1. DISCUSSION FOR DIVERSITY AND TALENT MANAGEMENT AT THE WORKPLACE

3. What are the challenges for employers in managing a diverse workforce where people are not always employed 9 to 5, they may not be located at a ‘company office’ and they may not have the same contractual relationship with the organisation?

4. Given that employers continue to report skills shortages in many occupations, is there a mismatch between the qualifications of the workforce and the expectations of employers?

5. What are the challenges involved in managing employees whose qualifications may outstrip the requirements of the job?

6. How can employers help to provide more flexible routes to retirement that maintain older workers’ attachment to the labour market? Are there business risks in reliance on migrant workers?

7. Do a talent assessment of your group as HRD university students and identify the talent gaps between the current situation and the requirements of the industry (refer to the job advertisement provided). Give 3 suggestions how you can prepare for the job.

8. Job analysis toolkit is an important means of assessing the job and becomes the basis for talent assessment. It provides the structure necessary to analyze the work experience, skills, and education necessary to perform effectively on the job. The analysis identifies IDEAL requirements, minimum requirements and the importance level of each factor. The job analysis also includes analysis of the behavioral factors related to job success. Do a job analysis for a HRD officer based on the needs of the industry.

9. Human Resources Manager MC Smith is seeking a Human Resources Manager who can develop effective relationships with line managers and provide a professional HR service to the business. Responsibilities include: Performance management – deliver performance management programs that drive a high performance culture. Recruitment and selection – direct and manage the recruitment and selection process, and train line managers in interviewing and assessment procedures. Learning and development – implement and monitor effectiveness of training programs. Human resources policy – develop, implement and maintain human resources policies across the organisation, including training programs to educate and promote awareness of regulatory compliance. Reporting and management of human resources metrics – produce reports on key metrics, including remuneration and benefits, absenteeism and turnover. Leadership – mentor direct reports and provide coaching to help them reach their potential. Candidates need: A tertiary qualification in human resources management or business management and extensive knowledge of and experience within an HR environment. A demonstrated track record in developing and implementing strategic business and HR objectives within a complex, multi- business organisation Superior interpersonal, coaching, communication, negotiation and consultative skills at all levels. Ability to engage with and win the respect of leaders to successfully influence them on key change initiatives. Demonstrated commitment to health, safety and environmental policies and procedures, including development and training of staff in these areas. To apply for this exciting and rewarding opportunity, please forward your resume to Joe Hunter at joe.hunter@email.com, or mail to: Joe Hunter Senior Consultant MC Smith

14. http://hrtopics.com/megatrends-in- business-that-are-impacting-hr/ Changes in the work environment. The cubes of yesterday are being exchanged for flexible work environments and telecommuting. The advantages are countless from reduction in overhead, increased collaboration and acknowledgement of employees desire for work life balance. However, if not managed carefully a great deal can be lost and we must be diligent to manage this change.flexible work environments and telecommuting Digital transformation is no secret, but we must be deliberate to embrace what we can not change. According to reports, the average person checks their smart phone 150 times per day. There is consistent proof that employees are more productive if we just allow them to check Facebook and twitter during the day – and trust them not to abuse the privilege. But work has to get done, and performance standards must be clear. Aligning talent with work is an issue facing most organizations. We must change the mindset of management that their positions are so specialized that candidates have to have all the skills they want. HR must be responsible to forecast the needs of the business 3-5 years out and provide training so that our top talent of today is ready to drive the business of tomorrow. At the same time, we must look for soft skills in our candidates such as initiative, common sense, and dedication to allow them to grow into our organizations. Demographics of the workforce goes beyond ethnicity and religion. We now have teams working on projects 24/7 around the globe. The workforce commonly includes four generations working side by side, starting younger, and staying longer. When managed well, these are all assets for our organizations. Finally, the workforce of 2020 is going to need to come to the table with new skills. We don’t even really know what we need for the future, or how fast technology will advance. What we do know is that we need adaptable employees who can solve problems and are technologically savvy. Megatrends in Business That Are Impacting HR Posted on May 11, 2015 by Lori Kleiman 0 CommentsLori Kleiman0 Comments