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Can't Beat It For Up-To-Date News
(August 29, 2005) The Bugler gives an in depth daily account of the Human Capital Industry news. Sample below:
Simply Hired has been selected to participate in DEMOfall 2005, one of the world's premier forums for new technology innovation. DEMOfall 2005 will take place
at the Hyatt Huntington Beach in California, September 19-21, 2005, where Simply Hired will be launching its new job search engine.
Educational researchers and an automotive industry veteran presented a solution to the crisis in attracting and training manufacturing workers for the 21st Century. "Agile Learning for Agile
Manufacturing: An e-Learning Model," was delivered at the Society for Advanced Learning Technology (SALT) conference in
Washington by Dr. Miriam Masullo of InViVoVision and Dan Criscenti of Campbell & Co. The solution combines the time-honored tradition of apprenticeships with distance learning and data mining technologies, along with interactive collaboration tools to provide a platform for rapid and agile learning.
As Americans prepare to celebrate the upcoming Labor Day holiday, new survey results confirm that many are fed up with their employer. A Kronos® Incorporated survey conducted by Harris Interactive found that 46 percent of employed adults may leave their
current employer if the economy continues to improve.
The AESC has selected Resume Mirror, Inc. to provide its EngeniumHR intelligent searching and matching product on BlueSteps.com. In deploying EngeniumHR The AESC will dramatically improve its members ability to identify and match
executive candidates with their open positions.
AlRetailJobs.com announces massive increase in online job postings for experienced retail candidates. The strong growth reflects a slight upsurge in job hiring as well as a switch from generalist boards to the more specialized retail
specific job board. Sales rose 100 percent during the first half of 2005, compared to the same period a year earlier. The increase continues the company's rapid growth momentum since its launch in March 2001.
Large employers in nearly every industrialized nation have increased the use of equity incentives as integral parts of compensation, according to Towers Perrin's HR Services business 2005 Equity Incentives Around the World
The study found that long-term incentives (LTI) transitioned from prevalence to what is now considered a common practice in many countries for the first time last year. LTI programs are now in place at 80% or more of companies in Belgium, Germany, Italy and Switzerland, signifying an extension of the findings
from the previous study conducted in 2001. In Asian nations, the use of equity LTIs is more divided. Stock options remain a minority practice in China, Japan and South Korea; however, their use is widespread in Hong Kong and Singapore.
DMGT, publisher of the Daily Mail, the Evening Standard, Northcliffe Newspapers and dozens of Web sites throughout the UK, announced the £4.1 million ($7.4 million U.S.) acquisition of two specialty Web sites –
Top-Consultant.com and OfficeRecruit.co.uk.
Experience.com now uses the erecruiting.com domain name.
U.S. Immigrants More Educated than Non-Immigrants
Immigrants to the United States are, on average, more highly educated than those people who remain in their home countries, according to a study of immigrants from 31 countries published in the most recent issue of the journal, Demography.
The further the sending country was from the United States, the greater the gap between migrants and non-migrants, reports Cynthia Feliciano, a sociologist at the University of California, Irvine and author of the study.
"Immigrant groups facing greater barriers to migration appear to be more highly educated than their home countries' populations," Feliciano says.
Immigrants from India and Iran in the 1980s tended to be more educated than 85 percent of the same-age population in their home countries, according to the study. Yet immigrants in the 1980s from Mexico were only 20 percent more educated than the same-age
population in their home countries.
By contrast, Puerto Ricans who moved to the U.S. mainland in the 1960s—and, as U.S. citizens, faced no immigration barriers—tended to be less educated than those who remained on the island.
While the regional origins of immigrants to the United States have shifted over the past few decades (from Europe to Latin America and Asia), this shift does not appear to be linked to major changes in educational differences between immigrants and their home
Feliciano found that immigrants from 1960s who came largely from Europe were more educated than 26 percent of the same-age populations they left behind, while immigrants in the 1980s from Latin America and Asia were still more educated than their countries'
non-migrant populations (44 percent).
For her analysis, Feliciano used U.S. census data and UN educational statistics, taking into account both the age of migrants and the size of the immigrant groups.
