Running Head: CASE APPLICATION 1
CASE APPLICATION 2
1. What does this case imply about the supply of and demand for employees and the implications for business?
As described in the case study, the supply and demand for employees is determined by efficiency, innovations, financial achievements, and ultimately. In order to make business competitive enough, organizations need to have competent employees that will influence innovations in the organization. As described in the case, one of the major factors that determine supply and demand of employees is their talents. Organizations such as the Facebook and Google use unique approaches that that will assist them to employ new workers. However, it is evident that this unique ways influence a number of issues because most of the employees in the organization do not show their competence. Therefore, the main implication is to get qualified employees who can work and transform or influence innovations that will enhance growth and development. Most employees who are employed because of their talent do not bring any considerable change to these companies.
2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss.
The meaning behind the “search for the purple squirrel” is simply looking for the best candidate for the job. In relation to spotting talent, the phrase means that most organizations look for perfect candidates who can carry out a specific duty because they have greater ability than others. However, this does not mean that the selected candidate is the best compared to other, but he/she is the best to influence positive move that will enable the company to shine in the competitive market. In most organizations, the perfect candidate might not be available, but the organization looks for the perfect person who will assist the company. Conversely, in non-tech companies the case is different. Organizations look for qualifications of an individual and determine whether they are fit for the job or not. The only factor that is considered by non-tech organizations is qualifications. Candidates without qualifications are eliminated and people with qualification are given the job. This is because the job requires people to have ability and knowledge of the job that they will be assigned to. Unlike the no-tech organizations, high tech organizations such as the Facebook consider talents because they assist the organization to come up or invent new innovations.
3. Do you think “mature” tech companies are always going to have a more difficult time attracting tech talent? Discuss
Based on the case, it is evident that the tech companies are always going to have a more complex time attracting tech talent. More than a few people employed in these organizations only have an idea on one project. It is evident that when this people are taken to these organizations fail to be competent because they do have any idea of how the organization operates. The only thing that these organizations can do is train people to become experts instead of looking for students who do have talents. Looking for people with talent is an appropriate idea, but it is evident that this people find difficulties whenever there is a problem with a break down. This is because the people selected because of their talent do not have work experience that will aid these organizations in the competitive markets. These organizations have found out that most students are not efficient despite of their education, talent, and amazing IQs. In order for these companies to enhance these issues, they should analyze the issues from the bottom in order to get the best candidates for the job.
4. What do you think of the approaches that Google and Facebook have tried?
Based on the case, Google and facebook are the two major companies that have tried a number of approaches to expand their organizations. These organization approach institutions and snatch the best students in order to enhance the growth and development of their organizations. Talented students have the ability to influence suitable changes because of their IQs and education as well. These organizations believe that getting talented students from schools will assist them to enhance their performance in the competitive market. These organizations look for talents instead of considering other measures that will influence changes. These organizations consider talents and abilities that young people have in order to influence changes in their organizations. Selecting talents is the main factor that this organizations to enhance changes in their organizations.
5. Put on your “creative” hat. You’re in charge of HR at a tech start-up. What suggestions can you come up with for “spotting talent?”
Based my opinion, the aspect of choosing talent is not appropriate for organizations. This because that some of the selected students selected because of their talent lack the ability of efficiency and ability when employed. As the person in charge of the HR, I would ensure that students who have talent ought to be trained before they are enrolled to work for any tech company. This procedure will enhance their ability and give them more knowledge based eon technology and prominent ways that will influence the growth and development of these organizations. The idea of spotting talent is appropriate, but people selected because of their talents ought to be trained in order to enhance their ability and performance.