The main focus of the companies' leadership is to align the workforce capabilities with the strategic course of the organization. However, the majority of the managers still do not know how to read employees’ profiles from the skills standpoint. Web 2.0 has revolutionized the internet environment making communication much more usable, more real-time, more collaborative and more community based.
I believe that community based web has tremendously advanced our communication possibilities, however, it raised lots of issues to solve as well. I find Jason’s statement regarding privacy a bit far-fetched. It seems like people do not want privacy any more. Nevertheless, when their personal information is utilized against them, employees do see it as privacy invasion and sue the companies. Search for a “perfect” candidate may go too far. The example with “kayaking” sounded a bit disturbing. If from the very beginning you focus on that as a selective factor, will the manager consider a disabled candidate with a great skills-set for the position?
I believe that community based web has tremendously advanced our communication possibilities, however, it raised lots of issues to solve as well. I find Jason’s statement regarding privacy a bit far-fetched. It seems like people do not want privacy any more. Nevertheless, when their personal information is utilized against them, employees do see it as privacy invasion and sue the companies. Search for a “perfect” candidate may go too far. The example with “kayaking” sounded a bit disturbing. If from the very beginning you focus on that as a selective factor, will the manager consider a disabled candidate with a great skills-set for the position?
Jason mentions the war for talent vs. skills. I rather believe in focus on transferable competencies. I disagree that there is no shortage in talent, instead the companies have hard times finding a person with the right skills. A person with the right competencies may develop new skills much quicker in a constantly evolving business environment vs. a person with strong skills set but low adaptability.
Another thing is that some company leaders and HR professionals get overly excited about new HR software and rush to implementation without assessing the organizational readiness for it. Before choosing the software it is important to clearly see the alignment of the organizational goals and strategy with the skills of the workforce, understand the “demographics” of the workers and the organizational culture, identify the problems that you are trying to solve with it, what training will be required before the implementation.
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