Johnny Ch Lok

Changing Human Future Development Johnny Ch Lok

Becoming talent human how influences social changesNowadays we tend to think about social and digital technology more from a personal or consumer perspective than their business or professional applications, but as the Digital Era continues to progress, many of technology's most profound impacts are likely to be in the world of work. In addition to changes in product and business development, knowledge management, data analysis, and other operational processes, transforming talent management will be a key priority for organizations striving to be employers of choice.?Digital technology encourages to create talent humanWhy does digitial technology encourage to create talent human or excite human to learn new things ? The human capital implications of social and digital technologies impact virtually everyone, regardless of the type of organization they work for, their profession, their functional area, or their career stage. That means that the talent management functions in all organizations, as well as the professionals who staff and lead them, have a critical role to play in ensuring the efficient and effective transition and transformation from Industrial Era models and processes to their Digital Era upgrades. It's no surprise that talent management has already become more "high tech." Many employment related activities have been digitized, and there has been a corresponding increase in employee self-service. It's important to remember, however, that digitization is not the same thing as digital engagement, and that the rise of "high tech" solutions doesn't necessitate the loss of a "high touch" approach to managing an organization's human assets. Transforming talent management requires digitization, to be sure, but it also involves leveraging social and digital technologies in ways that promote and enhance communication, collaboration, and engagement - not just between an employee and the organization, but between and among employees themselves. Talent AcquisitionThe logical place to start when talking about the impact of social and digital technologies on talent management is talent acquisition, where the greatest advances have been made. Anyone who has searched and applied for jobs in the past 10 years is very familiar with how technology has transformed the application process, which in most organizations (and virtually all large ones) is now almost completely digitized and automated. However, there are other ways in which social and digital technologies are impacting talent acquisition that may not be as well-known or commonly understood. Social media sites in particular (such as Facebook, YouTube, and Pinterest) are a great way to promote an employer's brand and offer realistic previews of work life, people and culture in organizations. Online games and simulations can also be used to get a sense of what working for an organization would be like, and give organizations themselves an opportunity to determine if a prospective candidate would be a good cultural fit and potentially successful. On organizational working environment aspect, some employers are recognizing the value of digital alumni networks or communities to maintain strong relationships with former employees. One of the primary motivations for doing this is that the employees may return one day and/or make referrals to or from their personal and professional networks. Similarly, talent networks enable organizations to establish and maintain relationships with professionals in key areas like IT and engineering, even when there isn't a current opportunity to have those folks be a part of the organization. Moreover, social media can bring positive influence to impact organizations to encourage employees to attempt or feel needs to learning new things for their tasks needs.