...note of this: Motion: THBT, Co Caseline: Talent search shows are telecommunication-sponsored television programs that act as a tool to boost their business. Disclaimer: This debate is not about whether or not talent search shows discover instant stars because it is a given and in the eyes of the public, it really does which may be a case to case basis at times. This debate is about the sponsorship that takes place within the network, the talent search program and the telecommunications such as smart, globe, talk and text, touch mobile and sun cellular. This is an assessment debate about capability of talent search shows to highlight the texting business and raise the audience and consumers' awareness about the medium. Standards: When do we say the something is sponsored? 1. When a company or a program calls for the use of the product of their partner company. 2. When the medium and its values are highlighted by a partner in several ways. (ie mode of voting) 3. When it is the only product used by its partner company even if there are many products of the same nature. SO ang argument for PRIME MINISTER: 1. Nature of Talent Search Shows in two levels: a) in discovering talents through SMS voting b) how it raises awareness about SMS (texting business) Isip ka pa kung meron pa THEN FOR DEPUTY PRIME MINISTER Maria Heredina 1. The power of SMS voting to sponsor Talent Search programs 2. Why talent search programs make use of mobile voting instead of...
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...Case Application 1 : Maersk and Human Resource management Challenges in China 1. Why does human resource management represent one of the major challenges faced by foreign companies entering the Chinese market ? Answer : Human resource management represent one of the major challenges faced by foreign companies entering the Chinese market because the problem which are most important is a qualified manager to lead the operation. In Chinese market, it is the question that whether must use the expat manager from foreign country or use a local talent manager. This comes on the top of other common problems related to human resource management in China, which all western companies have the experienced in one way or another. This issues had been known for a long time, since the beginning of the Deng’s Open Door policy which in 1979 opened China to foreign companies direct investment. 2. What are the main issues expat managers generally face ? Answer: Main issues that expat managers generally face are culture conflict and language skill in complicated Chinese business environment. Chinese is one of the hardest language to learn. Even organizing a banquent can be daunting experience for someone not aquainted with the local culture. Besides that, expat manager who have a solid experience of the country and speak Mandarin is the such high demand that they are normally very expensive. Why don’t foreign companies simply...
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...global leadership search in life sciences clients candidates * home * about * news & opinion * people * partnerships * industries * locations * careers news & opinion home > news > how to design and implement talent acquisition strategies to meet corporate goals How to design and implement talent acquisition strategies to meet corporate goals 09/10/2013 By Tom Bradley and Christian Steele When companies complain that they can't find enough good people, the cause, in our view, is most likely to be deep-rooted and centred on a misalignment between the strategic goals of the business and the efforts of the company's talent acquisition professionals. In this article, we'll outline the approach we took at Pfizer and offer some ideas that you can take away and implement right away. But before we do that, let's first look at why this misalignment between people and business goals happens. The root causes are not that complicated and usually centre on two things: first, the people who find and hire employees don't sit in the same meetings as those who set the direction of the overall business and its main operating units. Getting a seat at those senior-level forums, and the credibility to contribute on an equal footing as a genuine 'business partner', is more difficult than you might think. This is usually because the perception of HR, where talent acquisition resides, is that of a lower-level...
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...1. What does this case imply about the supply of and demand for employees and the implications for businesses? “Attracting and selecting the right talent is critical to a company’s success. For tech companies, the process is even more critical since it’s the knowledge, skills, and abilities of their employees that determines these companies’ efficiency, innovation, and ultimately, financial achievements.” (Ribbons, Coulter, 2014, p. 409) “Businesses around the world are currently experiencing a profound market shift that will impact the supply and demand for skilled talent over the next decade. A race between technology and education as technology fuels demand for highly skilled workers, while emerging economies increase the supply of talent through greater access to education. Rapid globalization and the transformation of business models in virtually every industry will affect workforce needs in the future, and the implications for senior business executives and their HR leaders.” (Retrieved from http://www.towerswatson.com/en/Press/2012/07/Companies-Facing-a-Global-Shift-in-the-Supply-and-Demand-of-Talent 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. “A purple squirrel is a metaphor used by recruiters and human relationship managers to describe the perfect job candidate. Because squirrels in the real world are not often purple, the implication is that finding...
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...In Search of Our Mother’s Gardens In Alice Walker’s essay, In Search of Our Mother’s Gardens, Walker claims that African American woman’s various skills and talents were never discovered and lost due to slavery and the forced way of life they had to live in. These women were controlled and suffered in every aspect of punishment every day of their lives, including forced brutal labor and pregnancies. Walker collects a series of experiences from African Americans in order to support her argument. Walker presents strong evidence to her claim by describing Jean Toomer’s evaluation of the Reconstruction South, who was a poet in the early 1920’s. Toomer observed black women to be unique due to their spirituality, beauty, and power, even though they were sexually abused and forced to lose their lives. Women had no choice and basically lived in an enclosed box, no way out. By observing Toomer, Walker was able to understand how hard it was to be a woman at this scary unfortunate time. I agree with Walker’s feelings and felt that way as well reading this, an absolute devastation; and I could not imagine being an African American woman in that situation. These African American women could not fully express themselves and were held back from anything they wanted or could have due to society. Mothers and grandmothers at that time thought all of this would be better or be different tomorrow; little did they know, they were wrong. Walker uses Phillis Wheatly as an example...
