Having recently made the transition from working (for 14 years) in an organisation to working for myself – often from home; it is interesting to me how specific and organised virtual or remote workers have to be about their work. When I work with my clients it is an imperative to identify the specific deliverables and timescales in our projects together – and as long as I meet those requirements – I have earned my fee, I am happy and so are they. I wish I could have operated like that when I was employed. This didn’t occur to me … Continue reading In Praise of Being Specific
Within this section you will find a wealth of additional information, commentary and links that we have collected surrounding the workforce demographics, retirement, the experience gap and other related items. They had all been published on our blog ‘The Battle For Experience’ but we have republished them all here - and will continue to do so. Why not register for updates via Twitter or RSS
Category Archives: Talent
This entry was posted in Case study, Definition, Portfolio, Second career, Talent. Bookmark the permalink.
John has been posting some very interesting articles on work from home, or not working from home… How many times have we heard about “Work-Life Balance”? The suggestion has been that people balance work and life, with an inference being that we should do both in equal measure. In many (not all I hastily add) cases it has been lip service from well meaning HR people who needed to say something to both sides. Well, for me, it is not to do with balance but much more to do with ‘enough’. The right amount. That means from a persona point, … Continue reading It’s Not About Balance. It’s About Enough … The Right Amount …
This entry was posted in Leadership, Recruiting, Talent, Thinking. Bookmark the permalink.
well here is some news I really DIDN’T expect to see today. This post at 37 Signals and this one from the news organisation KMUW are both essentially saying the same thing. And that is that ‘working from home’ in Yahoo is no longer going to be acceptable. In a memo from the desk of Marisa Meyer, she said Being a Yahoo isn’t just about your day-to-day job, it is about the interactions and experiences that are only possible in our offices. I know what she means, but I dont think it is coming out right. I (we) think we … Continue reading All Change At Yahoo
This entry was posted in Rules, Skills crisis, Succession PLanning, Talent, Technology. Bookmark the permalink.
Quite exactly when something like this will kick in I do not know – BUT – I do know that aspects of it are here already. Putting aside the idea of arm bands tracking Tesco warehouse staff – consider a remote worker, coding or writing a script, or developing an image for a marketing campaign ….. how do you know what they are doing. I would personally take the value argument. I need a piece of work – it needs to be delivered by a certain date – and it needs to have a certain quality. Job Done. But there’s … Continue reading Measurement Gone Mad ?
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This just caught my eye Despite the known and associated challenges of recruiting skilled workers not a single hand was raised when I asked the following questions: How many organizations have identified the risk of loss for critical employees/positions? How many organizations have identified the competencies required in critical positions? Oh my goodness – for the full context – read the full article here … from our friends at The Perfect Labor Storm.
This entry was posted in Skills crisis, Succession PLanning, Talent, Uncategorized. Bookmark the permalink.
We have been arguing a long time now that knowledge work is in the process of being broken down into ‘manageable chunks’. Seems like the Economist agrees with us – and sees it as one of the next challenges for new graduates. Dreaming spires, meet pin factoryThomas Malone of MIT argues that these changes—automation, globalisation and deregulation—may be part of a bigger change: the application of the division of labour to brain-work. Just as Adam Smith’s factory managers broke the production of pins into 18 components, so companies are increasingly breaking the production of brain-work into ever tinier slices. TopCoder … Continue reading Angst for the Educated | The Economist
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… I know we have been going on about this for a while now. We know our readers agree. That’s whay you are here – right ? Still – always nice to get support from alternative sources ….. This one is Mike Rowe, Â Creator, Executive Producer and Host, Dirty Jobs. The article comes from his Senate Testimony in May earlier this year. Testimony of Mike Rowe Creator, Executive Producer and Host, Dirty Jobs Mike Rowe’s Testimony Before the U.S. Senate Committee on Commerce, Science and TransportationMay 11, 2011 I believe we need a national PR Campaign for Skilled Labor. … Continue reading We Are Not Alone
This entry was posted in Skills crisis, Talent. Bookmark the permalink.
This news is a little old for some of you I am sure – however purposeful demonstration that the growing problem of skills shortages due to early retirement and budget pressures knows no bounds. More than 2,000 of the country’s most experienced police officers could be forced to retire by 2015 as forces try to cut costs, according to Labour. Although police officers cannot be made redundant, officers with 30 or more years’ experience can be made to retire under existing regulations. Shadow home secretary Yvette Cooper said it was “deeply worrying” 13 forces had decided to use them in … Continue reading Labour claims police officers will be forced to retire
This entry was posted in Experts, Retirement, Skills crisis, Talent. Bookmark the permalink.
Human-resources executives have aspired to be strategic advisers to business leaders for at least a generation. But itâ€™s been a struggle for many because itâ€™s so difficult to measure the business value of HR approaches. Questions such as â€œWhat is the ROI of training?â€ and â€œWhich screening techniques yield the best performing recruits?â€ or â€œWhat target-setting approach will best motivate performance?â€ have been met with imprecise answers. Today, however, new tools and methods for analyzing data enable HR to define the link between â€œpeople practicesâ€ and performance more effectively. This couldnâ€™t have happened at a better time, since CEOs are … Continue reading Using Your HR Data To Create Value
This entry was posted in Recruiting, Talent. Bookmark the permalink.
YouTube last week announced it expects to have its biggest hiring year in 2011, with plans to grow its staff by 30%. The Google-owned video site has dozens of open positions in all areas, with a high number of them are in advertising sales and customer support. Google itself announced a few weeks ago that 2011 would be its biggest hiring year ever, surpassing its 2007 hiring record with more than 6,000 new hires. In contrast AOL, the darling of Wall Street just a decade or so ago, announced it was laying of 20 percent of its workforce or 900 … Continue reading The New Odd Couple: Skilled Worker Shortages and High Unemployment
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