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This is not a test! Looking ahead to 2020, the U.S. proportion of the global talent pool will shrink even further as China and India, with their enormous populations, rapidly expand their secondary and higher education systems.

This article discusses the challenges and impacts to the labour and career markets, and provides some techniques and strategies for Human Resource departments within organizations to use to combat and diffuse the impact of global competition. These techniques are crafted for each actor involved within the global issue, and provides advice for the HR departments, as well as managers and individual employees to attempt in order to diminish the outcomes. The article not only emphasizes the importance of managing the organizational structures and its employees, but also highlights the significance of career development to the future of work. The idea that HR departments not only need to manage their current employees, but also must take developmental steps towards implementing a recruiting system that seeks the most talented workers from a global labour pool. The future of work relies on the combined efforts of individuals seeking to become self-aware and pursue their aspirations, with the supportive and developmental efforts of the HR department, to ensure that the future of the workforce is positive and continues to innovate and create new opportunities for employment and employee satisfaction/fulfillment.

The growth of hyperspecialization and new markets such as TopCoder, through which individuals can 'sell' their specialized talents, allow individuals to compete in an increasing "flat" world. Outsourcing if often thought of only in terms of wealthy developed world companies seeking cheaper labour from developing countries, however this article highlights that some outsourcing is done to increase the quality of work, not simply to decrease cost. In an increasing connected world, individuals can 'outsource' the parts of their job that they do not excel in, to other individuals who are specialized in it.

This is a well-research and balanced article from the British magazine 'The Economist". It provides an accurate overview of the status of online learning. It's shortfall is that it is primarily focussed on US data.

I came across this organization and thought it was worth sharing in relation to upcoming trends in recruiting and networking. Brazen powers online virtual events and career fairs for leading organizations around the world, improving recruiting, networking, and audience engagement. Their mission is to change the way people find professional opportunities and employers find talent. They also believe that everyone deserves a job they love, which is evident in their work setting (they don't work in cubicles, have access to snacks, lunches, and have comfy lounges to work in with a large screen TV). I don't know of many organizations myself that have these awesome perks at a workplace, but perhaps what this organization is starting is an emerging trend, as well as a new way of recruiting and expanded networking beyond LinkedIn.

As the globalization trend continues to impact our workforce, there have been many studies and explorations into the preventative strategies for employees to utilize as they continue along their career path. Due to the mass shift towards integration, many individuals have become unemployed because they lack more than one set of skills and knowledge, and do not have a repository of relevant information to rely on. This article provides a few preventative measures for those within the IT industry, but these practices can also be applied to related fields and professions, as it advocates the idea that employees must become competitive and obtain more than 1 specific talent in order to remain ahead of the crowd and stay employed.

Non-standard work has advantages and disadvantages from the perspectives of both employers and employees. Employers gain flexibility, access to specialized talent and cost savings by engaging contingent workers. On the downside, they lose out on the engagement and loyalty that come with a long-term attachment.

I thought this week I would look at non-standard types of work because in our midterm test I had trouble with some of the scenarios and understanding the difference between standard and non-standard work. Therefore, I thought this link might help everyone, not just me.