The pushback from people who have often made our influencer lists was interesting. I got mail suggesting that the list wasn’t credible because person X wasn’t on it. (Of course, that was usually the person writing the note.) I wanted to take some time to dig a little further into what we discovered with the most current list.
We chose to use the six month window as a baseline for further investigations. The topics covered by the list are the most referenced and written about ideas in the HR Market over the past six months.
Over the past couple of years, the team at Ceridian put a great deal of energy into telling their story. The company is one of the largest players in the HR software business. With 130,000 customers who have a total of 25 million employees.
Talent is more available than ever, with global access and high educational standards around the world. At the same time it’s more in demand than ever as the need for skilled talent continues to outstrip its supply.
Managers spend inordinate amounts of time developing, managing, revising and improving their schedules. The PeopleMatter toolkit acts kind of like Tungle for shifts.
This week we present a series of articles on HR Forecasts and the latest trends that will shape the future of talent management. Next, Referrals goes deeper into Social Recruiting tactics followed by Heather Bussing and her advice on how to take the best out of Human Resourses diversity.
When the VP of HR slot is filled from within the ranks of the department, people with Recruiting backgrounds have the advantage.
As the courts try to navigate five year old data questions, marketing firms and data collection operations will move out light years ahead of their ability to maneuver. Privacy will become a huge consumer issue that can not be readily addressed by either legislation or enforcement.
As data overwhelms everything in its path, it will become the defining element in the evolution of HR and Recruiting. Organizations, drowning in the avalanche of data about people and their performance, will increasingly look to HR to figure out the meaning and performance relevance of all that data.
“Human beings rarely add up. The idea that you should grade, classify and objectify people in order not to discriminate is just as demeaning as stereotypes.” – Heather Bussing
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