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Reveille and Hyperbole:
National Association of Software and Service Companies (NASSCOM) on Thursday announced the completion of the pilot phase of NAC - the NASSCOM Assessment of Competence (NAC) and the national rollout of program to begin from November
2006, on the sidelines of the ongoing NASSCOM India ITES BPO Strategy Summit 2006, in Bangalore. NASSCOM and Hewitt, with active participation of ITES-BPO industry players, designed NAC, a national assessment and certification program, which is aimed at creating a robust and continuous pipeline of talent by
transforming the "trainable" workforce into an "employable workforce.
You Should Know:
Canada:
Baby Boomer Time Bomb
With the boomers about to hit 60 shortly, they're no doubt thinking about and planning for upcoming retirement, vacations, cottages and travel. It will, they feel, be a time of freedom from the daily grind at work, and a time to enjoy their home. The house will be all theirs - the kids grown, married and
moved away. All they'll have to do is enjoy the grandkids now and then when they're in town. (EdmontonSun)
Global:
jobster uploading jobs into craigslist, google base
Jobster's Jason Goldberg called me last week asking, "So, how much to buy your site?" He was joking, but his real reason for calling was almost as intriguing. Hot off the acquisition of Recruiting.com, Jobster is set to officially announce something that aims to please its job-posting customers: The ability
to upload jobs into Google Base and/or Craigslist at no extra cost. Checkout the screenshot below: (Cheezhead)
Bloggers Want To Get PAID!
He's not playing around. Joel Cheesman has decided that SEO isn't big enough to hold his ideas. His EBay auctions generate the buzz, and in the latest case, $7100 - but Joel sees the opportunity to create a media empire.
Enter Cheez Ads. The offer is on the table for blog advertising - Joel's network will allow online employment bloggers to add text ads to the base of each post that generate some pretty decent dollars. It's a great idea - just different enough to catch the eye of advertisers, and targeted to
the social network Joel has built online.
Will it work? Of course it will. Money is pouring into online advertising in general, but companies are still nervous about where to put it. Targeting a community of readers is vastly preferrable to general ad pushes, and having someone with knowledge of online advertising in charge of the
network will smooth most problems. (Recruiting.com)
MySpace suiting up and becoming too commercial?
Digg This! The launch of "MySpace Careers powered by Simply Hired" begs the question: will the increasingly commercial efforts of Fox Interactive to further monetize MySpace alienate the MySpace user base? MySpace users, however, currently show little aversion to commercial brands. In fact, MySpace members
actively seek "brands" as "friends," according to Shawn Gold, senior vice president of marketing and content for MySpace.com, as reported by MediaPost: (ZDNet)
Online Newspaper Ads Gaining Ground on Print
IN the matchup between the print and online versions of newspapers, signs of the Internet's ascendancy are growing stronger. As Colby Atwood, a newspaper analyst and a vice president at Borrell Associates, put it, "The tail is beginning to wag the dog." According to estimates released on Friday by the
Newspaper Association of America, newspaper print ad spending in the first three months of 2006 increased only 0.3 percent, to $10.5 billion, over the corresponding period last year. At the same time, spending for online advertising surged 35 percent. "I think the handwriting is kind of on the wall that there
is a large migration to the Web," Mr. Atwood said. "Increasing amounts of revenue and focus should be on the online properties. This is a transition that's taking place over several years here. It's not happening overnight, but it's definitely happening." (NYT)
Bruce Bridgeman: A different look at the population issue
Robert J. Samuelson deserves an immediate DOGI Don't Get It award for his Washington Post commentary that appeared in the May 28 Sentinel under the headline "Battling population decline." It gave the impression that the world is facing disaster from depopulation, when the reverse is true. Population may be
stable if you consider only the industrialized countries, but worldwide, humanity is increasing by about 77 million each year. In short, Samuelson is ignoring the other 80 percent of the world. The implications of this increase are staggering; somehow the world's environment must find farmland, water, housing
and all the other requirements for another 1.5 million people every week. And the world isn't getting any bigger. (Santa Cruz Sentinnel)
India:
IT Talent to fall short by 5 lakh by 2010
With the present speed at which the IT talents are being selected and put to high jobs, is likely to cause shortage of lakhs of candidates required to fill the vacancies by 2010 unless it is pre-planned to curb the anticipated shortage. To make up this deficiency, it is necessary that English learning should
be encouraged rather than ignored, since in the advanced IT world, the regional language would not help much. (International Reporter)
New jobs & how to build your career
"It's tangible, it's solid, it's beautiful. It's artistic, from my standpoint, and I just love real estate." That was Donald Trump some years ago. Today, his sentiments are echoed by hundreds of people in India, who don't invest money in real estate but rather invest their careers in this booming sector.
