Hiring Knowledge Management Workforce Planning 
HRExecutive
MAY 17, 2024
New hires need time. An efficient and effective onboarding process is critical for helping employees gain this knowledge and for maintaining workforce productivity, engagement and retention more broadly. New hires may be overwhelmed, overworked and prone to making mistakes, all of which can lead them to quit.
Terryberry
MAY 16, 2024
Workforce Planning Using workforce analytics, you can gain a better understanding of future workforce needs based on historical data and trends. For example, a retail company may use this information to predict peak seasons and hire accordingly.
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AvilarHR
DECEMBER 6, 2023
Office of Personnel Management (OPM) publicly shares its Competency Models. Here’s how the OPM competency models can support your workforce planning. In the ever-evolving landscape of business, workforce planning is a critical aspect of organizational success. In today’s business world, agility is key.
HiBob
SEPTEMBER 14, 2022
The first stage in skills-focused workforce planning is assessing the programs, strategies, and projects you currently have at your business. Identifying skills gaps in the workplace will help you detect peoples’ abilities and knowledge that you’re not currently taking advantage of or can make better use of.
HR Examiner
NOVEMBER 17, 2020
Workforce Planning. Talent Management. Recruiting (Workforce). Knowledge Management. Montage Talent (Modern Hire). Full Spectrum. Allegis Global Solutions. Recruiting. 1,001-5,000. Practitioner. Recruiting. Practitioner. Recruiting. Financial Wellness. Learning/ Performance. 1,001-5,000. 1,001-5,000.
ATD Human Capital
JANUARY 9, 2017
At some point in our careers, we have all been the “new hire.” Transferring the expertise of your most knowledgeable employees to others is critical to sustaining your organization’s success. Employees who are well integrated into the organizational culture are often excellent role models for how to succeed within it.
Strategic HCM
NOVEMBER 5, 2010
If the workforce is truly to be valued as an asset, much like financial capital or brand equity, the entire C-suite, not just HR, will need more robust and accessible information about current and future talent needs, employee productivity and resource availability. See this post on imagination (vs evidence) based HR.
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