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ERNIE, please use the form on the
linked page. In a nutshell, we think that the following seven items comprehensively
describe the responsibilities of the job: What we are suggesting in these seven bullet points is a complete
reorientation of the traditional HR function with additional performance
oriented responsibilities in Marketing, project/product success and at the
bottom line. The accountability that should be embedded in the job would
be too much for most existing HR managers to bear. Given the fact that the
web environment makes success or failure on all of these issues
quantifiable, we anticipate more structured performance reviews and a
modification in the resource allocation process. You might wonder where all of the juicy stuff we normally write about
falls in this new hierarchy.
Recruiting, Training, Assessment, Development, Contract Staffing,
Internet Research, Applicant Tracking, Payroll, Benefits, Referral
Programs, Candidate Pool Development, Hiring Workflow and Employee
Communications Systems are all tactical ways to implement these
responsibilities. At the top level of an organization, the policy question
begins with "Why?".
Why do you need a workforce? Why should we perform this function in
house? Why do we have a training program? Why are we researching the net?
and so on are the business of the CTO The lesson of the first five years of Electronic Recruiting is that the
elements of marketing, from intelligence gathering to advertising and copy
development to distribution and supply management have become a feature of
the face of 21st Century Employment Management. The simplest vendor
research in the HRIS arena makes it clear that competitive advantage and
flexibility are only available to the diligent, detail oriented vendor
management functions. Cycle Time reductions, in recruiting or talent
development, are inadequate in a constrained labor market. Requirements
must be anticipated and planned for. Talk about this notion with folks from HR. You'll be able to tell the
survivors from the soon to be missing with one single vector: the
willingness to take responsibility for results. Proponents of old school
HR will whine and moan about not having adequate authority, involvement or
"charter". This is the victim mentality produced by years of soft
measurement and inappropriate participation in the production of real
results.
The winners will embrace these notions, understanding that the freedom
to contribute measurably is the hallmark of real adult corporate
citizenship.
Take the next step in the
hiring revolution: AgencyExchange.
The newest addition to HotJobs' award-winning family of products allows
you to: To find out more, go to AgencyExchange or
e-mail us at agency-inquiry@hotjobs.com.
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