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# Highly Recommended《Bran-New + Hardcover Edition + Are You Prepared To Flip The Switch To Big Data Hiring Management ? 》The Talent Equation: Big Data Lessons for Navigating the Skills Gap and Building a Competitive Workforce

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This International and New York Times Bestseller in hardcover on Big Data Hiring is a bran-new book and nicely wrapped with protective book-wrapper. The original new book is sold at usual price RM 139.00. Now here Only at RM30.   IS YOUR HR DEPARTMENT PREPARED TO FLIP THE BIG DATA SWITCH? If your business needs an edge when it comes to attaracting and keeping the very best employees, The Talent Equation is for you. Matt Ferguson, CEO of CareerBuder, and Profesors from two of the nation's top business schools present new and insightful research illustrating how data and workforce analytics can revolutionize the way we look at the skills gap, recruitment and talent retention. Emerging from the worst labor market shock in generations, 8 out of 10 managers express concern over a growing skills gap - but only 4 out of 10 say their company is doing anything to alleviate it. Talent mismatches and prolonged vacancies can lead to lost revenue and higher turnover, leading many companies to question obselete hiring methods and outdated recruitment technology. 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 growth of the recruitment 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. The Talent Equation examines the relationship between personnel and big data. In particular utilising data to recruit, train and retain employees. Companies using big data to analysis consumers has been occurring for years, and large companies particularly are good at collecting and analysising this data. This book looks at how to apply this same concept to human resources. The Talent Equation encourages companies to focus data analysis to enable them to find, train and retain the right people, in spite of potential skills shortages, resources limitations, and other recruitment challenges. There will be two readers of this book. Firstly the Human Resources Managers of companies, wanting to improve their recruitment and personnel departments, as well as reducing costs from frequent hiring processes. They will learn how to analysis the data provided from job seekers, and the available data in the marketplace, as well as develop big data records with analysis for existing employees. The second to benefit of this book will be job seekers, who will gain insight in how organisations are recruiting and using data. This book pushes the convetsation forward, showing you how to ; ● Navigate the skills gap ● Understanding how tenure and education levels affect revenue ● Recruit in the digital era ● Empower employment with training and reskilling This is essential reading for hiring managers, executives and HR Professionals seeking to energize business and drive revenue by recruiting and keeping the world's best talent. The book is full of data, reports and examples, and will take a HR department a while to break down into manageable action plans. Once done though it will place them ahead of their competitors.   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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