- Hardcover: 336 pages
- Publisher: Pfeiffer; 1 edition (December 30, 2009)
- Language: English
- ISBN-10: 0470499613
- ISBN-13: 978-0470499610
- Product Dimensions: 7.3 x 0.9 x 9.5 inches
- Shipping Weight: 1.6 pounds (View shipping rates and policies)
- Average Customer Review: 8 customer reviews
- Amazon Best Sellers Rank: #411,449 in Books (See Top 100 in Books)
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Best Practices in Talent Management: How the World's Leading Corporations Manage, Develop, and Retain Top Talent 1st Edition
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From the Inside Flap
Best Practices in Talent Management offers a hands-on resource, which contains the most current and important information on how to attract, retain, and motivate top talent within any organization.
Designed to meet the needs of today's organizations, this handbook is filled with practical advice on how to implement employee and customer-centered programs that emphasize consensus building; self, group, organizational, and one-on-one awareness and effective communication; clear connections to overall business objectives; and quantifiable business results.
With lessons from companies that are widely recognized as among the best in organization change and leadership development, the book is offers invaluable lessons for succeeding during challenging times. As best practice organizational champions, these companies share many similar attributes including openness to learning and collaboration, humility, innovation and creativity, integrity, a high regard for people's needs and perspectives, and a passion for change. And all these outstanding organizations have invested in human capitalthe most important asset inside of organizations today.
Best Practices in Talent Management offers lessons from the world's best organizations in various industries and sizes, and shows how to identify the key elements of leading successful, results-driven talent management; access the tools, models, instruments, and strategies for leading talent management; apply practical "how-to" approaches to diagnosing, assessing, designing, implementing, coaching, following-up on, and evaluating talent management; and measure critical success factors and critical failure factors of a program.
No matter what the size or mission of your organization, Best Practices in Talent Management will be your guide for diagnosing, assessing, designing, implementing, coaching, and evaluating a winning team of talent.
BEST PRACTICE INSTITUTE (BPI) is an association of executives and leaders who share and pioneer best methods of organizational change. Best Practice Institute produces online learning sessions, webinars, Benchmark Research Groups, publications, and certification programs. (www.bpiworld.com)
From the Back Cover
Praise for Best Practices in Talent Management
"This book includes the most up-to-date thinking, tools, models, instruments and case studies necessary to identify, lead, and manage talent within your organization and with a focus on results. It provides it all--from thought leadership to real-world practice."
head of talent management, refining, marketing, and international operations, Saudi Aramco
"This is a superb compendium of stories that give the reader a peek behind the curtains of top notch organizations who have wrestled with current issues of talent management. Their lessons learned are vital for leaders and practitioners who want a very valuable heads up."
Founder/CEO: Career Systems International and Co-Author, Love 'Em or Lose 'Em
"This is a must read for organization leaders and HR practitioners who cope with the today's most critical business challenge--talent management. This book provides a vast amount of thought provoking ideals, tools, and models, for building and implementing talent management strategies. I highly recommend it!"
Organization Development Program Manager, Arizona Public Service ?
"If you are responsible for planning and implementing an effective talent and succession management strategy in your organization, this book provides the case study examples you are looking for."
Author, Building Tomorrow's Talent
"A must read for all managers who wish to implement a best practice talent management program within their organization"
William A. Schreyer Professor of Global Management, Policies and Planning Senior Advisor and Distinguished Senior Scholar Center for Strategic and International Affairs Founding Director Center for Global Business Studies
Top customer reviews
I appreciate the material provided in the Conclusion introduced by this explanation: "In order t0 present a fuller and more complete picture of the best practices in talent management, in March 2009 the Best Practice Institute [of which Cater is founder and CEO] released results from a groundbreaking survey of some of America's most dynamic companies." An overview is provided in the Conclusion. Then in the Epilogue, William J. Rothwell suggests several "key take-away points" from each of the 14 mini-case studies. From Ecolab, for example, "This case is outstanding for illustrating how a talent program can be built on, and leverage, the organization's culture and values. These values include, according to the case, (1) spirit; (2) pride; (3) determination; (4) commitment; (5) passion; and (6) integrity. The talent program was based on internal interviews of company executives." Obviously, brief take-away points merely serve as triggers to recall insights that are developed in much greater depth, in context.
Presumably Goldsmith and Carter are responsible for the reader-friendly format that most of the contributors adopt (with only minor modification) and graphic devices such as Figures that consolidate a wealth of information about an especially important subject such as Avon's "Talent Investment Matrix" (Page 6), Corning's "Program Snapshot - Week One" (50), Ecolab's "Success Indicators for Business Drivers at Each Pipeline Level" (90), "IRS Leadership Core Responsibilities" (119), McDonald's "Performance Drivers" (162), and Microsoft's "Key Stakeholder Roles for HiPo Coaching program" (196). Because they are best practices, these and others examined in the book should serve as exempla that suggest possibilities rather than as templates to be adopted without revision or modification. That is to say, doing what is right and doing it right pose entirely different challenges.
Those who share my high regard for the material in this volume are urged to check out George Anders' recently published book, The Rare Find: Spotting Exceptional Talent Before Everyone Else, as well as Dean Spitzer's Transforming Performance Measurement: Rethinking the Way We Measure and Drive Organizational Success, and Enterprise Architecture As Strategy: Creating a Foundation for Business Execution co-authored by Jeanne W. Ross, Peter Weill, and, David C. Robertson.
Up to now, we haven't had a resource in one place that demonstrates some of the best ways (as authors Marshall Goldsmith and Louis Carter point out) to not just evaluate but to invest in talent. The new volume Best Practices in Talent Management published by Carter's Best Practice Institute carefully outlines fourteen well-documented cases illustrating proven tools, instruments, models, and practices for implementing top talent management in your own organization. You'll find in these exemplars a number of common attributes, such as an openness to learning, integrity, employee empowerment, a thirst for collaboration, and a recognition of people's intrinsic motivation - all well-established but not often practiced elements of the innovation process embedded in managing and retaining talent. It is thus destined to become a vital resource for all managers in the applied HR field.
Dr. Carol Zulauf Sharicz
Professor and Consultant, Organizational Systems