
3
Conglomerates in the Republic of Korea, ie. Samsung, Lotte, LG, etc.
4
Return on Investment
5
Learning and Development
6
Compensation and Benefits
4. Page 4 of 7 Talent Acquisition and Employer Brand
In contrast to more multinational countries where there are huge numbers of minorities who
have gained citizenship from previous generations to very recently, governments in pursuit of
diminishing social exclusion of their minorities, introduced Equal Opportunities Acts within
their labour legislations. Surely such legislations are at some point very powerful and a
positive tool however taken too far, when quotas come into place, could backfire creating a
positive discrimination environment in which not the best person for the job but the second,
third, maybe the 10th
best person is recruited. This phenomenon was mentioned years ago in a
satirical British sitcom written by Antony Jay and Jonathan Lynn that first aired between
1980 and 1984, in which one of the characters representing a Home Civil Servant of the
British Ministry of Administrative Affairs mentions to a candidate for a Committee
Membership: ”The perfect representative on a government committee is a disabled black
Welsh woman trade unionist. We are all looking for one of those!”
Surely this quota only affects low-skilled positions and then entry level jobs. When it comes
to more senior positions or jobs in which sets of specific skills is required then the job
requirements come first. As always if the person is indispensable for the company then there
surely is a way how to keep him / her. There is a number of examples such as at the
beginning of the economic crisis in the U.S. when the government radically reduced the
number of work permits, one of the leading IT companies relocated its highly respected and
valued Asian manager to Canada, where it provided him with a house and all necessary
equipment. He stayed in touch through Skype, mail and other tools and went on regular
business trips to the U.S. There are of course other examples proving that when there is a will
there is a way.
Companies, and also governments, need to first find such people they are willing to go the
extra mile for. This is where the Employer Brand comes into the discussion. The term itself
has not been used for long but it is used in developed countries that do offer HR specific
education and certification however in other countries, where the HR has not been recognised
as a separate discipline yet, this term is almost unknown. When the Employer Brand term
was introduced the border between HR and marketing blurred as the Employer Brand stands
for how the company wants to be seen and understood as a potential employer. It should
come from within the company and mirror the corporate culture.
If you think about it, then you have to take into account all the possible “meeting points”
where there is an interaction between a company, or a company’s employees, and the outside
world. Employer Brand does not only involve the HR but the whole company and all its
employees. Imagine you are checking into a hotel, you are standing at the reception desk and
the receptionist has difficulties finding your reservation. The manager arrives to sort the
problem out and you are a witness to a rather nasty disagreement between the receptionist
and the manager. Would you like to work for a company where the employees do not treat
each other respectfully? And such encounters happen all the time. The role of the HR here is
to lay down the internal corporate policies that will ensure or at least encourage respectful
behaviour in the workplace. Another example of one of the tools helping build Employer
Brand is a dress code. If there is a company that claims to value diversity and promotes
individualism, then a unified dress code probably is not the best idea to be implemented.
But still, the place where the Employer Brand has its roots and is most visible is the hiring
process in which, most commonly, potential employees meet the HR team. Companies
should not never underestimate their hiring processes and should select the right personnel
with true people skills to occupy their HR positions within the recruitment department. The
5. Page 5 of 7 Talent Acquisition and Employer Brand
Employer Brand image already starts with each job advertisement. This should be as accurate,
detailed and well-structured as possible. It is important to bear in mind that especially these
days when unemployment rates are high and the number of job hunters significantly
outnumber the vacancies it is important to start sifting out unsuitable candidates at the earliest
stage possible. If you have a look at the first few top job boards, you will certainly find
dozens of advertisements lacking the basic specifications that do matter to serious applicants.
Frankly, these are usually missing for the vacancies that are advertised by a third party such
as recruitment agencies. This is what the recruitment agencies are making their living off that
is why they put a lot of effort into hiding any clues that may lead to the identity of the
company that is actually hiring for the position. But this effort does blur the whole
advertisement and results in unqualified people or those with a completely different portfolio
to click on the apply tab. You may think that this does not really matter as it is their job to go
through the thousands of applications and narrow down the search, however these people are
still “only humans” and honestly, very often lack the experience thus end up with only a few
suitable applicants while some very good fits slipped through their hands.
This usually is not the case for adverts that are posted by an actual employer. If you have a
look at Linkedin pages or any other professional networking site, the advertisements there are
being published by the employers themselves. In these cases the ads do not lack a company
introduction, detailed job description, position specification and requirements. Some of the
adverts are through these pages and some will re-direct you to the company’s job applications
database. Corporate DBs can be a headache for applicants, especially when the whole
registration process is split into a number of steps that cannot be skipped and sometimes the
server keeps crashing. Not only applicants has to re-write everything but sometimes grasping
the structure can be very time-consuming plus these tools diminish space for applicants to
diversify themselves from the crowd.
