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Knowledge Infuser

February 5, 2007

 

Daily we are asked our opinion and advice on HR and Talent Management metrics and analytics along with scorecards and dashboards.  Tune into our interactive webinar on Wednesday to learn more about this topic that will only become more important in our space over time. 

 

We will cover:

 

  • Why measurement must be an integral part of any HR, HRMS or Talent Management initiative* How to determine what to measure, and what types of measures matter to your C-level executives* How to start small, achieve quick wins, and set your organization up for success* How the Analytics vendor landscape is evolving, new technologies, and new products that we have seen be successful with customers.* An easy-to-follow checklist to get you started with your own Workforce Information Management Strategy

Register for free webinar here

 

Another infusion of knowledge..

 

 

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[http://knowledgeinfusion.typepad.com/knowlege_infusion_blog/WindowsLiveWriter/TheRoleoftheRecruiter_D0B0/ki22.jpg]

 

A great post from systematicHR as usual.  One of the things we see over and over, is the everchanging role of the recruiter.  Besides all that is mentioned in the post a few other things we see changing and impacting HR and talent management technologies:

 

  • Recruiters are being brought into the mix regarding holistic talent management more than ever.  The concept of only recruiting from the outside for recruiters is DEAD.* Recruiters are focusing more on internal mobility than ever before.  This being said, they are looking at talent pools. performance management ratings, learning management (LMS) tools and succession plans.  Recruiters roles will continue to evolve into much more holistic in nature.* The HR, Talent Management vendors are already moving in this direction, and many recruiters are as well.  The integration of talent acquisition into the talent suite is not only a fad, but the future of talent and will continue to force recruiters to be more broad in their thinking.* Finally, the internal career brand is equally if not of greater importance than the external career brand.  The efforts must be synchronized to insure what was sold, continues to be reinforced throughout the employment lifecycle.

Here is a link to the post

 

Another infusion of knowledge..

 

Link to systematicHR - Human Resources Strategy and Human Resources Technology �� The Role of the Recruiter

 

 

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