HR Professionals |
Discussion with HR |
Effective Construction Planning Management
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Activity:
72 views;
last activity : 01 07 2011 18:18:44 +0000
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Hire flexible people with good learning capability and retain them
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Hiring talent scouts
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I just do not understand!!
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Increased focus on business needs requires more talented people
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advance HRM
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Mix of both; Field specialists and Generalists
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Delivering more efficiently Efficiency improvements while staying nimble to meet changing business requirements is very impo
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Try recovering old talent
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Selected a few trained & remaining to be trained.
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Selected a few trained & remaining to be trained.
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Recruit By Referral Method
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Agencies will become more specialized while providing a broader range of services.
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As technology lifecycle is shortening everyday and we can witness that now technologies are changing in less than two years , organizations are looking for flexible people with good learning capability and focusing on retaining quick learners.
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Right.
It's a good idea.
There are many hiring trends that abound but many companies should be very mindful of how they hire people and who they hire. Many companies are looking to improve their current workforce through hands-on training and seminars. Until the business world gets back on its feet it’s good to hire from within a company and/ or hire people who have flexible skills and good learning capabilities. Many companies find it beneficial to recruit from referrals. A company should do a thorough analysis of its workforce and get rid of lower performing workers or give them better training.
Many companies are still looking to outsourcing as a better way of doing business. Some companies are adding more “green jobs” or more environmentally friendly positions. Hire workers to focus on social media and hire more bilingual workers. Many times it all depends on what best fits a company at this point in time.
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With recession,companies resort to right sizing.In order to bring about semblance of recovery,performers are also given marching orders.To pick them up,companies need talent scouts for locating them and encourage them to rejoin on perks better than earlier ones.
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It will add up as T S can be on temp-staffing pattern and once the company is populated with right kind of people,his or her job is over.
That would add another level of expenditure into the company's accounts
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Best brains are available from the army of retired people with least liability to the companies - good, big, Indian and MNCs ; but such people are never being experimented with!!
I would like to invite opinions from the great HR-experts of such companies, why it is so!! Most of them are working in scores of private /proprietorship/partnership
companies.
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None of Todays' retired people are from private professional colleges malnourished from donations of their fathers. Half of todays' Fresh boys are unwilling to enhance their professional knowledge by reading professional books in their off time!Most of them are in search of softwares without understanding the basics! Which way retired people are found difficult to handle?Has it been generally found they cannot deliver and only fresh boys can deliver?Very baseless remarks! My experience is different.Fresh boys are always on the lookout for higher salaries in more reputed firms,even with their half-baked knowledge and nil experience! PLEASE DO NOT generalize an instance so confidently!! Thanks.
None of Todays' retired people are from private professional colleges malnourished from donations of their fathers. Half of todays' Fresh boys are unwilling to enhance their professional knowledge by reading professional books in their off time!Most of them are in search of softwares without understanding the basics! Which way retired people are found difficult to handle?Has it been generally found they cannot deliver and only fresh boys can deliver?Very baseless remarks! My experience is different.Fresh boys are always on the lookout for higher salaries in more reputed firms,even with their half-baked knowledge and nil experience! PLEASE DO NOT generalize an instance so confidently!! Thanks.
It is interesting idea. Here and there, we can think of very brilliant retired hands provided they are NOT afflicted with the retirement-syndrome. As such, it cannot be a general policy because at times , it becomes very very difficult to handle the retired GEMS. MOreover, it is always the FRESH BOYS only can deliver the goods.
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Building a quality staff is the need of the hour and so, it needs to have a sharp alignment of IT with business needs. The recession sharpened the emphasis on those projects that would deliver a clear business benefit. As the delayed projects are being restarted and more new projects being undertaken, the focus is to get the right people in the right roles, staff with skills in business analysis, enterprise and solutions architecture, and project management. Needs employees who can ask the right questions of a project business sponsor to deliver projects fully and efficiently. |
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Yes Alex I think you are right in your observation by and large.
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retain best employee of the organization.and for average employee give attention to work for making them best.
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m not totally agree with ur view..they shud try to recruit new and talented employees too..
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There is no point in keeping all experts, because the functioning of the organisation will not be smooth. There needs to be SMEs (Subject Matter Experts) and Generalists because usually SMEs are not able to handle the organisation well. and that is why the demand for MBAs have gone up/
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Delivering more efficiently Efficiency improvements while staying nimble to meet changing business requirements is very impo
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Delivering more efficiently
Efficiency improvements while staying nimble to meet changing business requirements is very important. The goal is to streamline and strengthen commodity services and then look at alternative means of sourcing them, including cloud computing. Nimbleness has become required of the IT department, but from the perspective of being able to rapidly cope with change, rather than simply deliver outcomes quickly.
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In its bid to downsize / cut costs, the company may have laid off people. Possibly some of them with proven credentials are still available. Re- hire them at a premium.It will bring in loyalty and obviate cost of training and establishing a fresh one.
Warm regards
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Absolutely brilliant ideas!! However, people with high self-esteem will think twice before such acceptance.
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To cut the size of man-power & cost, many a companies that are not really technical, hire untrained individuals & place them under trained professional to get them trained.HRD is additionally charged to prune their training cell to meet such eventuality. |
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To cut the size of man-power & cost, many a companies that are not really technical, hire untrained individuals & place them under trained professional to get them trained.HRD is additionally charged to prune their training shell to meet such eventuality.
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Recruit By Referral Method And Increase The Notice Period To 3 Months To Minimize Attrition Levels. This Keeps The Checks Both On Referred Person As Well As New Recruits.
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They will seek candidates in a narrow range of skill sets and become very knowledgeable about everyone in that profession in a particular geography. For example, they might focus on Java programmers. Large firms may be able to encompass several professions of these professions, but each will be treated in a unique way. A big part of the new agency's role will be competitive intelligence work and candidate pool development. Only the largest of corporations will be able to afford to do this on their own, making the market ripe for agencies that can perform these functions. Agencies might simply charge a transaction fee for supplying a few names. Or they could offer to do a full recruiting process at a fixed fee or on a percentage basis as they do today. |
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