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Survey after survey confirms how the success of a business has become increasingly dependent on the ability and skills of its staff. And because talented people are in short supply the hunt for people of unusual ability will continue in earnest.Hiring such people is the relatively easy part; keeping them engaged so that they don't move on and getting the best out of them while they are with you is the greater challenge one that more than ever requires a good understanding of what people want from both work and life outside work, as well as flexibility and imagination in seeking to accommodate their aspirations.Drawing on original research, including interviews with senior executives, recruitment specialists and people considered to be talented” within their organizations, Managing Talent outlines how companies such as Google, Apple, Santander, Mars, Unilever, PepsiCo, Nokia, Olam International, Tata Chemicals and Bank of America are facing the challenge of recruiting and developing the talent they need. Full of useful insights and practical help for those who are responsible for the success of their organization, it also provides invaluable guidance to those in search of career satisfaction

How can you be sure you have enough of the right expertise and technical ability on your team to meet your business goals? As a leader, you do your best to manage risk diligently in most business areas, but ''people risks'' are often held to a lower standard. The problem is real and growing, in part because you just don't know what to do about it. Whether leading a team, a department, a division, or a whole global company, managers and executives need a better way to think and talk about their critical talent needs. This isn't just about filling head count. You need to know what it costs in time and money to develop, replace, and/or align experts who have unique technical knowledge—and you also need to know what can go wrong in the meantime. Insufficient skills and bench strength threaten every organization's productivity, innovation, and competitive edge. How can your strategy succeed without the right people—the scientists, engineers, technicians, designers, analysts, and other experts—to execute it? If you're looking for confidence, clarity, and speed backed by data, you don't have to settle any more. Steve Trautman offers revolutionary yet practical ideas for every level of an organization (including the corporate board) so that you can manage talent risk with clear, measurable, and relevant data. This book goes far beyond academic theory to include a talent risk methodology, scripts for critical conversations, case studies, and useful tools derived from boots-on-the ground experience.

Former library book; May have limited writing in cover pages. Pages are unmarked. ~ ThriftBooks: Read More, Spend Less 1.7

The future of your dream tax business depends on your ability to attract, manage, and retain the very best talent in the industry. For the first time, you, the tax business owner, can have a resource and step-by-step plan that will guide you through the challenges of getting the very best in the business on your team! Learn proven methods of not only attracting the top industry talent, but getting your team to do what you really want them to! This book is your key to: · Gain the freedom that owning a tax business is supposed to bring you by systematizing your tax business · Save yourself from an employment lawsuit waiting to happen · Secrets to measuring staff performance and taking control of your office before IT controls YOU! · How to attract the top talent in the tax industry (even on a shoestring budget!) · The #1 key to finding, hiring, and keeping stars for your business · The top SECRETS to get your staff to do what you REALLY want

A practical, real-world training manual for mid-level management Managing to Make a Difference presents a leadership guide for those in the middle. The C-suite has a wealth of resources for leadership guidance, but middle managers face a quandary: often given little guidance on how to excel, they are also under enormous pressure to do a variety of things other than "lead." This book provides much-needed tools and techniques for building a high-performing team—without letting your other duties suffer. Organized around a coherent philosophy and based on solid research, the discussion offers a roadmap to engagement, talent development, and excellence in management. From difficult situations and organizational challenges to everyday motivation and inspiration, these techniques help middle managers achieve the goals of their organization while empowering their workers to achieve their own. Talent development is probably not your full-time job—yet it drives the engagement that results in high performance. This book shows you how to hit the "sweet spot" of middle management, with a host of tools and strategies to help you help your team shine. Motivate, inspire, and lead your team with confidence Manage through challenges and overcome obstacles Develop key talent and maintain high engagement Adopt practical management tools based on substantiated research Most organizations direct the majority of their development resources to the C-suite, but still expect their mid-level managers to attract, engage, retain, and develop talent; but successfully juggling everyday duties while maintaining team performance and leading around roadblocks leaves little room for management planning. Managing to Make a Difference offers the solution in the form of tools, techniques, and practical strategy for a high performing team.

Companies have excelled by treating customers as "markets of one"-offering them personalized buying experiences. But in managing talent, most firms still use one-size-fits-all HR practices. With today's diverse workforces, this approach is preventing organizations from attracting, retaining, and leveraging top talent.In Workforce of One, Susan Cantrell and David Smith show how exceptional companies are tailoring work experiences to employees' talents and interests-customizing job duties, training, recognition, and even compensation, work schedules, and performance appraisals. Their reward? Lower turnover, greater productivity, improved profit margins.The authors present four customization strategies:-Segmenting your workforce; for example, by life stage and learning style-Offering modular choices; e.g., choices regarding rewards, learning needs, or job duties-Defining broad and simple rules, such as evaluating work by outcomes, not time invested, or hiring for potential in addition to specific skills-Fostering employee-defined personalization, whereby employees define their own people practices (e.g., using peer-to-peer technologies to learn from one another) Drawing on extensive proprietary research, the authors explain how to combine aspects of all four strategies to address your organization's unique needs.Improving workforce performance through customized work experiences is the holy grail of the HR function. This book shows you how the workforce-of-one approach positions your company to win-while transforming your HR team into a strategic powerhouse.