Rashid Aziz Siddiqui, 30, for instance, is one of those who'd rather be in the real estate space than anywhere else. "I am happy with the way my career has shaped up and plan to stick to the real estate sector," he says. He's stuck to it for 10 years now, and his confidence doesn't seem misplaced; from a
humble executive at Sahara Infrastructure & Housing, he's today the company's marketing manager. (Rediff)
US:
Got talent? You're in demand
The war for talented workers is heating up in corporate America. Managers face competing pressures in recruiting: the upcoming retirement of the baby boomers, low unemployment and the high costs of training new workers. The pressures are forcing companies to spend more energy on making the right hiring
decision from the start because they know that the wrong one can hurt morale, lower productivity or cause embarrassment for years to come. Making the right hire also pays off because a poor choice is costly. As a general rule of thumb, it costs a company twice the annual salary of departing employees to
replace them. (SeattleTimes)
Accenture lands major HR outsourcing deal with Unilever
Accenture has ended months of speculation by confirming that it has won a seven-year human resources outsourcing deal with consumer goods giant Unilever NV.Computer Business Review revealed Accenture was the front-runner for the contract back in November last year, while in February Unilever said that the
deal had entered final negotiations. (Food Business Review)
Boomers are determined to redefine old age
As the oldest baby boomers edge into their 60s this year, here's the murky question: What will old age be like for boomers? "Here's the clarity: It needs to be different," says Kathryn Roberts, who heads the state's largest group of living and care communities for older people. "It will be like (how) my
generation of women changed from our mothers'." (TwinCities.com)
Retirement challenges
Almost one in two American families are headed toward years of financial struggle in retirement, according to a new report that says workers are unprepared for cuts in pension and Social Security income. The Boston College study presumes that most people need to replace 65 percent to 85 percent of their
annual income in their working years to stay secure in retirement. But 43 percent of U.S. households will fall at least 10 percent short of that range, the study found, using what it said were conservative projections. The percentage of households at risk of an insecure retirement rises to 66 percent
under a less rosy set of assumptions — for example, if workers retire at age 63 instead of at 65. (Los Angeles Times)
Stonewall Generation spurs market for retirement homes
Gays wary of treatment in mainstream sites seek communities of their own
Like other gay men in their golden years, Jack Norris and Seymour Sirota had heard the horror stories. An elderly lesbian couple is housed on separate floors of a nursing home and kept from seeing each other. A gay retired college professor feels compelled to keep his sexual orientation a secret after
his roommate at an assisted living facility asks to be transferred. "I thought, 'We are not going to be in that situation,' " Norris, 67, said crisply. "This is not going to happen to us in our final days." That's how the two New Yorkers, partners for 14 years, landed at Rainbow Vision, a just-completed
senior community in Santa Fe, N.M. From the private dining room named after Truman Capote to the cabaret where '60s teen icon Lesley "It's My Party" Gore was scheduled to appear this weekend, everything about the 146-unit retirement village was designed with the comfort of aging gays and lesbians in mind. (TimesUnion)
Baby Boomers catch attention of financial service providers
Number of wealthy Boomers will triple in 10 years
Collective wealth and sheer size have allowed the Baby Boomers to take control of the U.S. economy and, by doing so, redefine conventional banking standards. Baby Boomers, identified as the segment of the population born between 1946 and 1965, control 70 percent of all wealth carried by individuals in the
United States and 80 percent of all financial assets, according to Ken Dychtwald, author of the book "Age Power." (NWTimes)
Working Wounded Blog
One of my all-time favorite reader e-mails came from a new manager who wrote to me and said that when he first started out in his career, his first boss said to him, "It's my way or the highway." So he had to do exactly as his boss said and was treated like "crap." It left an
impression.Eventually, that employee became a boss himself. And quite frankly, as a newly minted supervisor he was looking forward to having employees do exactly what he wanted them to do and treating them like "crap." But no, suddenly there was a talent shortage and he had to suck up to his employees. "When
will it be my turn?" he wondered. (ABC News)
Separating fact from fiction
10 retirement myths and the facts that dispel them
Planning for retirement is hard enough. Add to it the fact that there are so many myths about what one needs or doesn't need prior to or during retirement and things get really complicated. To its credit, the Center for Retirement Research at Boston College, as part of its latest effort to quantify the degree
to which Americans are at risk when it comes to retirement, has addressed what the top money myths about retirement and what the truth of the matter is. (MarketWatch)
ACHIEVING SUCCESS WITH THE MULTIGENERATIONAL WORKFORCE
Did you know that generation Xers like to job share, telecommute, take sabbaticals and enjoy skill development, while traditionalists, as the name suggests, prefer the traditional 9-5 work schedule at the office. For the first time in history, there are four generations in the federal workforce today:
traditionalists, boomers, generation Xers and millenials. As a federal employee, manager or director, do you know how to bridge the gap among these different groups to best meet their needs and expectations while -- more importantly -- achieving organizational objectives? (FedNews)
Talent Pool Drying Up
"A lot depends on the organization. I worked with a gas company and an electrical company. The gas company said, we know [the workers] are older but they're relatively easy to replace. The electrical company said it takes five years to train somebody to be a linesman. They're now realizing people are going to
be leaving soon."
