Open Talent

In the new world of hybrid work and AI, one thing is clear: the war for talent is over—and talent won. With sparsely populated offices and people working from wherever they are, and with AI emerging everywhere in business and dominating headlines, our work lives have undergone a remarkable transformation, seemingly overnight. But the reality is that for years the ever-growing digital wave has been breaking down organizational boundaries and increasing the adoption of open innovation, including the use of crowdsourcing platforms as a talent solution. Now the imperative is clear: adapt to and leverage this new, digitally enabled world of "open talent"—or get left behind. In this eye-opening, essential guidebook, John Winsor and Jin Paik, with their work at the Laboratory for Innovation Science at Harvard, show how the massive reset of the pandemic allowed talented workers everywhere to exit their jobs without leaving the workforce. Now many are freelancing for multiple companies or are starting small businesses, challenging hiring managers as never before amidst a transformed workforce. What's more, talent has more power than ever using platforms such as Freelancer.com, Fiverr, and Upwork, setting their own terms for work: what, where, when, and at what price. How can companies adapt? The key, the authors argue, is shifting to a more distributed idea and structure of collaborative work. The authors call this a networked organization, where talent is culled from both inside and outside the organization and viewed through a single lens—as a global ecosystem that can be tapped as needed. With rich stories, keen insights, and an abundance of practical advice, Winsor and Paik provide a new framework and operating model for transforming your organization into a talent-orchestrating, problem-solving machine.

Want to draw but don't think you have the talent? This book is for you--no experience or formal training required! Danny Gregory, co-founder of the popular online Sketchbook Skool, shows you how to get started making art for pleasure with fun, easy lessons. Get started fast with just a pen and paper, learn to see your subject with new eyes, and enjoy the creative process.

Powerful ideas to transform hiring into a massive competitive advantage for your business Talent Makers: How the Best Organizations Win through Structured and Inclusive Hiring is essential reading for every leader who knows that hiring is crucial to their organization and wants to compete for top talent, diversify their organization, and build winning teams. Daniel Chait and Jon Stross, co-founders of Greenhouse Software, Inc, provide readers with a comprehensive and proven framework to improve hiring quickly, substantially, and measurably. Talent Makers will provide a step-by-step plan and actionable advice to help leaders assess their talent practice (or lack thereof) and transform hiring into a measurable competitive advantage. Readers will understand and employ: A proven system and principles for hiring used by the world's best companies Hiring practices that remove bias and result in more diverse teams An assessment of their hiring practice using the Hiring Maturity model Measurement of employee lifetime value in quantifiable terms, and how to increase that value through hiring The Talent Makers methodology is the result of the authors’ experience and the ideas and stories from their community of more than 4,000 organizations. This is the book that CEOs, hiring managers, talent practitioners, and human resources leaders must read to transform their hiring and propel their organization to new heights.

For brands to succeed in a competitive environment they need to build a 'loving' relationship with their customers. Brands need to construct an emotional engagement with customers so that they feel genuinely connected to it and what it has to offer. Through 15 steps this books reveals how to use High Design principles to build a truly loved brand.

In these times of change and disruption, HR must adapt, fast. But how can HR professionals critically assess their current processes and activities to identify what areas they need to think differently about in order to drive business results? This book provides the answers to enable all aspects of the people function to perform to their full potential. Redefining HR is a refreshing take on the evolution of the field of Human Resources and People Operations. It's an in-depth guide to the fundamental components of modern HR, and provides a tangible framework of progressive ideas and practices for HR practitioners, people leaders, and business executives. This is not a theoretical examination of HR. This is a book for practitioners, with insights from people professionals at the leading edge of HR's transformation from companies including Hubspot, Reddit, Stripe, Mastercard, Eventbrite, VaynerMedia, Asana. Written by a leading innovator in the HR industry, this book illuminates new perspectives and approaches for rethinking recruitment, talent management, performance and reward to save time, reduce costs and achieve greater business success. It covers key HR practices including diversity and inclusion, people analytics, learning and development (L&D) and employee experience and is supported by global case studies from organizations including Siemens, Upwork, CVS, Schneider Electric, Delivery Hero, and more. Redefining HR is an essential resource for all HR professionals business leaders wanting to create an exceptional people management function.