She found uneven evidence that Mexican immigrants arriving in the 1980s and 1990s were less educated than earlier Mexican immigrants. Instead, Feliciano discovered that the average education level of all Mexicans who immigrated to the United States is higher than
the average education level of same-age Mexicans who did not migrate. However, the educational gap between those who immigrated and those who stayed in Mexico was greater among those who migrated in the 1960s and 1970s than it was among those who arrived in the United States in the 1990s.
Feliciano adds that, while scholars agree that immigrants are not a random sample of their home countries populations, they have disagreed over whether immigrants are either the most educated and ambitious citizens of their home countries or the most disadvantaged
"These findings suggest that on average, U.S immigrants tend to be more educated than those they leave behind," Feliciano says.
Read the full article, "Educational Selectivity in U.S. Immigration: How do Immigrants Compare to Those Left Behind?"
From Population Research Bureau
You Should Know
THE HIV/Aids pandemic has negatively impacted on the country's productivity as most workers are dying during their prime time years, a Cabinet Minister has said. Health and Child Welfare Minister Dr David Parirenyatwa said Aids-related deaths have drastically reduced the country's
workforce. "Aids deaths lead directly to a reduction in the number of available workers." (AllAfrica)
Executive recruiter David Nosal became Korn/Ferry International's top biller in 2001, just five years after the executive search-industry leader hired him. A charismatic workaholic known for making 50 calls an hour, he ultimately earned about $2 million
annually before he quit last October. Today, Mr. Nosal is the central figure in the alleged theft of about 32,500 candidate and client records from Korn/Ferry by four former colleagues. Some of these colleagues used purloined files after they left to collect fees and complete executive searches awarded
to Korn/Ferry, the Los Angeles concern charged in a recent lawsuit filed in a Redwood City, Calif., state court. The trade-secrets case has prompted a federal criminal probe -- and is rocking an industry whose livelihood depends on costly stockpiles of sensitive personal data. Search-industry executives
say there never has been a trade-secrets theft of this magnitude in their business, and legal experts say it's unusual for any industry. (CareerJournal)
Gartner predicts that RSS will be most useful for content that is 'nice to know' rather than 'need to know'. Corporate blogging reached its peak of hype in 2004 but will evolve to become useful in projecting corporate marketing messages primarily and
secondarily in competitive intelligence, customer support and recruiting. (The Register) (Full Release)
Recruiting Vendors Take Cues From Dating Sites. Fed up with a glut of résumés that often have no relation to the actual jobs they're trying to fill, employers are looking for solutions. Several recruiting vendors are helping. By
mimicking technology found on matchmaking Web sites, these vendors are helping companies sort through the chaff to find the perfect match. (Workforce)
Indeed, most of us struggle with employers that are far from perfect. They don't pay enough. They are run by leaders with the human relations skills of a brick. They are located in places only a cockroach would enjoy. And, they create jobs that are more
like nightmares than dreams. So, what's to be done? I think we have to figure out what constitutes the perfectly imperfect employer for the select group of candidates you need to recruit. In other words, we have to determine which "A"-level performers will kiss a frog. Because they're out
there, and we can recruit them. (CareerJournal)
"Google is doing more damage to innovation in the Valley right now than Microsoft ever did," said Reid Hoffman, the founder of two Internet ventures, including LinkedIn, a business networking Web site popular among Silicon Valley's digerati.
"It's largely that they're hiring up so many talented people, and the fact they're working on so many different things. It's harder for start-ups to do interesting stuff right now." Google, Mr. Hoffman said, has caused "across the board a 25 to 50 percent salary inflation for
engineers in Silicon Valley" - or at least those in a position to weigh competing offers. A sought-after computer programmer can now expect to make more than $150,000 a year. (FC)
Number crunchers at Gartner are predicting doom and gloom for the Indian outsourcing biz.
