Strategies for avoiding shortcomings in staff: steer clear of the skills gap

Article Abstract:

Companies are recognizing that a skills gap is quickly becoming a problem. This means that there exists a gap between the skills that employees have and the skills they need. Deficits in skills are most pronounced in three major areas. One is in the basic analytical, communications and organizational skills such as reading, writing and arithmetic that are required from entry-level, white-collar positions. The second area is technological skills required for different job classifications. These skills are increasingly becoming important as the global economy relies more and more on technology. Finally, the lack of leadership skills among managers is evident. Some companies are addressing the skills gap by supporting education and training their existing employees. Others, however, simply rely on contingent workers through outsourcing and hiring contract employees, temporaries and consultants.

Evaluation, Job qualifications

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Going for the gold in HR administration

Article Abstract:

Managing human resources and technology in large and mid-sized business organizations is as challenging as preparing for the Olympics. Just like Olympic athletes, HR directors pursuing success must be able to make the best use of expert skills, training and development, competitive advantage and an effective strategy. Winning in HR does not necessarily require expensive and sophisticated technology or wholesale outsourcing of the personnel function. HR best practice is the ability to strike a balance among the desired level of service provided to employees, the cost of such service, the corporate culture and the overall corporate strategy. Any personnel director can be a winner in the HR Olympics as long as they think smart.

Human resource directors

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