The majority of workforce strategies within U.S. companies need improvement oakleys on sale, according to many talent management and human capital experts, including Manpower Chairman and CEO Jeffrey Joerres. A major concern oakleys on sale, Joerres adds replica oakley sunglasses, is that many organizations “lack a comprehensive workforce strategy that maps to a clearly articulated business strategy.”
To get a better understanding of what an effective workforce strategy looks like, I checked in with Deloitte. After all, accounting firms will be competing for talent with corporate finance functions in a big way in the coming decade. The world’s fifth-toughest job to fill (according to Manpower): accountant.
The source of the problem is that top human resources leaders are either unaware of this shortcoming or, more likely, they’re failing to convince their C-suite colleagues, including CFOs and risk executives, that the lack of a workforce strategy qualifies as a strategic risk.
3. Think outside the box. Deloitte has developed an innovative relationship with Teach for America, the U.S. teacher corps. Deloitte recruits who enter Teach for America have jobs waiting for them at the end of their two-year commitment.
William Pelster, managing principal of Deloitte LLP’s internal talent development function oakleys on sale, identifies three leading practices that can replica oakley sunglasses, and should, flow out of an effective workforce strategy:
2. Consider earlier internship programs. Deloitte also recently began offering internship programs for students who have completed their sophomore year. In contrast, most companies continue to offer internships to students only after they complete their junior year.
As I mentioned in a post last week, most countries, including the United States, confront a major talent risk that’s projected to reach a breaking point by 2020 if it’s not addressed within the next several years. (See also my post about Edward Gordon’s book, “WInning the Global Talent Showdown.)
1. Broaden the recruiting portfolio. Many companies establish relationships with a handful of universities, but once those pipelines are producing a good flow of talent, they stop seeking out new recruiting relationships. Not Deloitte, whose recruiters recently expanded the universe of schools that they work with. The firm’s U.S. recruiters now seek candidates from top universities in Canada, as well as Asian countries where English is widely spoken, such as India and Hong Kong.
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