Task Force Workpage on the HR, HRIS and Procurement Challenges in the Labor and Employment Supply and Demand Cycles that hurt the domestic Economy AND Entity Financials. And the ways that Economics, Financials, Legal / Compliance, Technology, Policy and Industry Research can align to address these critical needs in complex times. 

This current age in the Economy has been a prolongued chapter of Labor and Employment challenges to Supply and Demand in the Economy and Financials from a nagging low participation rate to delayed retirements due to financial set backs the Domestic Economy is in disarray and in need of a return to better times and better planning for Supply and Demand and a more common return to Each Generation a Little Better of in the Economy and Financials. While Macro Policy is a part of this it's also true that inefficiency's which have long been ignored in HR, HRIS and Labor Procurement Cycles are also a factor of the challenges here and in fact are problematic in the way of producing friction and false reads to the state of the Union and State of the State lines of available, ready, willing and able talent in the Economy and Financials. In order to fix the problem it's important to open the lines for a more common level of awareness to consistent and persistent challenges in HR, HRIS and Procurment Cycles which correspond to Long Term challenges of friction and short term challenges of failed implementation of abundant knowledge of economics and key cost accounting principles to the Labor and Procurement Cycles in the Economy and Financials. This is a critical time for the Economy to fix these challenges as we face increased challenges from technology and the waves of demoralized and well educated youth and older folks seeing challenges in the Economy, At the end of the Day the Labor Economy works on Supply, Demand and Economic Efficiency and it is quite incredible to think that for as much as Entities focus on the lines of Labor Costs / Employee Costs in the Financials that there is not a more wide spread press for improvements in archaic recruitment lines AND I'm not talking about unweildly prometrics and retest professional lines.... or supporting progressive credentialism... I;m talking about simple lines of supply, demand and economic efficiency that should be key points on recruitment lines as they are on most points in the Financials. The challenge of inept software and poorly trained techical recruiters who miss the lines of Middle and Senior Talent and in the same way junior talent and cross skills is well in a word... deeply concerning for the future of the Domestic Economy and Opportunity lines. HR financials and integrating Economics and Financials into the HR lines in more comprehensive ways with Technology is one of the key needs in today's economy and financials... we are on it and will be building out a communications bridge here for these specific challenges we have seen and known in the Economy and the Financials.

more soon...