In order to reduce youth unemployment and improve living conditions, the Bolivian Government, with funding from the Spanish Cooperation and the World Bank has launched the “Mi Primer Empleo Digno” (My first decent job) program which expects to create 4,000 jobs in 2011.
Uruguay, officially called the Eastern Republic of the Uruguay, is located in the southeastern part of South America, with Montevideo as the capital and largest city, and has an estimated population of 3.5 million people. On June 8 this year, the Ministry of Labor and Social Security (Ministerio de Trabajo eSeguridad Social) launched the “Objetivo Empleo” program with the goal to create up to 3,000 jobs per year.
This article presents an overview of significant demographics related talent management and human capital management policies happenings around the world.
Not so long ago talent management was the big ticket item: The business community understood the importance of attracting and retaining the best workforce possible. Competition for the most skilled people was intense. Companies sought a competitive edge through offering attractive salary packages and benefits and software vendors quickly developed sophisticated talent management, recruitment and on-boarding software solutions. Then along came the threat of recession.
Located at the southern tip of the African continent, The Republic of South Africa shows one of the world’s most diverse cultures, with many different languages, ethnicities and religious beliefs. The country accomplished a major achievement with the 1994 democratic elections, when it rejoined the Commonwealth of Nations.
A small island city-state in the southeast of Asia, Singapore is considered one of the world’s top business locations. Having declared its independency from Britain in 1963, Singapore has built a modern economy focused on industry, education and urban planning, and today it is the fifth country in the world in terms of GDP (gross domestic product) per capita.
This article discusses the second dimension of the multi-dimensional talentforce: multi-cultural differences that have become ubiquitous in the global work force. There are significant cultural aspects that influence how people interpret and respond to events, act and react in the workplace, and in general determine and govern how we conduct business. These cultural influences include such things as differing styles of communication, multiple ways of making decisions, and various approaches to demonstrating engagement, commitment, respecting diversity, ethics, and so on.
Tammy Erickson has recently posted a couple of interesting blogs about the challenges we’re currently seeing in the multi-generational workforce.
As we know, Gen X’ers are not thrilled with corporate life. They tend not to trust institutions in general and resent the Boomers’ confident assumptions about life. Here are Erickson’s 10 Reasons by Gen X’ers are Unhappy at Work:
 |
 |
 |
© 2004-2013 Jeitosa Group International | All Rights Reserved.
Deployed by KillerBeeCreative
Click Here to Download