SKILLS AND REQUIREMENT MAPPING

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SKILLS AND REQUIREMENT MAPPING

The whole purpose of any recruitment, promotion, selecting for any special assignment is a function of creating as perfect a fusion of skills as against the requirements projected. If this were to perfectly happen the stress and tension out of the system should have evaporated by now and so would have large number of intermediate supervisory levels who make a living out of it. The first issue is the requirement mapping itself.

Our requirement mapping is same as the indent management where either the item’s specifications we don’t change and even if do we again project a generic specification not aligned to the exact requirements. The exact requirements on the job is changing at a fast pace but that is not translating into requisitioning for the specific skills. Is the HR aware of these issues or if even the practitioners know how to react to his situation. The situation remains as nebulous as ever.

When they respond they again look for the standard certifications which crop up from time to time, the authenticity of delivering remaining in doubt. The other challenge is the recruitment / selection mechanism having the capability to select in such specificities. Have the different activities of the recruitment process; recruiting teams, the independence of the different activities, collation, evaluation and processing been designed for this purpose. Google is supposed to have perfected this art and has gained immensely out of it.

On the other rung of the spectrum is the challenge of unemployability, where even the compromised or somewhat vague requirements are also not being met with. With companies and start ups mushrooming the demands have really shot up. In desperation to keep the business enterprise afloat, low end resources are picked up. The enterprise ends in a negative Human Resource Vicious Cycle. The chances of catching up becomes very slim.

PERFECTING THE ART OF SYNTHESISING SKILLS REQUIREMENT AND HIRING REMAINS AN EVERLASTING MIRAGE.

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