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Talent Force: New Manifesto For The Human Side Of Business
Only one thing really differentiates your business from your your people. Do you have the right talent in the right place at the right time? It's no longer enough to have a 'workforce': you need a high-impact Talent Force. The authors first identify the massive social, cultural, and economic shifts that are transforming hiring as we know it. We are a smaller, closer, and more competitive world, as Baby Boomers are retiring in the US, India is flourishing due to outsourcing and educational development, and China is a strong new economic force. Add to that the fact that today's best people have radically new expectations and approaches to work; this book reveals what they want and how to meet those needs while building your business. Learn how to develop and implement a worldclass talent plan that aligns with business objectives, and define metrics to track and optimize success. Discover how candidates are using technology to evaluate new opportunities, benchmark compensation, and create new back-channels of communication about worklife. Maximize these new technologies to grow Talent Force, tap into new sources of competitive intelligence and stay ahead of the pack. Foreword xi Acknowledgments xiii About the Authors xv Preface xvii Introduction xix Chapter 1 : The Quality Talent Imperative 1 Chapter 2 : Talent Market Demands 11 Chapter 3 : Building a Competitive Talent Organization 35 Chapter 4 : The Cultural Obsession of Work 59 Chapter 5 : Building a Talent Community 77 Chapter 6 : Tangible Talent Measurement 93 Chapter 7 : Talent Goes on Offense 115 Chapter 8 : Relationship Recruiting (Still) Rules 133 Chapter 9 : Talent Forces of Tomorrow 151 Index 163
- GenresBusinessManagement
168 pages, Hardcover
First published January 1, 2006
2 people are currently reading
23 people want to read
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Displaying 1 - 3 of 3 reviews
May 18, 2011
Our mission? Hobnob with senior execs who've cleared 20 minutes on their calendars, wandered out of their inner sanctums and cut the tether to their Crackberries.
If we don't get face time with those who have the power to promote us, let's hijack them later in hallways and rave about their witty and heartfelt speeches, the ones that were written in mere minutes by their frantic personal assistants who flew into HR and yanked the personnel files of the dearly departing.
Yes, retirement parties can be a wonderful networking opportunity if you're an ambitious Gen Xer or Nexter looking to move up in the world.
It's less than wonderful if you're running the show. Not only is so much experience and expertise walking out the door -- other employers are aggressively courting and poaching whoever's left standing and your best and brightest have long since lost any sense of loyalty.
Smart organizations are going on the offensive and fundamentally rethinking the way talent is evaluated, recruited, trained, retained and promoted, claim authors Hank Stringer and Rusty Rueff.
"The more you can put the right person with the right attitude, experience and skills in the right place at the right time, the better off your business will be," say the authors.
"Every organization that wants to remain competitive must create a plan to acquire the right talent and ensure that talent is available for the work that needs to be done today and in the future."
Stringer and Rueff recommend investing heavily in websites, podcasts, VCasts and blogs to promote your talent brand and build your talent pool
Complementing your high-tech investments is old-fashioned, high-touch relationship recruiting. Hiring a Chief Talent Officer and a small army of recruiters will prove to be a very wise investment.
And thanks to the wonders of technology, your recruiters should be pushing less paper and talking with more people.
"Only a person, a skilled relationship recruiter, can look into people's eyes, shake their hands, ask them questions and formulate a rich, nuanced, social understanding of each unique answer."
Talent Force will be a wake-up call to any employer who's taking the human side of business for granted and neglecting the one and only true competitive advantage -- the talent force.
If we don't get face time with those who have the power to promote us, let's hijack them later in hallways and rave about their witty and heartfelt speeches, the ones that were written in mere minutes by their frantic personal assistants who flew into HR and yanked the personnel files of the dearly departing.
Yes, retirement parties can be a wonderful networking opportunity if you're an ambitious Gen Xer or Nexter looking to move up in the world.
It's less than wonderful if you're running the show. Not only is so much experience and expertise walking out the door -- other employers are aggressively courting and poaching whoever's left standing and your best and brightest have long since lost any sense of loyalty.
Smart organizations are going on the offensive and fundamentally rethinking the way talent is evaluated, recruited, trained, retained and promoted, claim authors Hank Stringer and Rusty Rueff.
"The more you can put the right person with the right attitude, experience and skills in the right place at the right time, the better off your business will be," say the authors.
"Every organization that wants to remain competitive must create a plan to acquire the right talent and ensure that talent is available for the work that needs to be done today and in the future."
Stringer and Rueff recommend investing heavily in websites, podcasts, VCasts and blogs to promote your talent brand and build your talent pool
Complementing your high-tech investments is old-fashioned, high-touch relationship recruiting. Hiring a Chief Talent Officer and a small army of recruiters will prove to be a very wise investment.
And thanks to the wonders of technology, your recruiters should be pushing less paper and talking with more people.
"Only a person, a skilled relationship recruiter, can look into people's eyes, shake their hands, ask them questions and formulate a rich, nuanced, social understanding of each unique answer."
Talent Force will be a wake-up call to any employer who's taking the human side of business for granted and neglecting the one and only true competitive advantage -- the talent force.
This entire review has been hidden because of spoilers.
April 15, 2008
There seems to be a new trend in business books, titles written by lucrative CEO's and Managers who realize that their success is not based upon their great product, their wonderful organization skills, or their golden management style but based upon finding the right team of people for the job at hand.
Talent Force takes a deeper look at what makes that right team. Groups of employees can't simply be made to fit a specific one size fits all mold. Each company, each circumstance, and each set of problems requires a different set of talents to make the venture successful.
Talent Force does not give step by step directions on how to collect and mesh together the right individuals. Instead, this book gives a lot of examples (historical, modern, global economies, large corporations, and smaller business) of good and bad use of employee talent. These examples and the discussion that is included with each of these situations starts the reader thinking about the obvious benefits of creating a talent force. From here, the reader begins to come up with an individualized plan based upon these concepts.
Talent Force takes a deeper look at what makes that right team. Groups of employees can't simply be made to fit a specific one size fits all mold. Each company, each circumstance, and each set of problems requires a different set of talents to make the venture successful.
Talent Force does not give step by step directions on how to collect and mesh together the right individuals. Instead, this book gives a lot of examples (historical, modern, global economies, large corporations, and smaller business) of good and bad use of employee talent. These examples and the discussion that is included with each of these situations starts the reader thinking about the obvious benefits of creating a talent force. From here, the reader begins to come up with an individualized plan based upon these concepts.
August 4, 2014
Desde Leader Summaries recomendamos la lectura del libro La fuerza del talento, de Rusty Rueff y Hank Stringer.
Las personas interesadas en las siguientes temáticas lo encontrarán práctico y útil: recursos humanos, atraer, motivar y retener a los empleados.
En el siguiente enlace tienes el resumen del libro La fuerza del talento, El talento cada vez es más escaso... ¡No dejes escapar a los mejores candidatos o será tu ruina!: La fuerza del talento
Las personas interesadas en las siguientes temáticas lo encontrarán práctico y útil: recursos humanos, atraer, motivar y retener a los empleados.
En el siguiente enlace tienes el resumen del libro La fuerza del talento, El talento cada vez es más escaso... ¡No dejes escapar a los mejores candidatos o será tu ruina!: La fuerza del talento
Displaying 1 - 3 of 3 reviews