Labor Shortage 5
Yesterday's article (about recruiting physicians in cold weather
places) show cased a key operating principle in the labor shortage.
Sometimes, there are enough people. They just might not be where you
need them. The dislocation of the labor supply is a problem that has
long been solved by recruiters.
Things are a bit more serious these days.
(Read More)
Reveille and Hyperbole: Kenexa® (NASDAQ: KNXA), a leading provider of talent acquisition and retention solutions, announced that it has acquired Germany-based HRC Human Resources Consulting GmbH.
PreVisor, a leader in pre-employment assessments and selection solutions that connect hiring decisions to business results, announced its acquisition of talent management and selection provider Talent Technologies, Pty. Ltd. Talent Technologies, founded in 1996, is based in Sydney, Australia with associates in Brisbane, Melbourne, and Auckland, New Zealand.
PeopleFilter® Technology, developers of the PeopleFilter applicant tracking system (ATS), announced the availability of the PeopleFilterNow! JumpStart package. This is a comprehensive on-demand offering that consists of resume mining, electronic candidate screening, and reporting and analysis for an introductory rate of $499.
CyberShift, a leading provider of global workforce management and expense management software and services, announced it has won START-IT magazine's prestigious 2007 Power of Partnerships Award. CyberShift and Shakopee, Minnesota-based InterplX Technologies, a leading provider of automated systems and services to streamline the processing of expense transactions related to corporate travel, P-Cards and tuition reimbursement, won a bronze award for their OEM relationship.
Checkster announced the introduction of the first personal performance tool to empower organizations to grow and improve their talent. This unique web service leverages leading edge research in expert performance and associates it with innovative Web 2.0 collaborative technology.
Deck Chairs: Robert Alps has joined Buck Consultants as a Director in its Chicago office
…
Study Shows: As business growth takes center court, many HR functions feel sidelined.
Today's emphasis on business expansion is creating "growing pains" for many HR professionals, according to a recent study conducted by the Human Resource Planning Society (HRPS) in partnership with the Institute for Corporate Productivity (i4cp). The study found that two-thirds of respondents say HR is not reacting fast enough to the strategic challenges related to organizational growth, and about the same percentage say the emphasis on growth in their organizations is changing the meaning of "strategic HR."
"It can be hard for HR to keep up in high-growth companies," said Jay Jamrog, i4cp's Senior Vice President of Research. "Those firms are not only scrambling for the talent they need to keep growing, they tend to have a strong focus on issues such as meeting customer needs, delivering quality products and staying innovative. A lot of HR pros don't have much expertise in these areas. It requires a different kind of strategic HR to help drive growth."
Indeed, the study found that senior HR leaders are struggling to play a key role in their organizations' growth strategies. Thirty-three percent of respondents said those leaders were "on the sideline," contributing instead in spot roles such as talent acquisition and integration. Another 10% said HR leaders weren't involved at all in growth strategy, and 22% said HR's overall role is "below the executive-team level."
Not all HR functions feel stymied in this area, however. About a fifth of respondents said senior HR leaders are indeed critical members of the executive team, and 16% said HR plays a key role in promoting organizational growth in their companies.
"Even though they are in the minority, these are the HR professionals who are probably the true business partners," stated Jamrog. "They understand the executive point of view and know what it takes to help their companies grow. But even if they're not represented on the executive team, HR can provide a crucial supporting role to leaders who are focused on growth."
When asked what HR needs to do to "retool" and become more effective in growth situations, 68% of respondents pointed to the development of programs to help leaders get better at growing their organizations. Another commonly cited strategy was "designing and staffing the growth-related organization," and a third strategy was helping organizational leaders to "frame" the growth challenge.
"The survey data strongly suggests that, in addition to talent acquisition and leadership development targeted to growth, HR leaders must dramatically increase their external focus – on markets, customers and new ways to serve them – if they are going to be strategic players going forward," said Ed Gubman, HRPS Special Issue Editor.
The HR's Role in Organizational Growth Survey was conducted by HRPS, in conjunction with i4cp, in June/July of 2007.
For more information about this study, please contact Greg Pernula at greg.pernula @ i4cp.com (delete extra spaces) or via phone at (727) 345-2226.
About i4cp, inc.
