While Big Data and analytics surrounding it have been spoken about as the ‘next big thing’ in the recent years, the focus has been on general data. When we make it more specific to people data or data related to the workforce, the results are unimaginable. That is because it demonstrates the hidden and untapped potential of data pertaining to our talent.
Employee engagement is the top priority for every organization. HR professionals and experts have always argued that engaged employees make the workplace happy and productive, and are less likely to leave the organization. It isn’t surprising then that organizations invest approximately $720 million every year in engagement improvement, including both outsourced and internally developed programs.
Crowdsourcing typically refers to the pooling of funds, ideas or services from a crowd of people, especially online community. It’s becoming a popular way to bring together individuals towards a common goal. Perhaps, it was the only matter of time that this innovative approach made its way into the HR domain as well. Several organizations across the world, including India, are tapping actively into the ‘crowdsourcing way’ of recruiting.
There is a lot of disruption in the Talent Acquisition space in the past few years. This is mainly because of the fact that there are several changes that have taken place in our business ecosystem across the world and most of those changes have implications for this HR area – technological innovation, digital explosion, social media growth, demographic richness, talent mobility and so on. We are now operating in a very different environment than the one that prevailed even as recent as a decade ago.
Interview by SHRM India
Sierra-Cedar Inc., is a part of the The Sierra-Cedar Group. They are known for their industry-based consulting expertise in technology and systems for industry applications, strategy and research, business analytics, performance management, and enterprise applications. They also help their clients manage and upgrade client’s applications as well as technology infrastructure. They further guide and support them in implementing and integrating cloud-based services.
This is a decision that almost all HR practitioners irrespective of level, geography and business segment struggle with. The reason for the struggle is the fact that while it should be a business decision, if it is not done with a well-strategized and thought out approach, it can seem like a judgment call. Avoiding the concerns that might arise if this is not a data-based or parameter-evaluated decision is absolutely critical.