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More businesses are now adding new strategies to their recruitment process. An example is, companies new reduction plans have been starting and according to the Governor Cuomo “These polices will not only lift up the current generation of low-wage workers and their families, but ensure fairness for future generations and enable them to climb the ladder of opportunity. I am proud to sign these programs into law, because they will ensure a stronger and brighter future for all New Yorkers”. The new employment laws are expected to cause a ripple effect across the nation, pressuring on employers' practices and soon dismissing the unskilled. Politicians raising the state’s minimum wage as high as the median wage, will lead businesses in a state of raising the salaries of half of those employed, or else take measures to trim the number of employees on the payroll. Hence, more employment qualities will most likely be improved, leaving uneducated people at the bottom of the list according to an article published by USA Today for the 5th of April

Organizations are always looking for the most cost efficient way to stay competitive in their industries. This means that they are also looking for specific talent in individuals within their organizations and from the pool of individuals they hire. Which means understanding what prompts those individuals to give their organization the best ideas, attitudes and results. There are now five generations of people that currently make up the available workforce and have the responsibility of working together in varying capacities. The generations include traditionalist, baby boomers, generation X, generation Y and Generation Z.

The demand for the right talent is on a rise. Companies are competing in a tight market place where finding the right talent is not just important but a vital potion for success. Most Start-ups and organisations working on a stringent budget usually hire talent based on their project needs in order to reduce operational costs. Thus, this has opened up a wide market demand for skilled contract and temporary workers.

Many years ago, I heard a leader say that unless you earn the hearts and minds of people, nothing you do really matters. That advice took on a new meaning later on in my career, when I worked one organization that could draw hundreds of thousands of top talent per every open position posting and later observed another organization that struggled to attract any talent at all.

Talent Management is important to any organization. Baby boomers are nearing retirement age – we have a large number of people retiring each year and we need to plan for this so we can fill vacant positions with the best talent. There is unprecedented generational diversity in the workforce and globalization is changing the way we conduct business. And of particular concern to those of us in higher education, the mobility of academics affects our college’s workforce – who we hire and the skills they need. Because of these reasons it is more important than ever for us to embrace technology to help us manage our talent.

The beginning of meaningful changes and digitalization has brought in new models of collaboration that leads to higher performance and better innovation. There has been a change in the culture with new generation entering the workforce and the upcoming businesses demanding something better. All this together calls for a rethinking of talent management.

The earth is very competitive today for each and every business. In every sphere of life and business, competition has become more and more aggressive. Every firm tries to obtain and retain efficient employees to meet the future challenges. In this rivalry, obtaining and retaining the best employees has become very important, as employees are that factors who make a firm alive and proceed to the path of profit. Many people pay the house rent from their income which is 60% of the total income of a person.

Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace.

We are interested in talent development because we believe that it plays a critical role in organizations appearing and being more competitive. In today’s day and age, employees no longer depend on their employers for health and retirement benefits, meaning fewer incentives for employees to want to be long-term with a single employer. Companies also used to reward loyal employees with pensions, but those days are coming to an end. With the great recession behind us now, companies are hiring again. Furthermore, the hiring companies are sourcing for specific and or specialized talent and skill. In addition to that, the Internet gives people the ability to view jobs and network with groups or individuals

Very few firms have the potential of truly inventing their strategies for the management of talent management. In most cases, they always evolve as dictated by various business demands. However, for the proactive firms, as well as those which are leading within their respective industries, customization, innovation, as well as creativity are not just components of talent strategy but they are generally the actual talent strategy. With about 2,000 workers, more than about 1,500 of whom are working in about 50 distribution centers, Netflix has generally strived to exercise creativity within the processes of talent management.

A major factor contributing to the shaky ground on which some businesses stand these days is the generally low number of qualified job seekers at large in the labor market. Coupled with the problem of increasingly high rates of employee turnover, business leaders are finding it increasingly difficult to attract and retain the top talent necessary for their expected levels of productivity.

The new talent community declares the end to job postings and the painful transaction between applying for a specific job and getting a cold rejection. It further offers the opportunity to become “a corporate insider,” where you join the

The article is talking about the top priority for employers and how they should create large budgets and prepare to hire larger volumes over the next year. The article provides an example of a survey that has been conducted by the 2015 Association for Financial Professionals Business Outlook that was conducted in the month of November and it showed that 49 percent out of 450 financial professionals chose to increase in their hiring process. The first step that the Author provides is to focus on retention. According to the article, a New York research group known as The Conference Board, discovered that 52.3 percent of 1,673 Americans that were surveyed in June were unhappy at work. This was a very big issue because unhappy workers typically leave their jobs to explore new opportunities in an improved economy. The Article states that employers should find new ways to retain and recruit talent. According to the Society for Human Resource Management’s "Employee Job Satisfaction and Engagement" report, 70 percent of employees were satisfied with their relationships with their supervisors in 2012. The percentage has then decrease when Elance-oDesk conducted another survey this year on 1,039 millennials and they found that nearly 80 percent of the respondents said they would like to quit their regular jobs to work for themselves. To boost retention and recruitment, identify top performers who could potentially leave and find out how to keep these employees happy. In addition,

Statics shows that more than 50% of industries report plans to increase production; more than 75% are already reporting a skilled workforce shortage which is causing revenue loss. (Accenture, 2014). It is clear that the new driving force behind U.S. Manufacturing is having a strong, skilled workforce. The skilled workforce of the industry is often the one thing that sets them apart from their competitors. Manufacturers that want to dominate their particular market are going to do whatever is possible to attract the cream of the crop. Competitiveness is not the only reason industries need to attract skilled workers; recent studies show that many skilled workers are getting ready to hit, if not already hit retirement

At the end of 2012 the National Unemployment Rate was 7.8% (“Labor Force Statistics from the Current Population Survey”) and employers were struck with the daunting task of filling 3.6 million job openings (Smith.) In an article for Forbes on the subject of the daunting prospect of the job search, Jacquelyn Smith shares this startling fact: “The average number of people who apply for any given job: 118.” With the downturn in the economy in recent years, candidates for any given job can include inexperienced job seekers, seasoned competitive candidates, and even those who are looking to start their second or third career. The job market is flooded. Employers are overwhelmed by the sheer number of applicants, sometimes willing to compromise