更新时间：2020-04-24 12:14:53
封面
版权信息
OTHER BOOKS BY EDWARD E. LAWLER III
For Patty
PREFACE
1 THE CHANGING WORLD OF WORK WORKERS AND ORGANIZATIONS
GLOBAL AND COMPETITIVE ORGANIZATIONS
TECHNOLOGY IS A MAJOR DISRUPTOR
WORKFORCE DIVERSITY
SUSTAINABLE PERFORMANCE
ACCELERATING CHANGE
TALENT IS CRITICAL
CONCLUSION
2 STRATEGIC TALENT MANAGEMENT
TALENT MANAGEMENT SHOULD BE STRATEGY DRIVEN
TALENT MANAGEMENT SHOULD BE BASED ON SKILLS AND COMPETENCIES
TALENT MANAGEMENT SHOULD BE PERFORMANCE FOCUSED
TALENT MANAGEMENT SHOULD BE AGILE
TALENT MANAGEMENT SHOULD BE SEGMENTED AND INDIVIDUALIZED
TALENT MANAGEMENT SHOULD BE EVIDENCE BASED
3 ATTRACTING TALENT
THE STRATEGY-DRIVEN BRAND
KEY BRANDING POINTS
THE RIGHT BRAND
SOCIAL MEDIA
ATTRACTING NONEMPLOYEE TALENT
4 SELECTING TALENT
EFFECTIVE SELECTION
THE WORK RECORD
INTERNSHIPS GIGS AND SIMULATIONS
ABILITY AND PERSONALITY TESTING
INTERVIEWS
VALIDATION
DECISION MAKING
SEGMENTATION
5 DEVELOPING TALENT
STRATEGY-DRIVEN TALENT
THE TALENT MIX
ONBOARDING AND RETAINING TALENT
TARGET TALENT DEVELOPMENT
CAREER MODELS AND AGILITY
RETAINING TALENT
HUMAN CAPITAL REPORTING
6 REWARDING TALENT
PAY FOR SKILLS NOT JOBS
MARKET POSITION
PERFORMANC-EBASED REWARDS
REWARD SEGMENTATION AND CHOICE
PUBLIC PAY
7 PERFORMANCE MANAGEMENT
THE PROCESS SHOULD BE LED BY EXECUTIVES
THE PROCESS SHOULD NOT BE AN ANNUAL ONE
USE TECHNOLOGY
MEASURE EFFECTIVENESS
THERE SHOULD BE NO RATINGS
SOCIAL MEDIA AND CROWDSOURCING
THE PROCESS SHOULD BE BASED ON DATA
THE APPRAISAL PROCESS
8 ORGANIZING FOR TALENT MANAGEMENT
THE CORPORATE BOARD
THE EXECUTIVE TEAM
THE CHIEF ORGANIZATIONAL EFFECTIVENESS OFFICER
THE CHIEF TALENT OFFICER
WORKFORCE ANALYTICS
9 TALENT MANAGEMENT REINVENTED
TALENT MANAGEMENT CHANGE
ACKNOWLEDGMENTS
INDEX
ABOUT THE AUTHOR
