{"product_id":"talent-management-systems-isbn-9780470833865","title":"Talent Management Systems","description":"\u003ci\u003eTalent Management Systems\u003c\/i\u003e addresses the transformation Web-based technologies have brought to workforce acquisition and management. It examines proven and leading-edge best practices, and what tactics and strategies organizations should employ to remain competitive in this arena. The book is part practical, offering advice on how to institute best practices in e-recruitment and talent management, and strategic, discussing trends and state of the art technology and practices that should be adopted or avoided.  \u003cp\u003e\"We're at the brink of the next global battle in the war for talent, and companies with a firm grasp on today's technologies, and the best view over the horizon, are positioned to win. No one understands the intersection of talent and technology better than Allan Schweyer and, as this book demonstrates, no one tells us the story as clearly as he. This is an essential read and an important work in the now-critical discipline of human capital management.\"\u003cbr\u003e —\u003cb\u003eMichael Foster, CEO, AIRS, and Author of \u003ci\u003eRecruiting on the Web\u003c\/i\u003e\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"Allan Schweyer has been on the leading edge of recruitment technology since the dawn of the Internet. In many ways the Internet has created more confusion than solutions for the world of recruiting and talent management. It has certainly made things more complex. HR professionals and even company presidents have become desperate for clarity on the future of talent management-Allan Schweyer's book provides that clarity and establishes him as the authority on web-based hiring and talent management. No major implementation decision should be made without this invaluable guide.\"\u003cbr\u003e —\u003cb\u003eGraham Donald, President, Brainstorm Consulting\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"Talent management has suddenly gone from being a nice idea to a core business function. No one knows more about this new function, and the technologies that make it possible, than Allan Schweyer.\"\u003cbr\u003e —\u003cb\u003eDavid Creelman, Senior Contributing Editor, \u003ci\u003eHR.com\u003c\/i\u003e, and Independent Human Capital Analyst\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"Once again, Schweyer has produced the best writing in North America on this subject, which I've covered for fifteen years.\"\u003cbr\u003e —\u003cb\u003eBill Kutik, Technology Columnist, Human Resource Executive\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"As corporate executives quickly come to the shocking realization that the global workforce-and how that talent is managed and developed both locally and globally—will almost unilaterally determine their future success in global markets, few workforce experts have bothered to provide business leaders with a useful compass and map for the next chapter of workforce management. Mr. Schweyer generously and eloquently provides the talent compass and workforce map for the first pragmatic steps of the new global journey.\"\u003cbr\u003e —\u003cb\u003eJohn Chaisson, CEO, Global Workforce Solutions\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eForeword ix\u003c\/p\u003e \u003cp\u003eTalent Management as a System in the Organization x\u003c\/p\u003e \u003cp\u003eThe Systems Approach to Talent Management ix\u003c\/p\u003e \u003cp\u003eThe Talent Management System—Building Block of the Human Capital Asset xii\u003c\/p\u003e \u003cp\u003eWhat Makes Talent Management Possible? xiii\u003c\/p\u003e \u003cp\u003eIntroduction 1\u003c\/p\u003e \u003cp\u003eWorkforce Dynamics 1\u003c\/p\u003e \u003cp\u003eThe Talent Management Process 5\u003c\/p\u003e \u003cp\u003eTrends 7\u003c\/p\u003e \u003cp\u003eRisks 8\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1: The New Primacy of Talent 11\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eImpact on Organizations 13\u003c\/p\u003e \u003cp\u003eThe Talent Management Organization 16\u003c\/p\u003e \u003cp\u003eAsset: A Valuable Item That Is Owned 18\u003c\/p\u003e \u003cp\u003eBut Can Talent Be Managed as a Resource? 