This link has been bookmarked by 4 people . It was first bookmarked on 09 May 2009, by Bertrand Duperrin.
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06 Dec 09
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18 May 09
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When was the last time your corp said to you “oh you’re such a talent, we make anything possible to keep you with us, at any price”. Maybe in the last movie you saw at theatre? your dreams?
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That is, in working hours of course, while working…No matter, times have just changed and corps have to adapt their perception and behaviors, if they want to get the best from their best resources.
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They know how to handle with their career, in increasing their times online. Once I was cruising among social apps, some of them can really be useful to find the perfect job and for targeting the best talent or expert.
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In this matrix one can find employees opportunities to raise their career (find a job, change, give some voice, post and appear like an expert, raise a network, write and give advises, shine your brand reputation, last but not least, get a digital trip for your profile): settled in X axis…Then for corps, the ability to detect, track, find rare and targeted talents, skilled resources and experts they need to recruit and keep as human assets: on Y axis…
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y the way, competitors may learn a lot each form others (eg for HR strategy), and on your business goals thoughout your HR ambitions; however, they are on the 2.0 market by direct approach of employees, simply by the fact employees life is clearly and free published on the web…
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There’s no doubt about the fact that corps must change too, because employees (particularly younger ones) already did…And if you’re not able in your HR function to understand their moves and these new behaviors, you’ll be “out of the market” for them, leading you to fights, misunderstandings, and desertion.
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Could you accept giving assets for nothing to competitors? No. Why would it be different with executives…?
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09 May 09
Bertrand DuperrinTimes are changing. There’s no doubt about the fact that corps must change too, because employees (particularly younger ones) already did…And if you’re not able in your HR function to understand their moves and these new behaviors, you’ll be “out of the market” for them, leading you to fights, misunderstandings, and desertion. Human resources like stocks? No. But like assets, yes, and the ability to move with them empowers your role and the trust they’ll have, to drive their career (tip: zapping behavior is normal today, there’s no “career plans” anymore, in long term, by crisis and unknown situations). Even if you’re dealing with this, let’s consider it IN the corp, vs moves to competitors. Could you accept giving assets for nothing to competitors? No. Why would it be different with executives…?
humanresources recruitment socialnetworks assets humancapital engagement carreer talents talentmanagement
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04 May 09
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