Conduct your own research to find resources to identify current strategic talent trends. Summarize findings in a 2-page paper on Current Strategic Talent Trends findings Identify and discuss at least 3 trends I am looking for content that addresses how the COVID Pandemic has change the face of how organizations acquire talent, challenges faced, success stories, and what the focus will be on finding and keeping talent in the future. Minimum of 3 resources scholarly reference preferredo Must cite references in APA format. Graded on your ability to incorporate what you have learned so far from the in-class lecture, your assignments to date, and thoroughness in satisfying the content request described above. General answers without specific examples may result in a lower grade
I made comments on the first version. I then noticed a second version (which I copied below the first) but I do not have time to read and comment on it. It seems very similar so use the comments on the first and ignore them if you have already corrected them.
HR 602 Assignment for Apr 16 2022 Feedback: Meshari Alanazi
1. Need to use APA Format:
Need Title page
2. Should have opening paragraph stating the three trend and then 3 paragraphs to expand on the trends with examples and then concluding paragraph.
3. Be clear in one sentence what the trend is that you identified and then use the content to explain it in more detail with good examples.
4. Need to Proofread and / use Editor function.
It is true to say that there has been a considerable decline in the number of online postings after the Covid pandemic hit the globe. The decrease in the talent search has made the organization and companies seek other alternatives. Almost all the global sectors were affected (“5 ways COVID-19 has changed workforce management,” 2019). The change has been necessitated by the changing nature and the available containments, measures, and hence a sharper rise in the share of job posting and advertisements. Companies are now making use of working from home. There have been changes in the job demand, and today, talents are seeking lower qualifications to fill the gaps and the vacancies available. Initially, the need for the front linefront-line workers was high due to the ever-increasing number of jobs advertisement and the steep decline in the posting across all the sectors. There is a higher increase in talent searches and an upward slope in demand for technical competencies, especially in ICU and the emergency (“5 ways COVID-19 has changed workforce management,” 2019). There is a significant demand for employees and talents with better communication skills and the ability to work in teams. To counter the effects of the covid pandemic, improve the talent search, and curb cut curb the challenges, the government needs to offer support by developing the skills that will foster the individual’s resilience by fulfilling the labor market and its demand. Comment by Randall Chase: Some good content but not clear on the trend. Be clear in one sentence what the trend is that you identified and then use the content to explain it in more detail with good examples. Comment by Randall Chase: Are you saying companies are posting jobs online less now or at the beginning of the pandemic’s impact? Need to be clear Comment by Randall Chase: What is the difference between these two? Comment by Randall Chase: Talents or companies? Comment by Randall Chase: Need to proof read / use Editor function
It is true to say that the talent search and acquisition have has become a bit differentchanged due to the Covid pandemic; some of the repercussions include the negative impacts on the economy and the business globally. Today, most organizations are hiring as a top priority to recoup the lost employees and continue to produce, although the economy is tough. Employers are today are facing new challenges (Grensing-Pophal, 2021). Among the challenge include the need to serve customers, products distributions sas a result of the lockdowns, and the travel ban. The challenges brought about by the pandemic include the employee’s unwillingness to work and get employed to work physically. I .in some new instances, employees are working from home remotely. Working online is now becoming the new norm (Grensing-Pophal, 2021). At the time, they even fill the vacancies virtually without physically visiting the workplace or even meeting the recruiters personally air physically. There has been a significant rise in the level of creativity and innovations by most companies, and they are implementing and experimenting with new techniques in their talentstalents acquisitions.
The new cages have positively impacted the organization and the employers by making it possible to recruit employees anywhere. There has been an expansion in the talent pool. Today the organization is recruiting from literally across the globe. As a result of the public health crisis, there has been a significant improvement. There is the emphasis that companies must recruit, and the employees can work away from there. Today, most companies embrace flexibility as the new norm during this era of the Covid pandemic (“assessment of the impact of COVID-19 on job and skills demand using online job vacancy data,” 2019). The companies and the globe are facing a tough time economically, and there is what is referred to as a rare window of opportunities for talent acquisition. And those that are being favored are those that can be able to work from home or remotely. The success stories include the ability to continue making profits and work despite the change in tactics and routine. In the future, the companies need to adopt upcoming new ways, embrace the latest technologiestechnologies, and adapt to the creativity and innovations to avoid being left behind by others. Comment by Randall Chase: Unclear what this means Comment by Randall Chase: In what?
A good example is how Amazon Company has managed to reskill the employees and adopt the remote working capabilities to suit their daily needs. They employ innovative and creative talents and can work in remote conditions other than being physically present.
Pinterest, PayPal, and Intel are also good examples of those that have resorted to remote working and hybrid to retain and recruit new talents. Silicon Valley tech has also adopted new software engineering to recruit new skills and keep the old ones during the pandemic.
Five ways COVID-19 has changed workforce management. (2019). World Economic Forum.https://www.weforum.org/agenda/2020/06/covid-homeworking-symptom-of-changing-face-of-workforce-management/
An assessment of the impact of COVID-19 on job and skills demand using online job vacancy data. (2019). OECD.https://www.oecd.org/coronavirus/policy-responses/an-assessment-of-the-impact-of-covid-19-on-job-and-skills-demand-using-online-job-vacancy-data-20fff09e/
Grensing-Pophal,L. (2021, March 5).COVID-19 spurs novel approaches to talent acquisition.
SHRM.https://www.shrm.org/hr-today/news/hr-magazine/spring2021/pages/covid-19-spurs-novel-approaches-to-talent-acquisition.aspx Comment by Randall Chase: Shown as a reference but not use in the body as an annotation