20\u003c\/p\u003e \u003cp\u003eThe Talent Management Imperative: People and Technology 23\u003c\/p\u003e \u003cp\u003eThe Evolution of HR in the Organization 24\u003c\/p\u003e \u003cp\u003eDemographic Uncertainties 25\u003c\/p\u003e \u003cp\u003eCompetition for Foreign Skilled Workers 30\u003c\/p\u003e \u003cp\u003eConclusions 34\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2: Best Practices in Technology-Enabled Talent Management 35\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eOnline Recruiting and the Birth of Talent Management Systems 35\u003c\/p\u003e \u003cp\u003eThe World Wide Web 37\u003c\/p\u003e \u003cp\u003eTalent Management Defined 38\u003c\/p\u003e \u003cp\u003eSummary of Best Practices in Talent Management 39\u003c\/p\u003e \u003cp\u003eBasic Best Practices 40\u003c\/p\u003e \u003cp\u003eAdvanced Best Practices 42\u003c\/p\u003e \u003cp\u003eThe Selection Process 47\u003c\/p\u003e \u003cp\u003eCustomer References 49\u003c\/p\u003e \u003cp\u003eVendor Visits 50\u003c\/p\u003e \u003cp\u003eAfter Selection 51\u003c\/p\u003e \u003cp\u003eConclusions 52\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3: Corporate Career Site Best Practices 53\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eBranding 57\u003c\/p\u003e \u003cp\u003eUtility and Information 61\u003c\/p\u003e \u003cp\u003eSelf-Selection, Screening and Sorting 63\u003c\/p\u003e \u003cp\u003eEmployee Testimonials 66\u003c\/p\u003e \u003cp\u003eIntranet Career Sites 68\u003c\/p\u003e \u003cp\u003eCandidate Experience, Diversity and Relationship Management 69\u003c\/p\u003e \u003cp\u003eViral Marketing 71\u003c\/p\u003e \u003cp\u003eSpecialized Recruitment Sub-Sites 72\u003c\/p\u003e \u003cp\u003eNavigation and Ease of Use 75\u003c\/p\u003e \u003cp\u003eGlobal Recruiting 77\u003c\/p\u003e \u003cp\u003eCorporate Career Sites: A Final Note 77\u003c\/p\u003e \u003cp\u003eConclusions 81\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4: Talent Management Solutions: Overview 83\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eThe Three Types of TMS Vendors 84\u003c\/p\u003e \u003cp\u003eTMS: The Basics 88\u003c\/p\u003e \u003cp\u003eThe Supply Chain Analogy 91\u003c\/p\u003e \u003cp\u003eGlobal-Ready TMS 97\u003c\/p\u003e \u003cp\u003eResume Processing 98\u003c\/p\u003e \u003cp\u003eTMS and the Intranet 101\u003c\/p\u003e \u003cp\u003eROI 102\u003c\/p\u003e \u003cp\u003eConclusions 107\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5: Screening, Sorting and Ranking Applicants 109\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSelf-Selection through Online Job Advertising 112\u003c\/p\u003e \u003cp\u003ePrescreening Questionnaires 115\u003c\/p\u003e \u003cp\u003eProfiling Candidates’ Skills, Competencies, Education and Experience 117\u003c\/p\u003e \u003cp\u003eAdvanced Automated Screening and Sorting 117\u003c\/p\u003e \u003cp\u003e“Off-the-Shelf” Skill Libraries 119\u003c\/p\u003e \u003cp\u003eAssessments and Online Testing 120\u003c\/p\u003e \u003cp\u003eBackground Checking 123\u003c\/p\u003e \u003cp\u003eConclusions 125\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6: Searching and Candidate Sourcing 127\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCandidate Mining on the Web 137\u003c\/p\u003e \u003cp\u003eAutomated Employee Referral Plans 141\u003c\/p\u003e \u003cp\u003eIntranets 142\u003c\/p\u003e \u003cp\u003eConclusions 145\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7: Talent Relationship Management and Workforce Planning 147\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWorkforce Planning 154\u003c\/p\u003e \u003cp\u003eConclusions 162\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8: Legal, Ethical and Fairness Concerns in E-Recruitment 163\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eChoosing the Right Tests 164\u003c\/p\u003e \u003cp\u003eAccessibility 166\u003c\/p\u003e \u003cp\u003eWorkers with Disabilities 167\u003c\/p\u003e \u003cp\u003ePrivacy 168\u003c\/p\u003e \u003cp\u003eEqual Employment Opportunity, Affirmative Action and Talent Management Systems 170\u003c\/p\u003e \u003cp\u003eMaking It Easy 170\u003c\/p\u003e \u003cp\u003eSelect the Right TMS for the Job 171\u003c\/p\u003e \u003cp\u003eEstablishing EEO Capture in Your TMS Workflow 172\u003c\/p\u003e \u003cp\u003eConclusions 