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If you’ve visited our website recently, you’ll have noticed changes popping up all over the place. We’ve not only revamped our website, but launched a new Strategic Workforce Planning blog and published a research report detailing how different companies approach workforce planning and their results. |
The new website is designed to facilitate your workforce planning experience and provide lots of rich information to help you on your workforce planning journey, and we'll be adding more information all the time. To complement the website, the new blog provides the latest insight! Whether you choose to subscribe or not, it enables you to collaborate with other practitioners and get tips for improving your own strategic workforce planning approach.
In our new research report, “The Gap Between Needing and Doing: A Survey on Why Some Companies Don’t Act on Strategic Planning Needs, and How Successful Companies Do”, we analyze a survey polling C-level executives, corporate strategists and HR executives.
The report finds that companies are no longer settling for basic 12-month staffing plans but seeking long-term views that incorporates external trends. It includes details on demographics and other factors affecting today’s workforce as well as the challenges and barriers to workforce planning and how to succeed at it. It is available to download from our website.
So, explore the new resources and let us know what you think!
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Book Review: Five Minds for the Future
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Howard Gardner’s new book “Five Minds for the Future” is the latest in a string of books exploring different ways of planning for the future. In it,
Gardner
maps out five different minds – the disciplinary, synthesizing, creating, respectful ethical minds - and discusses how these are best used to prepare for the future. |
According to
Gardner
, the disciplinary mind is a master of established schools of thought, the synthesizing mind has the ability to integrate ideas from different spheres cohesively and the creating mind has the capacity to uncover new ideas and problems. Meanwhile, the respectful mind has an awareness for the difference between people and the ethical mind recognizes one’s own responsibilities as a worker and citizen.
The five minds are not separate personality types, but types of thinking that anybody can develop and should be used in synergy. To illustrate this concept,
Gardner
uses a variety of examples, while avoiding highly technical language or unnecessary generalization. He suggests that by developing different facets of our minds, we are able to better prepare for the future.
The book raises some interesting points, and would be a great tool for managers seeking to develop their minds for our ever-changing future.
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"I cannot say whether things will get better if we change; what I can say is they must change if they are to get better."
Georg C. Lichtenberg
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HR practitioners must gain greater insight into the demographics of their workforce to get ahead in labour shortage
New Zealand companies see human capital as their biggest risk
New survey finds that half of US executives unhappy with their jobs
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