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...Glory is something humans all possess. In each and every person it is unique. No one person has the same glory as another. Forms of glory can be described through many different ways. Some good, and some bad. But many humans often strive to seek the good glory. If you were to search up the word “Talent” it would bring up as a natural aptitude or skill. But if you search in very deeply with each word. You will find something amazing. You have a specific skill that no one posses but you. You can always choose whether you share that talent, or keep it to yourself. Many humans keep talents hidden or let them fade by never using them. We are all unique. Not only in talents, but in personality and appearance. Some people let the personality or appearance...
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...organizations around the world have suffered through round after round of lay-offs, the workforce market has become flooded with highly skilled, incredibly talented workers in search of employment. On the flip side, companies have tried to hold onto their very top performers while asking them to fill the gaps left behind by the absence of former co-workers. This combination sets a large inactive workforce filled with talented and skilled workers, paired with companies filled with droves of over-worked, frustrated top performers on a collision course with an economic recovery that should have you asking: Are we ready for an economic boom? Can you retain your most talented and capable workers while infusing your company with the most skilled and productive talent from the available workforce? How do you capture the best talent As the economy turns around. your company and thousands of others around the world will be competing for the same group of top talent. So how do you ensure that you will end up one of the winners in this competition?: Start a plan. Now. If you wait until you’re actually in the middle of trying to woo top talent, you’re sure to end up on the short end of the stick. Don’t just go after talent, go after the right talent. You’re certain to find talented candidates in your search for top talent who meet all the technical specifications of the job. However, what often times makes one employee outperform another is a connecting with the brand. Employees want to...
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...target audience is discussing, stay up to date on industry trends, and engage in conversation with those who talk about your company. The follow connection on Twitter may be initiated by an "offline" relationship, but it is just as likely to be created by a common interest. Twitter users follow industry experts and those with who teach or study the same topics that interest them. Though the bond between Twitter users is not as personal, active users generally have a larger circle of influence on Twitter than they might have on Facebook. Twitter also has search power, allowing users to search by topic, name, and more. Twitter also allows for more automation since tools like Hoot Suite allow you to schedule posts. Set up a Twitter account. Infusion soft integrates with Twitter so that you can increase your followers, publish links to your quality content, and encourage content sharing. While Google is the powerhouse of search and offers a wide range of online business applications, it is a relative newcomer to the social media scene. Google+ is a full featured social network, similar to...
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...the fastest growing Global Human Resource Solutions brand with expertise in services like "Premium Recruitment Consulting - Retained Executive and Board Search", "Turnkey Recruitment Projects", "Interim Management" and "Top Level Corporate Training". We find leaders who build winning business. As passionate experts in the executive search industry we build leadership teams for our clients every day. Orchestrating a process that ends in the hiring of world-class talent requires a true partnership with a trusted outside advisor. Maximise your exposure to the global executive talent pool and fully leverage the experience of our executive search consultants. We are the only consulting firm with our own non-commercial online Job Portal www.universalhunt.com. We have built a databank of more than 4 Million candidates over a period of time, which allows us absolute success in any mandate in shortest time span with 100% client satisfaction. We serve more than 900 international clients across all sectors and industries. We have clients in UK, Germany, Belgium, South Africa, Netherlands, Singapore, India, United Arab Emirates, Saudi Arabia, Bahrain, Oman, Qatar, Yemen, Libya, Tanzania, Kazakhstan, Tunisia, Jordan, Nigeria, Kenya and Malaysia, Uganda, Hongkong, Australia, USA and many other countries. Specialties Executive Search, Interim Management, Turn Key Recruitment, Corporate Training, Resume Writing Service Universal Hunt Private Limited, an International Business Consulting...
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...the success of the company. The following analysis of Heidrick & Struggles Inc. will show what problems they faced as demographics changed along with technology. The job market is very competitive and acquiring and retaining quality talent is essential to a company’s success. Poor decisions can have negative affects with high turnover that impacts employee morale and a company can lose its competitive edge (Richardson). Heidrick & Struggles an executive search firm was established in 1953 by Garner Heidrick and John Struggle. As the company grew by 1957 were serving clients all over the U.S. and in 1968 they went international opening an office in London. By 1980 they had 11 offices located the U.S. and Europe. Heidrick’s search consultants did not see the company as a global firm; it was more of a franchise. They had no specialization and were considered generalists. They had never met as a single group and had only 2 female consultants. In 1999 the Heidrick &Struggles International merged with Heidrick & Struggles, Inc. and went public listing it shares on the NASDAQ exchange as Heidrick & Struggles International, Inc. In 2008, Heidrick characterized itself as “the world’s premier provider of senior-level executive search and leadership consulting services,” and focused on “building the best leadership teams in the world”...