177\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9: Contingent, Contract, Temporary and Hourly Workers—Total Workforce Acquisition 179\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eContingent Workforce Management Automation 180\u003c\/p\u003e \u003cp\u003eThe State of the VMS Industry 182\u003c\/p\u003e \u003cp\u003eVMS Value 183\u003c\/p\u003e \u003cp\u003eSpecific VMS-Enabled Cost- and Time-Savings Potential 185\u003c\/p\u003e \u003cp\u003eA Note of Caution 188\u003c\/p\u003e \u003cp\u003eManagement of the Process and Technology 189\u003c\/p\u003e \u003cp\u003ePricing Models 190\u003c\/p\u003e \u003cp\u003eOther CWM Technologies and Tools 191\u003c\/p\u003e \u003cp\u003eStaffing Exchanges 192\u003c\/p\u003e \u003cp\u003eProfessional Employment Organizations 193\u003c\/p\u003e \u003cp\u003eImplications of CWM for Human Resource Professionals 195\u003c\/p\u003e \u003cp\u003eHourly and “High Volume” Workers 196\u003c\/p\u003e \u003cp\u003eIntegrated Contingent, Hourly and Permanent Workforce Acquisition 200\u003c\/p\u003e \u003cp\u003eConclusions 204\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10: Outsourcing 205\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eOffshore Outsourcing 215\u003c\/p\u003e \u003cp\u003eThe Disadvantages 217\u003c\/p\u003e \u003cp\u003eConclusions 218\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 11: Usability, Implementation, Data Security and Reporting—Talent Management System Essentials 219\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEase of Use 219\u003c\/p\u003e \u003cp\u003eEmployee Portals\/Self-Service 223\u003c\/p\u003e \u003cp\u003eConfiguration and Customization 227\u003c\/p\u003e \u003cp\u003ePlanning, Change Management and Implementation 229\u003c\/p\u003e \u003cp\u003eIntegration and Open Source Software 230\u003c\/p\u003e \u003cp\u003eApplication Service Providers 232\u003c\/p\u003e \u003cp\u003eSecurity of Data 234\u003c\/p\u003e \u003cp\u003eReporting and Metrics 235\u003c\/p\u003e \u003cp\u003eCustomer Service and Technical Support 237\u003c\/p\u003e \u003cp\u003eThe TMS Team 238\u003c\/p\u003e \u003cp\u003eInternal Resources 238\u003c\/p\u003e \u003cp\u003eChoosing a TMS Vendor 240\u003c\/p\u003e \u003cp\u003eConclusions 243\u003c\/p\u003e \u003cp\u003eIndex 247\u003c\/p\u003e \u003cp\u003eTALENT MANAGEMENT SYSTEMS\u003c\/p\u003e \u003cp\u003eTalent builds world-class products and services, nurtures customer relationships, invents new processes and improves existing ones. Talent inspires, coaches, and leads. Talent builds an organization’s reputation, and over time companies of all stripes will or won’t become valuable because of their talent. To survive in the knowledge economy over the long term, organizations must become focused on managing talent as their most critical resource, and must turn to modern human resources technologies in order to manage their workforce as carefully as they would any physical asset. \u003c\/p\u003e\u003cp\u003e\u003ci\u003eTalent Management Systems\u003c\/i\u003e explains the transformation Web-based technologies have brought to workforce acquisition and management. It examines proven and leading-edge best practices that can improve your organization’s ability to expertly attract, recruit, motivate, develop, and retain staff. And it reveals the tactics and strategies organizations can use to remain competitive in this arena, including:  \u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eOnline recruiting\u003c\/li\u003e \u003cli\u003eBuilding a career site on the corporate Intranet\u003c\/li\u003e \u003cli\u003eSpecialized recruitment sites\u003c\/li\u003e \u003cli\u003eAutomated screening, sorting, and ranking of candidates\u003c\/li\u003e \u003cli\u003eBuilding skill libraries and profiling competencies\u003c\/li\u003e \u003cli\u003eOnline assessment and testing\u003c\/li\u003e \u003cli\u003eSelecting the right Talent Management System for the job, and choosing a TMS vendor\u003c\/li\u003e \u003cli\u003eOutsourcing\u003c\/li\u003e \u003cli\u003eLegal, ethical and fairness concerns in e-recruitment\u003c\/li\u003e\n\u003c\/ul\u003e \u003cp\u003eNo industry has made better use of Web technology than Human Resources, particularly in recruitment. Some of the Internet’s best known and most successful