Communications and data analytics technologies are enabling firms to change the way they approach talent recruitment and development.
New technologies are providing managers with new information, platforms, and tools for recruiting and developing people, shaping the way we think about management as a profession in society. Companies like Glassdoor, which describes itself as the “world's most transparent career community that is changing the way people find jobs, and companies recruit top talent”; Payscale, which “links individuals and businesses to the largest salary profile database in the world”; and Degreed, which is “used by individuals and organizations to find, track, and recognize ALL learning,” are creating new opportunities for experienced, talented people and the organizations that want to hire them.
Meanwhile, tools such as Microsoft’s SharePoint and Yammer and Jive are supporting company efforts to promote social learning. Gamification platforms such as Badgeville and Bunchball are enabling companies to increase employee (and customer) engagement in learning. Companies like Intrepid Learning are building learning hubs and MOOC platforms to enable companies to deliver and scale learning. These and other technologies are helping companies to focus learning more on their employees, giving them access to the information, tools, and providers they need to design their own learning pathways. These companies are leading the charge in recognizing new, digitally verified credentials, which go beyond certifying course or program completion to actually validating competencies.
Global Human Capital Trends 2015: Leading in the New World of Work
Deloitte University Press: HR and talent organizations are expanding their HR data strategies by harnessing and integrating third-party data about their people from social media platforms.
Reimagining Business Education: A World of Ideas, Business Education Jam
“I’m deep into a study of the impact a 100-year life will have on work and corporations. What is clear is that people will have to learn and change their specializations more than once in order to maintain their edge. Yet most people front-load their education and very few companies really give people time in their later career to relearn and renew.” – Lynda Gratton, PhD Professor of Management Practice, London Business School, Founder of The Hot Spots Movement.
An online company which describes itself as the world's most transparent career community that is changing the way people find jobs, and companies recruit top talent.”
A company which describes itself as linking “individuals and businesses to the largest salary profile database in the world."
Do You Have Something to Add?
Email email@example.com to share your ideas, articles, research, and reports with us.