《Bran-New + Hardcover + Big Data Hiring》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce
《Bran-New + Hardcover + Big Data Hiring》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce
《Bran-New + Hardcover + Big Data Hiring》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce
《Bran-New + Hardcover + Big Data Hiring》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce
《Bran-New + Hardcover + Big Data Hiring》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce
《Bran-New + Hardcover + Big Data Hiring》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce

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This hardcover big data hiring bestseller is a bran-new book and the original new book is sold at usual price RM 139.00. Now here Only at RM38. IS YOUR HR DEPARTMENT PREPARED TO FLIP THE BIG DATA SWITCH? At every stage of the employee life cycle, a data-driven approach to HR can help companies make smarter decisions about their most important asset: their people. In the wake of the greatest shock to the labor market since the Great Depression, companies are faced with looming skill shortages, retention concerns, and questions regarding the most effective composition of their workforce. The Talent Equation shows you how to navigate today's hiring climate and drive your business forward. It also explores the potential for big data to transform human resources and investigates some of the most important issues affecting the labor market and workforce management today. Navigating the Skills Gap: Research from the book shows 8 in 10 employers express concern over an emerging skills gap, but interestingly, only 4 in 10 say their company is doing anything to alleviate it. The Talent Equation explains how companies can attract skilled labor in a competitive talent market, including: ● Using labor supply and demand data to better understand the skills of available workers in various markets ● Raising wages to improve applicant pools and signal labor markets to address skill shortages ● Empowering employment by training and reskilling job candidates with potential The authors discuss these issues and broader human capital strategies with HR and talent acquisition executives from leading brands. Matt Ferguson, CEO of CareerBuilder, offers hiring professionals and business leaders a roadmap to attract and retain top talent. Ferguson and coauthors Lorin Hitt (Wharton School) and Prasanna Tambe (NYU's Stern School) commissioned a landmark big data study of more than 2,700 employers and 33 million resumes to find the relationship between market performance, education attainment, and employee tenure. The findings are enlightening--and quite surprising. The Talent Equation explores: ● The ROI of increased education levels and retention rates ● The benefits of continuous recruitment and talent pipelines technology market, and how workforce analytics tools are changing talent acquisition ● The importance of reducing longterm unemployment through training and reskilling Big Data Research : The Talent Equation introduces an original, landmark big data study of more than 2,700 employers and 33 million resumes in which the authors analyze relationships between a company’s market performance, education attainment, and employee tenure. For some job functions, hiring more workers with college degrees significantly affects the bottom line. For instance: ● A 10 percent increase in customer service workers with college degrees is associated with about $26,000 higher value added per employee. ● A 10 percent increase in sales workers with college degrees is associated with about $31,000 higher value added per employee. The implications of these large-scale exercises encourage business leaders to adopt data analysis into their everyday human capital strategy. “At every stage of the employee life cycle, a big data approach to HR can help companies make smarter decisions about their workforce,” said Lorin Hitt. “Prior work of ours shows that when companies adopt data-driven decision making, they seem to have higher corporate performance.” However, many HR departments are not yet prepared to flip the big data switch, according to the authors. Surveys show data analytics is not a specialty of most HR professionals, and the McKinsey Global Institute predicts that in just six years the U.S. may be short up to 1.5 million data analysts and business managers capable of putting complex information to use. “Companies have to ask: Do we have the right tools in place, the right data, and the right people to create the most rigorous human capital analytics strategy?” said Prasanna Tambe. “Those are significant considerations that may take time to weigh fully. The conversation around how best to use big data in HR is going to be with us for a while.” Smart and timely, The Talent Equation also incorporates case studies from leading brands--both global and domestic--that further illustrate staffing issues facing executives today. The insights and research in the book are invaluable tools for anyone who wants to build and retain a dynamic, competitive, and productive workforce. About the Author MATT FERGUSON is president and CEO of CareerBuilder. He has appeared on CNBC Squawk Box, ABC World News, CBS Evening News, Bloomberg TV, the TODAY Show, Nightly Business Report, and CNNMoney. LORIN HITT is a professor of operations and information management at the University of Pennsylvania, Wharton School. PRASANNA TAMBE is an assistant professor of information, operations, and management sciences at NYU's Stern School.


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