The Big G says that India's wage bill for developers is sky rocketing and its share of the outsourcing market could fall by as much as 45 percent by 2007. (Inquirer)
The hype over the high rate of attrition (30 to 40 per cent) in the information technology industry has pushed into background similar problems being faced by India's old economy firms. For example, the capital goods industry, which employs more than 2
million people and where the average employment per crore of investment is over 50 times than that of a commodity-based industry, has been facing an attrition rate of over 30 per cent for several years now. The situation is serious, says A M Naik, chairman and managing director of Larsen & Toubro,
India's premier capital goods firm. "It seems engineering and management graduates in India do not want to dirty their hands any more by working for a manufacturing firm," he adds. (Business
Oracle Corp today said it would continue to invest in its highly successful Human Capital Management (HCM) software in India to penetrate into the domestic market, which was grappling with high attrition rates and low employee satisfaction.(Sify)
The release of the Massachusetts Department of Workforce Development's most recent Job Vacancy Survey tells a mixed story about our economy and workforce. Simply stated, there is a skills gap and not enough education and training opportunities to prepare
Massachusetts workers for the current and future job openings in our economy. (Townonline)
Similar demographic problems are being experienced in Canada and other industrialized western countries but the effects on population are masked by high levels of immigration which Russia does not enjoy. Russia's population is declining by 750,000 to 800,000 a year. (LifeSite)
Kids won't be the only ones heading back to school this fall across the country. Adults aged 50 and over who are writing the next chapter in their lives will also be returning to the classroom to sharpen their skills for today's high-tech workplace.
The SBC Foundation, the philanthropic arm of SBC Communications Inc., and OASIS have joined efforts in a new project for people who want or need to continue working in productive roles beyond the traditional retirement age. The project is funded by a $500,000 national SBC Excelerator technology
grant to The OASIS Institute, the national nonprofit educational organization designed to enhance the quality of life for mature adults. (CSRWire)
The National Labor Relations Board (NLRB) has caused a controversy by upholding an employer's rule against employees fraternizing with each other--on or off the premises. (BLR)
EEOC emphasizes that cancer is a disability under the ADA when the disease or its side effects substantially limit one or more of an individual's major life activities. "Even when the cancer itself does not substantially limit
any major life activity (such as when it is diagnosed and treated early), it can lead to the occurrence of other impairments that may be disabilities," the commission said. "For example, sometimes depression may develop as a result of the cancer, the treatment for it, or both. Where the condition
lasts long enough (i.e., more than several months) and substantially limits a major life activity, such as interacting with others, sleeping or eating, it is a disability within the meaning of the ADA." The guidance can be accessed at
Should we try poaching employees from our competitors? One of our senior managers insists we do this, but I think poaching yields more negatives than positives. Some of our competitors are large companies who could squash us. Or am I misguided?
-- Gun-shy Program Manager, sales, Virginia Beach, Virginia
I'm afraid that you are misguided, and may even go so far as to say that your timid mind-set may be a significant factor in limiting your organization's potential. If the other functions in your organization operated under the same fear, it's safe to say
that you would not be in business much longer.
Your question is a blazing example of human resources people seeing ethical concerns where none exist. Business professionals expect competition. If HR truly wants to be a business partner, it must start to think and act as a businessperson. Clearly your senior manager understands the value of
talent and the need to fight for it, so it's time for you to drop your recruiting pacifism.
Recruiting great talent is always a fight (some call it a war). If you want candidates who are well-trained and talented, you really have no other option but to poach from existing pools of talent, including competitors. Hiring exclusively from
non-competitors invariably means you'll get saddled with: 1) People who lack experience in your industry; 2) Candidates from outside the region with high relocation costs; or 3) Candidates so poor in quality that your competitors would not touch them with a 10-foot pole.
Whether you like it or not, large competitors in all industries continually target the employees of smaller firms. You ought to be alarmed if your competitors don't try to poach your employees, as it would be a sign they aren't worth having.
Hiring away from other companies:
Enhances your company's talent pool while that of your competitors gets diminished.
Gives you well-trained talent with skills and knowledge that your current employees might not have.
Enables you to gather competitive intelligence and learn from competitors' techniques, approaches and mistakes.
Often brings a significant portion of your competitors' customers your way.
Forces your organization to pay attention to top performers to keep them from being poached.
(From Workforce Magazine)
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