By Tim Baker (auth.)
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Meet the integral those that can carry your company to that the most important subsequent point. what percentage are you able to realize? And the place do you slot in? The Builder: making a powerful experience of urgency to carry effects, they’re the driver of a growing to be enterprise The Connector: Born communicators, adept at negotiation and relationship-building The Conceiver: those “intellectual acrobats” imagine open air the field, think new percentages, and give a contribution to innovation The Altruist: looking out to elevate your organization’s profile whereas reaping benefits the area at huge management improvement specialists Alaina Love and Marc Cugnon have pointed out ten such “Passion Profile Archetypes,” and within the objective associated association, you’ll examine the strengths, vulnerabilities, and correct care and feeding of all of them.
Extra info for Attracting and Retaining Talent: Becoming an Employer of Choice
Portland, OR: Productivity Press. 56 Attracting and Retaining Talent Processing speed Processing speed means administering everything through the organization as quickly as possible and faster than competitors. For instance, this refers to such things as shortening cycle times for designing training programs, restructuring companies, and implementing new products and services.
While these factors are still important, the dimension of human capital is even more important. Financial and technical resources are now—more than ever—accessible to an ever-increasing number of entrepreneurs. The commoditization of financial capital and technical know-how levels the playing field, so to speak. Human capital and how it is deployed is now the key driver of productivity. Developing human capital to realize its full potential is paramount to business success. Jobs are increasingly being shaped more by the qualities of the people performing them.
These popular programs come and go. As I point out in my book, The End of the Performance Review: A New Approach to Appraising Employee Performance,1 approaches such as process re-engineering, downsizing, upsizing, rightsizing, and so on are replacing each other because they are ineffective and unsustainable attempts at meeting the necessities of organizations operating in this rapidly changing global environment. Conventional HRD is obsessed with competencies, skills development, and implementing and following processes and procedures.
Attracting and Retaining Talent: Becoming an Employer of Choice by Tim Baker (auth.)