Pouring money into leadership development doesn’t guarantee results. Business leader John Mattone shows how to gauge and maximize your efforts so that you can begin identifying, managing, and developing high-potential and emerging leaders--based on their capabilities, commitment, and alignment with organizational goals. Packed with research findings, best practices, case studies, proprietary assessments, and more, Talent Leadership teaches readers how to employ assessments to benchmark current and future executive talent, how to use the resulting data to identify leaders with potential, and how to leverage analysis to target training and coaching where they will have the greatest impact.Most companies have no real way to gauge whether their endeavors are paying off--much less where they are falling short. Measuring, calibrating, and recalibrating the leading indicators that directly predict organizational health brings a much-needed numbers focus to the crucial task of creating a world-class leadership-development program--one that not only improves individual performance, but also increases your organization’s overall operating success

Strategic Workforce Planning is a practical guide to effectively assessing, managing and preparing for current and future workforce requirements. It demystifies the often complex and seemingly technical world of strategic workforce planning to explain what it is, why it's necessary and most importantly, how to do it. Packed full of advice and real-world examples, Strategic Workforce Planning is a playbook for workforce planning from beginning to end. It enables HR professionals to answer core business questions including how do I analyze future hiring demand? How do I assess what skills will be required in the future? How should I prioritize investments like training and development? How do I assess the supply of talent around the world? How do I identify the business drivers that impact workforce demand? It also covers the impact of artificial intelligence (AI), automation and machine learning on the global workforce and how to deal with these implications. Whether you're a start-up, small business or a large corporate, this book will show you how to align people strategy with company strategy to ensure your organization maintains its competitive advantage.

Rethink Everything You Know about Managing Talent in Today’s Disruptive Landscape A Vice Chairman at  Korn Ferry (KF)―the world’s largest talent advisory and executive search firm―RJ Heckman has helped many of today’s most successful companies develop talent-management strategies that ensure corporate success through good times and bad. Now, he shares his breakthrough methods with you.The Talent Manifesto reveals proven talent strategies and innovative recruiting and retainment methods gleaned from nearly three decades of consulting with the world's leading organizations. Heckman identifies the most common pitfalls in HR today and delivers an actionable program for avoiding them. He shows how to generate reliable data and use it to make the best decisions. He reveals all the game-changing HR strategies at your disposal and how to use them to drive superior business performance.As organizations across industries experience faster cycles of disruptive change, one factor looms above all others as a portent of their future success: whether they can recruit, develop, and retain top talent better and faster than their competitors. With The Talent Manifesto, you have everything you need to redesign your HR strategies, reshape perception of talent management, and measurably contribute to your organization’s ability to compete―now and in the future.

Strategic Workforce Planning is a practical guide to effectively assessing, managing and preparing for current and future workforce requirements. It demystifies the often complex and seemingly technical world of strategic workforce planning to explain what it is, why it's necessary and most importantly, how to do it. Packed full of advice and real-world examples, Strategic Workforce Planning is a playbook for workforce planning from beginning to end. It enables HR professionals to answer core business questions including how do I analyze future hiring demand? How do I assess what skills will be required in the future? How should I prioritize investments like training and development? How do I assess the supply of talent around the world? How do I identify the business drivers that impact workforce demand? It also covers the impact of artificial intelligence (AI), automation and machine learning on the global workforce and how to deal with these implications. Whether you're a start-up, small business or a large corporate, this book will show you how to align people strategy with company strategy to ensure your organization maintains its competitive advantage.

Success in sales takes talent, skills, discipline, practice, and most importantly, honesty with a genuine concern for the client. Most sales leaders know what to do; they just do not know how to make it real for their organization. This barrier keeps them mediocre at best. Experienced sales professional and entrepreneur, Nathan Jamail has developed a playbook of techniques and best practices, which have allowed hundreds of sales teams to find success in their selling. From creating an organizational belief system to taking the bullet for those you lead, The Sales Leaders Playbook focuses on how to build a winning team. Nothing in this book is theory; it is based on personal experiences learned throughout Nathan Jamail’s extensive sales career.The Sales Leaders Playbook is a book written for sales leader by a sales leader, designed to be straightforward, easy to read, and simple to understand. The ability to execute the skills and programs outlined requires effort. It takes a sales leader who is willing to hold a team accountable and more importantly, hold themselves accountable. Mastering these sales leadership skills will better team morale, business development, sales simplified, ability on how to sell, skills and abilities, communication, and increase sales and profits

Double vinyl LP pressing. Recorded between 2003 and 2007, United We Swing finds an unparalleled array of musical talent that collectively boasts 94 Grammy Awards joining Jazz at Lincoln Center Managing and Artistic Director Wynton Marsalis (a nine-time Grammy Award winner himself) and his Septet. Together, they perform blues-inflected versions of iconic American repertoire and celebrate the red, white, and Blues. These one-night-only, live performances have never been released before. They inclu