Happy Weekend “Last Train to Clarksville”
January 19, 2009
“Last Train to Clarksville” by the Monkeys
Happy Weekend “Stevie Wonder – Superstition, Live on Sesame Street”
January 19, 2009
Lifestreaming in the organization
January 19, 2009
Remember Twitter (that I blogged about earlier) or even things like Facebook news feeds and status messages? They along with other services (like Friendfeed or Plaxo) do something called lifestreaming. Actually not really lifestreaming (because they only capture what you want them to capture) but this post by JP made me wonder about how lifestreaming would impact the future of CVs and appraisals. As he says:
As the cost of such data acquisition drops, and as the cost of storing such data drops as well, the possibilities are tremendous. From an enterprise perspective, what the report represents is a part of the future of two things: CVs and appraisals. Nick’s work reminds us that you can now tell a story about what you did in ways you could never have done before. As with anything else, there are opportunities to game the “system”, but that is not what I want to concentrate on.
Because feedback loops of this sort are valuable as learning tools. As I learn more about what I really did with my time, I learn more about what I would like to change in that context; the feedback loop of “actuals” helps me do that. As I learn more about what I liked and what I disliked, I learn more about how I can keep doing the things I like doing; collaborative filtering helps me do that. As I learn more about what others perceive as things I did well and did badly, I learn more about how I can improve my strengths as well as my weaknesses; the feedback loop of “reviews” helps me do that.
In the past, whether it was a CV or a “performance review” or an “appraisal”, what went into the report was very subjective, very biased. As a result people didn’t like sharing the information with others. When the data is collected independently and objectively, this unwillingness to share goes away.
However, while the opportunities are tremendous, I personally don’t think something would take off in organizations, unless the appraisal process loses much of the negative energy and linkage to pay that it’s saddled with. But I totally buy into the idea of feedback loops and helping people learn and be inducted. The other question is, it might take away the mystique from certain roles and jobs, but overall that’s a much better thing!
when customers die
January 19, 2009
This must be how Philip Morris feels.
OK, unlike smokers, no one’s literally dying. But when you write for a particular niche, say, Internet recruiting, a mass exodus of people from the profession means a few less readers. Or a lot fewer readers if this economy keeps sprinting toward the depths of Hell.
Even Google’s laying off recruiters.
Case in point: Of the 40-or-so people I worked with at JobOptions in the ’90s, I can name about three who are still in the industry. The rest went on to other things. We didn’t have bloggers as we know them today, but you can bet those former coworkers would have stopped reading them now. The same will happen as grenade after grenade falls on recruiter after recruiter and the vendors who serve them.
Unlike a popular tech blog that keeps a wide variety of readers engaged from a macro level, however, the micro-nichers must feel like a gerbil on a treadmill, always having to replace former readers with new ones. Not a particularly appealing prospect. And there are likely a a few niche communities and Ning signposts seeing similar challenges.
The recent bucket of chum being thrown into the water in the form of industry layoffs and site redesigns has been good for bringing in the sharks to feed, but one wonders how long it will last.
onewire: a new career and recruitment management tool
January 19, 2009
OneWire has announced the launch of a new online career and recruitment management tool for the finance industry.
The platform enables financial firms to connect with a pool of highly relevant candidates for any job based on the firm’s precise search criteria, which can include work experience, education, or languages spoken. OneWire makes the connection without revealing any information about the candidate except how they score against the firm’s search criteria. The candidate decides how and when to reveal their profile.
Once relevant candidates are found, OneWire enables a firm to manage all communication, scheduling and other recruiting functions within one application.
If a candidate is tapped for a position but is not interested, they can ignore the inquiry and remain anonymous, or they can opt to refer a colleague and potentially receive a cash referral reward or have the firm donate to charity.
“There are a myriad of traditional job and business networking sites that claim to have varying degrees of focus on the financial job market, but only OneWire delivers the market expertise, advanced tools and comprehensive offering that takes hiring and career management in finance to the next level,” said Skiddy von Stade, Chairman of OneWire. “OneWire has deep ties to the financial industry and was created by HR, technology and finance experts to maximize the effectiveness and value that we provide to finance professionals and firms, especially in such a dramatically changing marketplace.”
search engine offers free social reference checks
January 19, 2009
Yasni, a people search engine that enables hiring managers to check an applicant’s online reputation and social references, has announced that the searches can be performed at no cost.
According to a company press release, in addition to collecting professional information through resources such as LinkedIn and Jigsaw, as well as criminal records through criminalsearches.com, yasni provides details about social behavior by returning social networking profiles, including MySpace and Facebook, blog postings, photos, online shopping wish lists and more.
Steffen Ruehl, the founder and CEO of yasni, came up with the idea while working as head of marketing for two online career sites in Europe, JobScout24 and JobPilot, now a part of Monster.com. “It became clear to me that an easy-to-use, one-stop resource that provided free, thorough results about an individual would be very helpful to employers,” Ruehl said. “Since our launch just one year ago, yasni has become the leader in the worldwide people search market and background checks on job applicants is one of our most popular searches.”
This link is very useful for all HR professional-Part III
January 19, 2009
check it out
Start a DOEACC Level Computer Training Centre
January 19, 2009
Please guide me in How to start a DOEACC level Computer Training Centre.
What are the formalities?
I searched Citehr site but could not get any post on this.
Your valuable suggestions and help will be highly appreciated.
Thanks and regards
Gyanu
HRM first time used…
January 19, 2009
I’m about to write something about HRM. I recognised however I use, read, spell HRM or "human resource management" term very often, I couldn’t really tell who and when (in what publication) used it for the very first time. Some authors write it was R. E. Miles. What concerns me is if it was really him, and in what publication it was?
Thanks for any help.
Technology Impact On Hrm
January 19, 2009
Organisations are greatly influenced by changes taking place in internal as well as external environment. Today’s labout force, more importantly, is diverse in terms of ethnicity, race, sexual orientation, disability and other cultural factors. The managerial challenge is leaning how totake advantage of this diversity while fostering cooperation and cohesiveness among dissimilar employees.
The impact of new technology on the total number of jobs available has been quite devastating. It has placed power in the hands of small group of ellite people in most large scale orgnisations. The new technology generally compel people to learn a new set of skills altogether and also learn to work together in project teams time and again.
The attached article is vide note on the new trend or technology impact on HRM. This may be very useful for the comming up HR professionals.
Regards,
PBS KUMAR
