Le développement professionnel au postsecondaire à l’ère du numérique

Abstract

Let's face it, the talent war is here to stay; job requirements and labor pools are constantly changing. Each tech cycle has brought new skill demands; the difference now is that shortages are not lo-calized in the IT department, and they pervade nearly every func-tion and job across the organization. The use of mobile, social and analytical tools, easily taken for granted in our personal lives, is only just beginning to permeate the workplace. In our new digital age, radically different processes, tools, and information are intro-duced every day, and these demand new skills and capabilities that are difficult to find inside most companies. Just like in real wars, today's talent war will be fought and won differently than those of the past. The ubiquitous nature of information has fostered a " free agency " mindset that makes talent easier to locate, but harder to attract with traditional promises. If businesses hope to tap into this abundant resource, the human resources function must rethink how to build, buy, borrow and keep workers. Talent has gone Digital, but not HR The HR function is at the center of sweeping changes. Digital technologies are radically changing the manner in which employees and prospects connect and communicate with organizations. But, barring a few exceptions, HR functions in most organizations con-tinue to stay rooted in traditional modes of engagement. Job seekers are increasingly using digital technologies to search for jobs. In a recent survey of over 900 job seekers in America, 52% mentioned that they use Facebook, 38% use LinkedIn and 34% use Twitter to find jobs.