Executive Search Agency & Executive Search Talent Acquisition in Industrial Sectors

Our working partnership with multinationals, and small and medium enterprises across a wide spectrum of industries spanning the last 20 years, enabled us.Click Here:- https://www.omniview.net/SHAPING THE COURSE OF LEARNING AND DEVELOPMENT THROUGH TRAINING NEEDS ANALYSIS“We need training!”“We want training!”“Our people need to be trained!”These are some of the all too common demands that most Human Resources (HR) professionals hear from employees and line managers.

Organisations are known to invest substantially of their budget in trainings in an effort to sustain the business growth momentum.Year after year, HR professionals especially those who are in the learning and development space spend a great deal of time planning and rolling out the trainings before the year ends.

How does one determine that these trainings are fulfilling the gaps that the organisation need to drive business performance?

And how does one know that the trainings will yield a return on training investment (ROTI)?“Very often we have managers who want the people on their teams to be trained and we also have employees who want development.

In order to get the answers to those questions, it really comes down to HR conducting a training needs analysis,” said Jimmy Ong Principal Consultant and Solutions Director, Omni View Consulting and a former Learning & Development specialist and HR practitioner.Training Needs Analysis (TNA)At a recent forum called “Making Learning Stick in a Digital World”, Kevin Tan, International Business Director of Harrison Assessment Int’l asked an enthusiastic group of 40 HR professionals how often do they conduct a training needs analysis (TNA) for their organisation, how long did it take to complete the analysis and what was their ROTI.While most HR professionals in the room said that they conduct their own TNA, most agreed that a TNA was fairly time consuming and some did not even measure their ROTI.A TNA becomes all the more important and useful when it comes to assessing an individual’s current level of competency vis a vis the required competency for their role.

The data derived from a TNA can give HR professionals a better idea of the individual training gaps thus enabling them to implement the right kind of trainings to address those behavioural competency gaps as opposed to rolling out a one-size fit all type of training.

In the previous five years, there was a noticeable improvement in the quality of work provided by them.

If you would like to contact the best professionals, you need to elect for an indirect recruiting approach.When you compare leading consulting firms in India against one another, you may come to understand there are subtle differences also.

This is because the very first step towards creating a successful outsourcing strategy is to recognize the right kind of candidate.The first and foremost factor contributing to the efficacy of the best consulting firms in India is the idea leadership they're developed.

Considering the fast changing scenario in the outsourcing sector, these businesses have to continue innovating to stay ahead of the curve.

If you take into account the situation in another light, it'll be clear why it is now very hard for outsourcing businesses to keep up with the speed of the market.The second most important element which contributes to the efficacy of the best consulting companies in India is your thought leadership provided by them.

In every business there is a unique method of thinking.

About the CompanyLiveHire is all about changing the game when it comes to Talent Acquisition by putting candidate engagement at the heart of what they do.Their next-generation ATS dramatically accelerates the end-to-end hiring process and boosts both candidate experience and employer brand.Created in Australia and recently launched in the US, the award-winning company, who recently celebrated the milestone of 1 million Talent Community Connections on their platform, are right on the frontier of cloud-based sourcing, engagement, and hiring practices.HistoryThe LiveHire story began in 2012, when co-founders Antonluigi Gozzi and Dr. Michael Haywood found themselves identifying the same pressing problem.An employment boom in Australia’s mining industry provided insight into the issue.

Outdated recruitment practices led to candidates competing with thousands of others in an applicant process that turned people into faceless CVs and employers into automated, impersonal emails.The net result was a demoralising candidate experience, employer frustration and a sizeable deficit between the talent the industry could mobilize and its existing workforce.

What was also apparent was that this was inefficiency present not just in the mining industry, but across all industries in Australia.

One of the fastest and fastest domains in today's business world is Business consulting, and so many professionals choose to become business consultants.

Consultants are mentors and consultants who work with small business owners to plan and plan.

They are in demand - because their consulting firms can bring a unique and fresh perspective on pressing business problems and challenges.

Some other business advisors like Daryl Turner NJ offers specialized services to expand their clients "business operations, such as marketing, sales, customer service, marketing, and customer service

In order to do so, they take the help of mergers and acquisition firms in India or in any other country of the world, where they like to expand their business.

Mergers and acquisition firms offer services that provide some guidance to these successful businesses to know where to direct their interests.

As with time, the tradition of hiring candidates is changing, and companies are acquiring new ways or alternatives of hiring candidates.

Instead of doing all the hiring process, companies go for Staff augmentation or IT consulting services, and it also saves a lot of the company's cost.

But because of the outbreak of COVID-19, the figure got decreased compared to last year.

Both these techniques give almost the same results, so the question arises which approach is better and how?

Let’s start with IT Staff Augmentation:IT Staff Augmentation: IT staff augmentation is just a process in which the companies add "temporary" employees to their existing employees with different skill-set as per the client's need.

This technique is comparatively new and introduced to fulfill the gaps of project-managed services.

Advatix Global HR is one of the renowned organizational consulting firm offering the best organizational development services.

We also offer performance metrics that help in evaluating the employee life cycle.In addition to organizational development service we provide other HR services like staffing and recruiting, and leadership development programmers.

The experts will use our best hr management software like Sena and Vidya offer nothing but excellent services for the clients.

We are powered by a team of People Experts who attract and retain the best candidates of the industry who are capable enough to drive the organization effectively and efficiently.Through our leadership development programs, we mitigate the risk of employing less capable leaders who cannot contribute to organizational growth.

Our top-notch customizable leadership programs ranging from 3 session courses to a year-long Master leader program, focus on developing a team that will help the organization succeeds.We use the best talent acquisition software, Sena for recruiting the top candidates to fill the open positions.

This is one of a kind recruiting mobile application that manages the entire staffing process.

Artificial Intelligence is a technology that is defining new-era paradigms of operating business, it is a tool that automates and completes the majority of the low-value HR functions so that the larger focus can be driven to the strategic works.

From talent acquisition to talent management, AI is capable enough to transform employee experience manifolds through speedy and accurate processing of a large quantity of data.

Artificial Intelligence helps in automating the majority of the back office transactional work thereby enabling quick service delivery.Ways in which AI is empowering HR TechnologyHR is one of the core functioning units of any business.

So, let’s have a look at the ways in which the use of AI on HRTech is empowering HR professionals:Talent AcquisitionOne of the greatest advantages that AI offers hiring managers is the ability to recognize suitable candidates.AI can work like a charm in the initial stage of the recruitment process since it can perform a preliminary analysis of résumé of a candidate to cross-check his/her declared skills against the skills of successful employees with the same job title.

On the other hand, AI can do it in a fraction of the time it would take humans.Naturally, this isn’t a solution for every company, in certain positions, the inherent flexibility and creativity of a candidate are worth more than past experience and skills, and that’s something that AI still has difficulty in gauging.AI also helps in eliminating human bias, the algorithm looks only at the relevant elements included in the résumé such as skills and experience.

Removing human bias from the hiring process encourages an inclusive workplace.With a rich database of past applicants, recruitment managers can utilize AI to look for applicable candidates for new job openings.