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...Leveraging Current Technology for Human Capital Talent Management WOILE 15-06, CW4 James Arnold Army senior leaders all agree that talent management is an integral piece to human capital distribution; however, the means and current business practices do not meet the current demands. The current manning conferences held at the Army Human Resources Command (AHRC) are highly technicial and provide a modicum of the true talent pool available for the officers identified to move based upon time, information resources, and the Mission Essential Requirements (MER) list provided by the field. The future of talent management distribution hinges upon the Army leveraging current technology for data mining which will enhance talent management distribution in a regionally aligned global force. Observation: Legacy Human Resources systems lack data elements specifically designed to highlight talent management coupled with the fact that the Officer Record Brief (ORB) does not always reflect an accurate picture. Discussion: The Office of Economic and Manpower Analysis (OEMA) conducted a pilot program call the “Green Pages” on talent management that included input from organizations on positions and officer input identifying skill sets. The pilot provided evidence that officers felt more in control of the assignment process and identified officers with more specialized skills that are not captured using current HR systems. Units had more input in whom they selected based upon certain...
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...Recruitment and Selection in developing nations China Introduction As a developing country, China’s science and technology and economy has been developing steadily. Human resources management is no longer a patent of the Western countries. Chinese companies are also having realized the importance of human resource for an enterprise. To solve this problem, not only to raise awareness, but also to constantly improve human resource management system, staff motivation, staffing and corporate culture construction efforts, especially in the Recruitment and Selection. But compared to western countries, Chinese enterprises' human resources system still exist many shortcomings and difficulties. The development of the Chinese Human Resource Management System From 1978 to 1995, human resource management is made under the red tape of labor personnel management system. According to the actual situation of the company, make a labor personnel management system that make all staff operating activities standardized, institutionalized, coordinated, and to ensure the normal work. From 1995 to 2008, human resources management system makes under the Labor Law. “This Law is hereby formulated in accordance with the Constitution in order to protect the legitimate rights and interests of laborers, readjust labor relationship, establish and safeguard the labor system suiting the socialist market economy, and promote economic development and social progress.”( Baker & MCKenzie, 2008) After 2008...
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...Attracting and selecting the right talent is critical to a company’s success. For tech companies, the process is even more critical since it’s the knowledge, skills, and abilities of their employees that determines these companies’ efficiency, innovation, and ultimately, financial achievements. Modis, a global provider of IT staffing and recruiting, has an interesting philosophy about searching for talented tech types. As pressure has mounted on businesses to find qualified employees, the search for the “perfect” candidate has become increasingly competitive. This company calls this “search for perfection the quest for the ‘purple squirrel’”. Sometimes you have to realize that, like the purple squirrel, the “perfect” candidate isn’t available or doesn’t exist. But that doesn’t mean you don’t try to find the best available talent. How do some of the big tech names spot talent? For “mature” tech companies like IBM, Microsoft, and Hewlett-Packard (H-P), the challenge can be especially difficult since they don’t have the allure of start-ups or the younger, “sexier” tech companies. So these businesses have to “pour on the charm.” Take IBM, for instance. After its Watson computer beat two former Jeopardy champions in a televised match, the company hauled the machine to Carnegie Mellon, a top school, where students got a chance to challenge the computer. IMB’s goal: lure some of those students to consider a career at IBM. H-P is using the pizza party/tech talk approach at...
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...“Attracting and selecting the right talent is critical to a company’s success. For tech companies, the process is even more critical since it’s the knowledge, skills, and abilities of their employees that determines these companies’ efficiency, innovation, and ultimately, financial achievements.” 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. The meaning behind the search for the purple squirrel is basically saying that perfect employee most likely doesn’t exist or is very hard to find. I think this is relevant to non-tech companies as well. Any company when looking for employee will always look for the perfect employee. Just like tech companies they look for the perfect person that is a wiz at technology and a retail store will look for the perfect employee that is great at sales and marketing. I also think that non-tech companies also need to be creative when trying to spot talent as well. For example a retail store may a set up a mock sales situation for a person that is interviewing for the posoition to see how the actually will handle it and not just going off what is on their resume. 3. Do you think “mature” tech companies are always going to have a more difficult time attracting tech talent? Discuss. In my opinion I do not think that “mature” tech companies will always have a more difficult time attracting tech talent. I feel this way because it...
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...Case Study: Spotting Talent (week 5) 1. What does this case imply about the supply of and demand for employees and the implications for businesses? The case study implies the supply of and demand for employees and the implications for businesses are critical. Attracting and selecting the right talent is critical to a company’s success. For tech companies, the process is even more critical since it’s the knowledge, skills, and abilities of their employees that determines these companies’ efficiency, innovation, and ultimately, financial achievements. 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. Searching for purple squirrel means to search for a perfect candidate for certain position; although just like a squirrel in color purple does not exists, such candidate does not exist either. Hiring personnel knowing the criteria and requirements of the position should use their knowledge and expertise to find a best available candidate not one that is perfect. This phrase can also apply to non-technical companies as not only technical companies have needs for skills and knowledge. Every position has a description, set of knowledge and skills that are required, technical and non-technical. 5. Put on your “creative” hat. You’re in charge of HR at a tech start-up. What suggestions can you come up with for “spotting talent?” Spotting talent for a technical company is...
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