It is hard to say whether it is better to name a contact person on a job advertisement, but it is
true that it is much easier to address a job application to a person with a name. Also, it is
courteous to potential employees to know who will get to read one’s personal as well as
detailed professional information. Giving out a name is the least you, as a company, should
do in return.
Once an application gets through, the applicant should at least receive a confirmation email.
It could be automatically generated, but it is important for the applicant to know that one’s
application was safely received. What is really helpful, is the schedule of the hiring process,
you can inform an applicant about the date by which you will invite candidates for the
interview. To avoid sending mass-mails to unsuccessful applicants you can just add that if
they do not hear from you by then, they should consider the application unsuccessful. These
dates can already be included in the job advertisements.
However if an applicant requests feedback on one’s application, it is indeed very important to
respond to such a request. Of course this means extra work, but if an applicant does not suit
the corporate culture, it is best to be honest and explain it plainly. This way you can save your,
as well as the applicant’s time as he / she might re-consider applying for some other
vacancies available at your company in the future.
When you decide to invite an applicant for an interview, again, be as accurate as possible, it
is always helpful to add directions with a map, a link to your company’s website, etc. If you
know how long the interview will be, just say so in the email as well. If an applicant gets
6. Page 6 of 7 Talent Acquisition and Employer Brand
stuck in traffic or is delayed for any reason, he / she may call to inform you. However if you
only have 30 minutes per applicant and the delay could be 15 then a 15 minute meeting might
not be worthwhile for either of you.
As for the interview itself, it is very unprofessional to attend unprepared. You should at least
know the candidate’s name and / or have his / her information at hand. Linkedin is a great
tool, and the applicants for most attractive positions prepare themselves thoroughly including
finding Linkedin profiles of the interviewers to adequately prepare themselves for the
interview itself. Thus, not knowing anything at all about an applicant can throw the whole
recruitment process off balance. It is alright to let candidates introduce themselves thus give
you some clues as to who you are talking to, but you need to know what is of interest to you,
education, professional experience, international experience, you should then drive the
questioning accordingly. The worst thing you as a recruiter can do during an interview is to
underestimate the person you are interviewing. It is perfectly normal to introduce your
company, summarise the job requirements but avoid explaining basic terminology or asking
completely unfounded questions for instance, if the person has a university degree then
asking him about his knowledge of Microsoft Office, if the person tells you he is fluent in
English then asking him / her to rate his English skills from 1 to 10 and so on.
Another thing that is important to bear in mind but might seem contradictory to the previous
advice is to never assume anything. Sometimes it is better to ask more but intelligent
questions than work with assumptions. If there are any standardised tests involved, re-
consider whether these are suitable for the position you are hiring for at that moment. It is
inappropriate to ask an applicant for a managerial post to spend half of his time filling in tests
that by their nature would be suitable for a primary school pupil. If the job requires a very
good knowledge of a foreign language, it is better to conduct the interview in that language
rather than preparing a written multiple choice test. Make the first interview appropriate for
the position you are hiring for.
If the applicant goes through such a process then it should be without saying that you as a
company will provide him with feedback regarding the tests involved. The applicant took
time and energy to provide you with all the information required, you should honour this time
and energy by not only communicating your decision but also the reasons behind it. If you
expect candidates to be honest then you should be the same.
The points above may seem unnecessary or maybe not so important to be discussed in an
article but from recent job hunters’ experiences the practices described above are still very
frequent and do shed negative light onto companies. If not for the companies’ sake, the
interviewers should remain professional for their own sakes. You never know when you will
meet that person again and although you may not need that person to work for you, you might
need him / her as a business partner.
If we look at the Employer Brand for countries, especially when a country is in need of either
well-experienced professionals in particular fields, or low skilled workers who will play a
major role in the country’s economy battling a very low fertility rate, then they need to have a
look at what, as a country, they can provide that would benefit such a potential worker. In the
case of Singapore the strengths to point out would be its well-known internationalisation
where foreigners appreciate the wide spread use of English mainly in public places and
services, safety, accessible and quality health care, a reasonable social safety net and last but
not least its economic stability. On the other hand, according to working foreign professionals,
7. Page 7 of 7 Talent Acquisition and Employer Brand
Singapore is a great place for young families however it is a bit dull for singles. Countries, as
well as firms, need to know what they are up against. You need to know your competitors,
their strengths and weaknesses to be able to highlight the qualities that differentiate you from
the crowd.