A number of clubs in professional sports leagues exhibit winning streaks over a number of consecutive seasons that do not conform to the standard economic model of a professional sports league developed by El Hodiri and Quirk (1994) and Fort and Quirk (1995). These clubs appear to display what we term "unsustainable runs", defined as a period of two to four seasons where the club acquires expensive talent and attempts to win a league championship despite not having the market size to sustain such a competitive position in the long run. The standard model predicts that clubs that locate in large economic markets will tend to acquire more talent, achieve more success on the field and at the box office than clubs that are located in small markets. This book builds a model that can allow unsustainable runs yet retains most of the features of the standard model. The model is then subjected to empirical verification. The new model we develop in the book has as its central feature the possibility of generating two equilibria for a club. In the empirical sections of the book, we use time-series analysis to attempt to test for the presence of unsustainable runs using historical data from National Football League (NFL), National Basketball Association (NBA), National Hockey League (NHL) and Major League Baseball (MLB). The multiple equilibria model retains all of the features of the standard model of a professional sports league that is accepted quite universally by economists, yet it offers a much richer approach by including an exploration of the effects of revenues that are earned at the league level (television, apparel, naming rights, etc.) that are then shared by all of the member clubs, making this book unique and of great interest to scholars in a variety of fields in economics.

BBVA Innovation Edge’s seventh issue will provide you very interesting and useful information about the last trends regarding omnichannel strategies and customer experience. 'BBVA InnovationEdge' is the first corporate multiplatform magazine focused on innovation. Each edition features articles, analysis and huge information about a particular theme. The main purpose of the magazine is to express the new trends and the upcoming technologies that may impact to the financial industry.

The world of hybrid and remote management is a territory that has yet to be completely explored—this book provides some simple navigational aids to help managers and leaders find their way. Research indicates that over 56% of college graduates currently work either remotely or in a hybrid arrangement, while prior to the pandemic, less than 5% of working hours were remote. How to manage remote and hybrid workers has rapidly become a significant challenge, and one that often requires new policies and organizational restructuring. The remote work handbooks available are tactical, which can be helpful for day-to-day decisions but not to tackle larger issues and initiatives. This book presents a fully formed, research-backed strategic framework: more than a vehicle to the future, it will help leaders to understand where they are now and what is happening around them to change the landscape, and to decide where they want to be. Speaking to senior executives and team leaders, as well as business students, this book will become the preferred tool for the development and evaluation of remote and hybrid management policy and strategy across industries.

Nowadays, organisations are confronted with the imperative to enhance their organisational sustainability. This involves establishing an appropriate balance between the economic, ecological, and social aspects of an organisation's operations and striving to accomplish their economically viable goals that are both socially and environmentally responsible. By aligning the priorities and incorporating environmental, social, and economic factors into their operational strategies, organisations can generate value for themselves, while also making a positive impact on the current and future welfare of society and the environment. Noticeably, the advancement of organisational sustainability relies heavily on human capital management in the workplace. Today, more than ever, human capital is regarded as the foundation of organisations and ought to be treated as such. Given the pivotal role of human capital management for ensuring the long-term organisational sustainability of an organisation, emphasis should be placed on redefining leadership strategies and priorities, focusing on diversity and inclusion, cultivating talent, facilitating remote work, fostering employee engagement, promoting skill development for environmentally friendly practices, and prioritising job satisfaction and employee well-being. In response to the multi-faceted challenges of the third decade of the 21st century, this book provides an in-depth review of research avenues addressing present and future human capital development concerns in terms of enhancing organisation sustainability. The main aim of the book is to indicate the direction of demand for new competences regarding workplace human capital and identify synergies between its particular aspects with reference to contemporary human capital development. The monograph’s objectives include presenting tools that allow the analysis and development of human capital competences, pro-active and pro-environmental attitudes and behaviours, the coexistence of workers and AI in the organisation, as well as providing employee well-being, satisfaction, and commitment. Moreover, the book offers recommendations for contemporary responsible organisations that carry themselves towards the new economic and social order and sustainability.

The Global Innovation Index ranks the innovation performance of 128 countries and economies around the world, based on 82 indicators. This edition explores the impact of innovation-oriented policies on economic growth and development. High-income and developing countries alike are seeking innovation-driven growth through different strategies. Some countries are successfully improving their innovation capacity, while others still struggle.