brands (for example, Monster\u003csup\u003e®\u003c\/sup\u003e, CareerBuilder\u003csup\u003e™\u003c\/sup\u003e, and HotJobs\u003csup\u003e®\u003c\/sup\u003e) are career sites used by millions of jobseekers and hundreds of thousands of employers. Most organizations also understand the advantages of operating a corporate career site and in building their employment brand. \u003c\/p\u003e\u003cp\u003eHowever, despite this early and rapid adoption of technology by human resource professionals, most are just scratching the surface of what technology is available and how it can be used to give an organization competitive advantage. By mastering a talent management system, organizations can: \u003c\/p\u003e\u003cul\u003e\n\u003cli\u003eReduce their average time to hire\u003c\/li\u003e \u003cli\u003eBecome more competitive employers\u003c\/li\u003e \u003cli\u003eAvoid the lost productivity and momentum that arises when a position lies vacant\u003c\/li\u003e \u003cli\u003eBuild rapport, interest, and trust with individuals from the time they apply, throughout the hiring process, during their employment, and even after they leave the organization\u003c\/li\u003e \u003cli\u003eManage all aspects of the “total” workforce—external candidates; salaried, hourly, and temporary employees; and even independent contractors.\u003c\/li\u003e\n\u003c\/ul\u003e   \u003cb\u003ePraise for \u003ci\u003eTalent Management Systems\u003c\/i\u003e\u003c\/b\u003e  \u003cp\u003e\"We're at the brink of the next global battle in the war for talent, and companies with a firm grasp on today's technologies, and the best view over the horizon, are positioned to win. No one understands the intersection of talent and technology better than Allan Schweyer and, as this book demonstrates, no one tells us the story as clearly as he. This is an essential read and an important work in the now-critical discipline of human capital management.\" — Michael Foster, CEO, AIRS, and Author of \u003cb\u003eRecruiting on the Web\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"Allan Schweyer has been on the leading edge of recruitment technology since the dawn of the Internet. In many ways the Internet has created more confusion than solutions for the world of recruiting and talent management. It has certainly made things more complex. HR professionals and even company presidents have become desperate for clarity on the future of talent management—Allan Schweyer’s book provides that clarity and establishes him as the authority on web-based hiring and talent management. No major implementation decision should be made without this invaluable guide.\"— Graham Donald, President, \u003cb\u003eBrainstorm Consulting\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"Talent management has suddenly gone from being a nice idea to a core business function. No one knows more about this new function, and the technologies that make it possible, than Allan Schweyer.\"— David Creelman, Senior Contributing Editor, \u003cb\u003eHR.com, and Independent Human Capital Analyst\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"Once again, Schweyer has produced the best writing in North America on this subject, which I’ve covered for fifteen years.\" — Bill Kutik, Technology Columnist, \u003cb\u003eHuman Resource Executive\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\"As corporate executives quickly come to the shocking realization that the global workforce—and how that talent is managed and developed both locally and globally—will almost unilaterally determine their future success in global markets, few workforce experts have bothered to provide business leaders with a useful compass and map for the next chapter of workforce management. Mr. Schweyer generously and eloquently provides the talent compass and workforce map for the first pragmatic steps of the new global journey.\" — John Chaisson, CEO, \u003cb\u003eGlobal Workforce Solutions\u003c\/b\u003e\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47990128148709,"sku":"NP9780470833865","price":75.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9780470833865.jpg?v=1761786622","url":"https:\/\/k12savings.com\/es\/products\/talent-management-systems-isbn-9780470833865","provider":"K12savings","version":"1.0","type":"link"}