The Cost of Staff TurnoverMonday, November 15, 2010 "People don´t leave the company, they flee from their managers" - Lynda Ford, from Ford Group. Speech by Prof. German Céspedes Herrera, from the Institute of Business Studies, during a conference sponsored by El Financiero, on "How to retain talent," which discusses the following topics: International Mobility of Human TalentFriday, May 6, 2011 "If a person with 20 years of education emigrates and another person, with 12 years of education immigrates, the country has suffered a net loss of 8 years of investment in training." The retention of human capital and recruitment of highly qualified human resources from other countries is of vital importance to nations. Why Employer Branding Matters NowFriday, July 24, 2009 A strong employer brand will help organizations attract and retain the best talent. The importance of an organization's employer brand will become more critical as companies continue to adjust and align their workforce to prepare for the next cycle. Multicultural Talent Within the CompanyTuesday, June 12, 2012 Cultural diversity enhances the productivity of enterprises, especially in innovation and problem solving, because it encourages lateral thinking. Cultural diversity is not a source of conflict, but rather should be seen as an extraordinary source of opportunities for any productive organization. "Today, in order to survive and be successful, organizations must deliver results on time and at minimal cost, directing their efforts toward the needs and demands of customers, both local and external. Achieving this involves promoting the use of flexible technologies, operational schemes using teamwork and workers who perform multiple functions. The Talent of the Over 50´sMonday, February 29, 2016 At a time when it is more imperative than ever for businesses to attract and retain talent, the people with 50 and more years old are part of a market that offers candidates with skills and experience of great value. Nowadays the difference between one company and another is the talent its employees bring together, and as any staff manager can tell you, competition for attracting and retaining that talent is growing. Fewer Graduates, More TechniciansFriday, October 21, 2016 In Panama four out of ten companies failed to find the ideal candidates when they needed them. Data from Manpower reveals that worldwide the talent shortage is around 40%, in Colombia it is 50% and in Panama 36%. Monica Flores, president of the group for the region, said that "... Company Profile Organization that operates in Nicaragua.
How to Retain the Most Valuable Human ResourcesTuesday, November 27, 2012 Simply paying more is not enough, instead specific needs of each worker should be addressed, such as flexible schedules, teleworking and services such as child care and fitness. Participating in the Forum on Human Resources by Capital Financiero entitled "Keys to Success in Retaining Talent," were Juan Planells, former director of the National Institute of Vocational Training for Human Development (Inadeh); Alberto Saenz, director of PwC Consulting, and human resource manager of the Panama Canal Authority (ACP), Procter & Gamble and Dell, Jose Rivera, and David Cabrera Enrique Salgado, respectively, who addressed this issue. Landing the Best Human ResourcesTuesday, June 8, 2010 Attracting, hiring and retaining talent is imperative to make a company competitive; the methods to achieve this are changing rapidly. In most productive sectors there are not enough qualified and experienced professionals. In some industries, such as software development, the lack of personnel is even more critical, making it crucial for companies to adopt staff attraction and retention policies. Talent Shortage According to ManpowerWednesday, February 13, 2013 Panama is near the top of the list of countries where there is the most acute shortage of skilled labor. Guatemala and Costa Rica are located in the middle of the table. In the Canal country, 47% of employers said they have difficulties in filling jobs with the right people. In Guatemala this percentage is 36%, and in Costa Rica it is 35%. The Best Candidates are Not Those Looking for WorkTuesday, November 15, 2011 To fill a position it is customary to choose candidates from those in the labor market, but many of these may be mediocre malcontents. In reality, the way to get the best people is to look among those who are enjoying their current job, and who are not actively looking to change firms or position, but would accept an attractive offer. They are called "passive job seekers." How to Manage the Company's Talent in the FutureTuesday, September 23, 2014 Companies recognize how important managing a growing international and mobile workforce is for the future of their businesses, but they do not know how to do it. Companies do not have an appropriate strategy to deal with the transformation that is happening the way of working in the world -from the convergence of five generations to operations spread across the planet- which will lead to a crisis in management, attraction and retention of talent, concludes the Workforce 2020 study, prepared by Oxford Economics and SAP. Professional Leaders in Hospitality Consulting SC Company Profile
Consulting company asisting the hotel industry to reach their goals in a short term and sucess in a long term. Headhunting and organizational development services. Global Shortage of Skilled WorkersTuesday, October 18, 2011 The Global Skills Shortage Survey 2011 by Manpower reveals that employers are finding it increasingly difficulty to fill jobs with qualified personnel. One in three employers (34%) worldwide said they are having difficulty filling positions due to lack of available talent, an increase of three percentage points compared to 2010. How to Retain Your Best StaffTuesday, April 17, 2012 In a competitive environment, companies must understand that it is better to retain qualified personnel rather than to invest funds looking in the market for workers. A report entitled "Cutting Edge Talent 2020" by Deloitte, is based on a survey of global executives in large companies. Their conclusions apply to any market where there are shortages of workers with the necessary skills to get into competitive businesses. |
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