The retention programs are so good that it has been hard, for a generation, to get a job in government. Essentially, someone must die for an opening to be created. The same holds true for advancement.
Good, strategic workforce planning is virtually nonexistent. Instead of accurately knowing and describing the specifics of our workforces, we rely on tired generalizations.
The “search” for a “business model” (which means “we haven’t figured out how to make more money than we spend”) has become the fuzzy cover-up for what, in other times, might be referred to as “failure”.
Although it may seem overwhelming at first, you should be able to identify the people who are likely to become a part of your workforce, the various sources (schools, competitors, adjacent industries) from which they will emerge.
HR Examiner Weekly Edition v 3.21 May 25, 2012 Low Tide for All Jobs “We are not just facing a shortage of information workers. We are also facing a real shortage of people to make things and make things work. And that’s only half the problem. ” – China Gorman Read Now » Learning to […]
“Life on earth is faster, faster, faster. We are inundated with information, showered with technological innovation, and pestered by multiple media 24/7. Business is a blur. Life is uncertain.” – Jay Cross
“We are not just facing a shortage of information workers. We are also facing a real shortage of people to make things and make things work. And that’s only half the problem.” – China Gorman
“Innovation and growth come from the discretionary effort of the workers – not the investment in capital on the production floor. The company’s real value is its employees.” – Paul Hebert
If you had told me a couple years ago that I’d spend that much time on twitter, I would have laughed, rolled my eyes, and silently declared you a complete wingnut.
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