Bruce Klug
Principal
Mercer Human Resource Consulting
RETIREMENT MAY SOON be a relative concept. As a generation of baby boomers prepares to exit the work force, companies realize that a vast amount of experience and knowledge is leaving with them. And employers are "petrified," says Bruce Klug, a retirement consultant at Mercer Human Resource
Consulting in Milwaukee.
The demographic change is creating an urgent need for reform. Experts like Klug expect employers to offer more flexible arrangements and phased retirement programs to older workers in order to retain the large — and hard to replace — pool of talent they comprise. The work-life trajectory of
the near future won't be an abrupt transition from full-time work to full-time playing with the grandkids and taking tennis lessons. Rather, says Klug, it will be a more gradual process in which "retirement" means a middle ground between work and leisure. (SmartMoney)
TRENDS: Reaching the Chameleon Consumer
Generational differences, massive immigration and major population shifts are all healthy contributors to the ‘chameleon' consumer, says Swanepoel Change is one of a few rock-solid constants. We can trust it implicitly, especially when it comes to our favorite subject: us! People experience dramatic change
during the course of their lives, both internally and externally. We grow and mature, and often, we move.
Moving means the purchase and sale of real estate – an activity that consumes the professional lives of an unprecedented 2.4 million licensed real estate agents in 2006. According to the Swanepoel TRENDS Report 2006/7, authored by trends expert Stefan Swanepoel, generational differences,
massive immigration and major population shifts are all healthy contributors to the "chameleon" consumer – an emerging American identity that defies simple stereotypes by wearing multiple buying hats.
Generations and their key differences have become more clearly defined over the past few decades. Each successive generation provides distinct niche market opportunities fro progressive-minded agents. As the real estate market cools, agents are going to be faced with increasing competition.
The prospect of quickly and accurately defining and meeting the consumer's needs, wants, and desires will prove to be a daunting task. Nevertheless, it will remain the key to maintaining or enhancing market share. A thorough understanding of the different generations comprising future homeowners and buyers is
going to become vital knowledge in our evolving market. (RISMEDIA)
Coming Soon:
OnRec
Online Recruitment Conference
Queen Elizabeth II Conference
Centre
June 20
Westminster, London
contact:
Chris@OnRec.com
More Info
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AESC
Maximize Your Research Skills with BlueSteps
Free Webinar
June 22, 2006
11 AM EST
More Info
Register |
2006
EREC
21-22 June 2006
ExCel
London,
UK
Register
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SHRM's 2006 Annual
Conference & Exposition
June
25-28
Washington, D.C.
$1,350
Read more
Register
|
Nat'l Assn for Health Care Recruitment
IMAGE 2006
July 10-15, 2006
Boston Marriott Copley Place
$950
Full Brochure (pdf) |
American Strategic Management Institute (ASMI)
Talent Management Summit
July 24-26
Boston, MA
$1995
Register |
OnRec Expo 2006
12-13 September 2006
Donald E. Stephens Convention
Center
Chicago
Register
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ER Expo Fall Conference
September 12 - 14
Hollywood Beach, FL
$1,495
Register |
NAPEO
Professional Employer & Marketplace 2006
September 11-13
Boca Raton Resort & Club
Boca Raton, FL
|
AESC Researchers & Associates Summit
September 21st, 2006
Tate Modern
Bankside
London, United Kingdom
email
cdavies@aesc.org for more info |
2006
Strategic HR Conference
October 4-6, 2006
Westin Kierland
Resort
Phoenix, Arizona
|
Human Resource Executive's
9th Annual HR Technology®
Conference
Oct. 4-6, 2006
Navy Pier in Chicago, IL
$!095
Register |
Nat'l Association of Personnel Services (NAPS)
Recruiting Life
Oct 11-15
San Francisco, CA
$999
Register |
9th Annual Talent Acquisition & Staffing Summit
October 16-19 2006
Renaissance Atlanta Downtown Hotel
$2099
More Info
Register |
2006 SHRM Workplace Diversity Conference
October 16-18, 2006
Century Plaza Hotel
and Spa
Los Angeles, California
|
Hunt Scanlon Advisors present
"Defining
Leaders"
New
York city
October 18 - 20, 2006
New York Palace
|
HR.com's Employers of Excellence 2006
October 25 - 27,
2006
Red Rock Resort
Las Vegas, Nevada
Register
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Kennedy Information presents
Recruiting 2006
November 8-9, 2006
New York City, NY
$1,195
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