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War for Talent(ISBN=9781578514595)书籍详细信息
- ISBN：9781578514595
- 作者：暂无作者
- 出版社：暂无出版社
- 出版时间：2001-10
- 页数：暂无页数
- 价格：151.00
- 纸张：胶版纸
- 装帧：精装
- 开本：16开
- 语言：未知
- 丛书：暂无丛书
- TAG：暂无
- 豆瓣评分：暂无豆瓣评分
内容简介：
In 1997, a groundbreaking McKinsey study exposed the "war for
talent" as a strategic business challenge and a critical driver of
corporate performance. Then, when the dot-com bubble burst and the
economy cooled, many assumed the war for talent was over. It's
not.
Now the authors of the original study reveal that, because of
enduring economic and social forces, the war for talent will
persist for the next two decades.
McKinsey & Company consultants Ed Michaels, Helen
Handfield-Jones, and Beth Axelrod argue that winning the war for
leadership talent is about much more than frenzied recruiting
tactics. It's about the timeless principles of attracting,
developing, and retaining highly talented managers-applied in bold
new ways. And it's about recognizing the strategic importance of
human capital because of the enormous value that better talent
creates.
Fortified by five years of in-depth research on how companies
manage leadership talent-including surveys of 13,000 executives at
more than 120 companies and case studies of 27 leading
companies-the authors propose a fundamentally new approach to
talent management.
They describe how to:
* Create a winning EVP (employee value proposition) that will
make your company uniquely attractive to talent
* Move beyond recruiting hype to build a long-term recruiting
strategy
* Use job experiences, coaching, and mentoring to cultivate the
potential in managers
* Strengthen your talent pool by investing in A players,
developing B players, and acting decisively on C players
Central to this approach is a pervasive talent mindset-a deep
conviction shared by leaders throughout the company that
competitive advantage comes from having better talent at all
levels.
Using practical examples from companies such as GE, The Home
Depot, PerkinElmer, Amgen, and Enron, the authors outline five
imperatives that every leader-from CEO to unit manager-must act on
to build a stronger talent pool.
Written by recognized authorities on the topic, this is the
definitive strategic guide on how to win the war for talent.
书籍目录：
Preface Acknowledgments About the War for Talent Research
1 The War for Talent
2 Embrace a Talent Mindset
3 Craft a Winning Employee Value Proposition
4 Rebuild Your Recruiting Strategy
5 Weave Development into Your Organization
6 Differentiate and Affirm Your People
7 Get Started--and Expect Huge Impact in a Year
Appendix: The War for Talent Surveys Notes Index About the
Authors
作者介绍：
Ed Michaels is a recently retired Director of McKinsey &
Company in Atlanta. Helen Handfield-Jones is a Senior Practice
Expert with McKinsey & Company in Toronto. Beth Axelrod is a
Principal of McKinsey & Company in Stamford, Connecticut.
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编辑推荐
Talent, as defined by Ed Michaels, Helen Handfield-Jones, and
Beth Axelrod, is shorthand for a key employee who possesses "a
sharp strategic mind, leadership ability, communications skills,
the ability to attract and inspire people, entrepreneurial
instincts, functional skills, and the ability to deliver results."
It's also, they contend in The War for Talent, an overarching
personnel characteristic that companies of all kinds will require
throughout their organizations in order to survive the competitive
recruiting era that we appear to be entering. Michaels,
Handfield-Jones, and Axelrod, authors of a 1997 McKinsey Quarterly
article that uncovered a definitive connection between top
performers and superior corporate achievement, spent the
intervening years studying 13,000 executives in 27 companies to
identify the programs and behaviors that help today's foremost
firms attract and retain the best kinds of employees. The authors
outline five common "imperatives" that they found these companies
employed to strengthen their talent pools ("Embrace a Talent
Mindset," "Craft a Winning Employee Value Proposition," "Rebuild
Your Recruiting Strategy," "Weave Development into Your
Organization," and "Differentiate and Affirm Your People") and
construct a practical framework for making it happen in your
company. --Howard Rothman
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