- Hardcover: 224 pages
- Publisher: Harvard Business Review Press (July 1, 2010)
- Language: English
- ISBN-10: 9781422130070
- ISBN-13: 978-1422130070
- ASIN: 142213007X
- Product Dimensions: 6.5 x 0.8 x 10 inches
- Shipping Weight: 15.2 ounces (View shipping rates and policies)
- Average Customer Review: 4 customer reviews
- Amazon Best Sellers Rank: #1,264,582 in Books (See Top 100 in Books)
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Retooling HR: Using Proven Business Tools to Make Better Decisions About Talent Hardcover – July 1, 2010
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Boudreau strikes again. This new book from one of today’s best thinkers on human resources and organizational performance shows how the application of frameworks used in other fields can give human resources professionals greater analytical rigor and enable them to have a truly significant impact on business results.” - Lucien Alziari, SVP, Human Resources and Corporate Responsibility, Avon Products, Inc.
For many organizations, effective talent management remains the Holy Grail. John Boudreau’s latest offering will challenge the best organizations to evolve and modify their approach to talent.” - Kevin Cox, Executive Vice President, Human Resources, American Express Company
A very timely book! In today’s competition for talent, traditional definitions of job and employee are increasingly outmoded and HR leaders must develop new ways of analyzing work, workers, and performance. The tools and ideas in this book meet the challenge by adding rigor to HR systems and helping HR executives communicate effectively with stakeholders by taking advantage of concepts already in place in other parts of the business.” - Libby Sartain, former CHRO, Yahoo!, Inc., and Southwest Airlines
Retooling HR brings fresh insight into long-standing talent issues using insight and logic that will engage thoughtful HR and line leaders alike.” - Pete Ramstad, Vice President of HR and Business Development, The Toro Company
Roll up your sleeves and get ready to dig in to some serious business issues. Under John Boudreau’s smart, fact-based guidance, HR moves from fluffy art to hard-nosed management science. Take a huge step forward in the sophistication and rigor with which you tackle the most important factor in tomorrow’s successyour workforce strategy. - Tammy Erickson, author, What’s Next, Gen X?: Keeping Up, Moving Ahead, and Getting the Career You Want
John has long been at the bleeding edge of HR thinking, and Retooling HR undoubtedly keeps him there. The notion of return on improved performance’ that features throughout the book is, in my view, the next big idea.” - Sandy Ogg, Chief Human Resources Officer, Unilever
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The book is really good for two reasons --
(1) It looks at HR from an original and unique perspective
(2) It emphasizes how to communicate this unique HR thinking to others
The unique perspective part involves using frameworks from other work disciplines (like finance or marketing or supply chain) and applying them to HR. I loved some of the analogies and had mixed feeling about others, but it is definetly a perspective that you will not find anywhere else and for that reason it is very valuable.
The communication part involves using the language from these disciplines to communicate the HR message and strategy better. This was the part that I really liked, where the light bulb went off in my head while reading. If there is better communication of the strategy, then there will be better alignment and better execution. The example of using the Kano charts to analyze jobs, and how once that is clear it will dictate training and hiring blew my mind!
All in all I will definitely be stealing all the ideas for my HR job. If you work in HR then it is highly highly recommended. It would also be good for consultants so that they can sound good when talking to HR practitioners :)
I was particularly interested in the concept of return on improved performance (ROIP) - or the idea that not everything would yield the same performance improvement benefits. My current role is the first time I have been actively involved in the recruiting function - and the goal has been to consistently increase applicants year-over-year. As I think about the concept of ROIP, however, it becomes clear to me that this is a goal which only makes sense to a certain point. After that point, the benefits on increasing the number of applicants levels off - or may even decline.
I also liked the idea of applying supply chains and logistics to Human Resources processes. Even just diagramming out what our "supply chain" for talent looks like makes it easier to see where bottlenecks may exist in the process and where our efforts will yield the most fruit.
I think it will take me some time to fully digest the material in this book... and probably even more time to incorporate it into my business practices, but I think this is a book that has the potential to transform the way we see Human Resources. It should be read by any Human Resources professional or business leader.