Assess Systems Australia

Tag Archives: talent management

Where has all the knowledge gone?

By Ricki Sharpe | Published: November 15, 2007

Only one quarter of large organisations are making any effort to transfer knowledge from retiring baby boomers to other employees, according to a survey of 2,046 human resource executives by Novations Group, a global consulting and training firm based in Boston. Just four percent have created a formal process to pass on know-how, while 23 percent report doing so informally.

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Tips on proactive recruiting

By Rob McKay | Published: November 8, 2007

Over the past years I have given dozens of seminars and speeches on the selection process. It doesn’t matter if I am in Invercargill, Auckland, Napier, Sydney, or Singapore, I always hear the same complaint: “Rob our area is different, there is a great shortage of talent here, we just can’t find good people”. Yes, [...]

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Employee loyalty on the decrease

By Ricki Sharpe | Published: October 1, 2007

Employers are faced with a situation where the number of employees causing a negative drain on the organisation outweighs those who are working to positively support it. With more than a third of employees classified as high risk, there is growing concern as to how the negative attitudes of this group will affect organisations – and their ability to compete successfully – down the road.

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Get on board, stay on board

By Ricki Sharpe | Published: September 27, 2007

Under a third of employers train their hiring managers in on-boarding techniques, with fifteen percent even leaving it up to their hiring managers to sort out all the paperwork. Similarly, fewer than half give candidates a realistic job preview or provide interviewers with tools to help them evaluate a candidate’s skills.

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Talent drives performance

By Ricki Sharpe | Published: September 21, 2007

The best companies treat employees the same way they treat their product lines, as something to be carefully analysed and strategically developed in support of their business goals. They determine the skills, competencies, and experiences needed to run their company over the next few years, quantify the gap between their needs and their current resources, then acquire the expertise they need through a combination of staff development and hiring.

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