Building on the 35-year history of its predecessor (the Human Resource Institute), the Institute for Corporate Productivity (i4cp, inc.) improves corporate productivity through a combination of research, community, tools and technology focused on the management of human capital. With many of the best-known companies in the world as members, i4cp draws upon one of the industry's largest and most experienced research teams and executives-in-residence to produce more than 10,000 pages annually of rapid, reliable and respected research and analysis surrounding all facets of the management of people in organizations. Additionally, i4cp identifies and analyzes the upcoming major issues and future trends that are expected to influence workforce productivity and provides member clients with tools and technology to execute leading-edge strategies and "next practices" on these issues and trends. i4cp is a for-profit company with its headquarters in Seattle, WA, and research offices in St. Petersburg, FL.
You Should Know: BANGALORE, India:
BANGALORE: Recruiters around the world are on a big MBA talent hunt. The UK is now paying the highest salaries for MBAs worldwide.
China is the hottest market with more and more MBAs joining Chinese companies. Asian students are among the highest GMAT scorers in the world. The Top MBA International MBA Recruitment and Salary Report 2007, made available to TOI, reveals these and other interesting trends of MBA education in 35 countries.
The survey is the most extensive and presents an unrivalled view of the World MBA recruitment market with responses from 489 companies worldwide.
"Hiring predictions from MBA recruiters suggest that MBA demand worldwide will set a new record in 2007. In most countries, the survey has shown that there is a rise in demand for the MBA course, specially among people who seek a career change or who wish to start business," says marketing director (India and Middle East) Biren Patel of Quacquarelli Symonds, the world's leading network for top careers and education which conducted the survey.
Surprisingly, industrial companies are hiring MBAs from a broader number of business schools than ever before. But it is the consulting and financial services which will account for 50% of MBA hires at many B-schools, even in the future.
Such is the demand for MBAs that in North America, where foreign students find it challenging to get H1 visas, recruiters are finding the ways to hire people. Many Western European countries are becoming hot spots for MBA recruiting.
The UK is at full employment, particularly, due to the implementation of the Highly Skilled Migrant Programme, the visa regime that is favourable to MBAs of any nationality.
Dominique D'Arcy of Manchester Business School says: "Increasingly, the MBA is becoming the mainstream qualification for recruiters in many Western European Countries as has been the case in the US for years."
Dubai, too, is a hiring hub. Companies there are seeking MBAs in large numbers. The study has shown that the demand will continue to grow in 2008. And there seem to be no imminent indicators of a possible drop in demand. Yet, the research has a word of caution: the supply of MBAs is not growing as rapidly and companies may not be willing to push salaries much higher.
Chris Higgins at Wharton says, "MBA candidates need to remain flexible about career aspirations."
But nothing best sums up the trend than what Graham Hastie from the London Business School says: "99% of the class 2007 had paid summer internships — a record for the school."
(Times of India)
Deep Release: Report Examines Capabilities of Oracle, PeopleSoft and JD Edwards Solutions Across Professional Services Sub-Industries
Oracle (Nasdaq: ORCL) announced that Forrester Research, a leading independent research firm, has included the Oracle(R) E-Business Suite,
Oracle's PeopleSoft Enterprise and Oracle's JD Edwards EnterpriseOne
applications in its most recent project-based software solutions market
analysis. Across 22 sub-industries and compared to 14 competitors,
Forrester's evaluation showed that Oracle was the only vendor with a "High"
rated product in every one of the 22 sub-industries examined.
According to the report, "Out of the box, Oracle provides: visibility
across the project life cycle; a centralized skills competency model;
talent management solutions; and collaborative billing solutions."(i)
"Designed out of the box for key project-centric industries in multiple
geographies (multicurrency/multilanguage), Oracle's PeopleSoft Enterprise
Service Automation (ESA) solution provides a single, unified view of all
project-related activities."(ii) Additionally, with Oracle's JD Edwards,
"Professional Service providers can automate their entire service and
project life cycle from bidding to award, inception and staffing to
execution, and post-delivery performance measurement."(iii)
"Oracle Applications enable Professional Services firms to drive
top-line revenue growth via targeted client acquisition and service
governance, align talent management capabilities with strategic service
offerings, and reduce SG&A expenses through integrated front and back
office solutions," said Oracle Vice President of Service Industries, David
Anderson. "We're pleased with the exceptional ratings that Oracle,
PeopleSoft and JD Edwards applications received in this report."
Forrester interviewed 32 customers and 15 vendor companies representing
17 solutions for the report, "Introducing Project-Based Solutions."
Oracle (Nasdaq: ORCL) is the world's largest enterprise software
company. For more information about Oracle, visit our Web site at
http://www.oracle.com.
SOURCE Oracle Release
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