Internal Talent Mobility

Our working partnership with multinationals, and small and medium enterprises across a wide spectrum of industries spanning the last 20 years, enabled us.Click Here:- https://www.omniview.net/SHAPING THE COURSE OF LEARNING AND DEVELOPMENT THROUGH TRAINING NEEDS ANALYSIS“We need training!”“We want training!”“Our people need to be trained!”These are some of the all too common demands that most Human Resources (HR) professionals hear from employees and line managers.

Organisations are known to invest substantially of their budget in trainings in an effort to sustain the business growth momentum.Year after year, HR professionals especially those who are in the learning and development space spend a great deal of time planning and rolling out the trainings before the year ends.

How does one determine that these trainings are fulfilling the gaps that the organisation need to drive business performance?

And how does one know that the trainings will yield a return on training investment (ROTI)?“Very often we have managers who want the people on their teams to be trained and we also have employees who want development.

In order to get the answers to those questions, it really comes down to HR conducting a training needs analysis,” said Jimmy Ong Principal Consultant and Solutions Director, Omni View Consulting and a former Learning & Development specialist and HR practitioner.Training Needs Analysis (TNA)At a recent forum called “Making Learning Stick in a Digital World”, Kevin Tan, International Business Director of Harrison Assessment Int’l asked an enthusiastic group of 40 HR professionals how often do they conduct a training needs analysis (TNA) for their organisation, how long did it take to complete the analysis and what was their ROTI.While most HR professionals in the room said that they conduct their own TNA, most agreed that a TNA was fairly time consuming and some did not even measure their ROTI.A TNA becomes all the more important and useful when it comes to assessing an individual’s current level of competency vis a vis the required competency for their role.

The data derived from a TNA can give HR professionals a better idea of the individual training gaps thus enabling them to implement the right kind of trainings to address those behavioural competency gaps as opposed to rolling out a one-size fit all type of training.

Finding out and connecting with top-level talent is becoming increasingly difficult with each passing day.

However, now the limitations of being within the four walls of a confined space is not there anymore.

This is the time to build that flexible workforce that you had always wanted to have but always procrastinate thinking one day you will get to it.

Looking for qualified candidates from the mass pool of recruitment is the most critical part of the recruiting process.

It can also be the toughest – especially if you’re waiting around for the right job seekers to apply to join with you.

Instead, you can actually find them on your own with the help of different sourcing strategies.

About the CompanyLiveHire is all about changing the game when it comes to Talent Acquisition by putting candidate engagement at the heart of what they do.Their next-generation ATS dramatically accelerates the end-to-end hiring process and boosts both candidate experience and employer brand.Created in Australia and recently launched in the US, the award-winning company, who recently celebrated the milestone of 1 million Talent Community Connections on their platform, are right on the frontier of cloud-based sourcing, engagement, and hiring practices.HistoryThe LiveHire story began in 2012, when co-founders Antonluigi Gozzi and Dr. Michael Haywood found themselves identifying the same pressing problem.An employment boom in Australia’s mining industry provided insight into the issue.

Outdated recruitment practices led to candidates competing with thousands of others in an applicant process that turned people into faceless CVs and employers into automated, impersonal emails.The net result was a demoralising candidate experience, employer frustration and a sizeable deficit between the talent the industry could mobilize and its existing workforce.

What was also apparent was that this was inefficiency present not just in the mining industry, but across all industries in Australia.

Artificial Intelligence is a technology that is defining new-era paradigms of operating business, it is a tool that automates and completes the majority of the low-value HR functions so that the larger focus can be driven to the strategic works.

From talent acquisition to talent management, AI is capable enough to transform employee experience manifolds through speedy and accurate processing of a large quantity of data.

Artificial Intelligence helps in automating the majority of the back office transactional work thereby enabling quick service delivery.Ways in which AI is empowering HR TechnologyHR is one of the core functioning units of any business.

So, let’s have a look at the ways in which the use of AI on HRTech is empowering HR professionals:Talent AcquisitionOne of the greatest advantages that AI offers hiring managers is the ability to recognize suitable candidates.AI can work like a charm in the initial stage of the recruitment process since it can perform a preliminary analysis of résumé of a candidate to cross-check his/her declared skills against the skills of successful employees with the same job title.

On the other hand, AI can do it in a fraction of the time it would take humans.Naturally, this isn’t a solution for every company, in certain positions, the inherent flexibility and creativity of a candidate are worth more than past experience and skills, and that’s something that AI still has difficulty in gauging.AI also helps in eliminating human bias, the algorithm looks only at the relevant elements included in the résumé such as skills and experience.

Removing human bias from the hiring process encourages an inclusive workplace.With a rich database of past applicants, recruitment managers can utilize AI to look for applicable candidates for new job openings.

Executive search agencies are a recruitment firm that selects highly qualified candidates for positions in the company for senior-level jobs and Executive roles across sectors, such as the healthcare, government, and non-profit industries.

These agencies hire highly qualified candidates and other experts.

The firms get these executives through an executive search agency.

This agency acts as a third-party source that shortlists candidates in advance and conducts multi-level screening.

This method involves commissions for the service and they are paid by the companies.The Executive search firm’s first work is to understand the company and its culture and what type of candidate the company expects.

If a candidate doesn’t meet the requirements of the role then they continue the search process and screen more candidates.

Most talent recruiting agencies have talent recruiting solutions to help you acquire the best talent for your company.

You can find candidates for every position in your organization by opting for these services.

These solutions are the best for you.

Read below to understand why.1) High bandwidthYou get a high bandwidth of candidates for a particular position.

If you want a great team, make sure you get the right talent by going through these agencies.3) Cost-effectiveIt is a cost-effective process since fifty percent of your job is done by filtering candidates through online tests.

It makes your job easy and saves resources.4) Saving timeGoing through the data of all applicants is a time-consuming activity.