The Differentiated Workforce: Translating Talent into Strategic ImpactHarvard Business Press, 20 abr 2009 - 242 páginas Do you think of your company's talent as an investment to be managed like a portfolio? You should, according to authors Becker, Huselid, and Beatty, if you're interested in strategy execution. Many companies fall into the trap of spending too much time and money on low performers, while high performers aren't getting the necessary resources, development opportunities, or rewards. In The Differentiated Workforce, the authors expand on their previous books, The HR Scorecard and The Workforce Scorecard, and recommend that you manage your workforce like a portfolio - with disproportionate investments in the jobs that create the most wealth. You'll learn to: Rise above talent management "best practice" and instead create a differentiated workforce that can't be easily copied by competitors Differentiate those capabilities in your company that are truly strategic Identify your wealth-creating "A" positions Create a new relationship between HR and line managers, and articulate the role each plays in a differentiated workforce strategy Develop the right measures for your organization Based on two decades of academic research and experience working with hundreds of executives, The Differentiated Workforce gives you the tools to translate your talent into strategic impact. |
Índice
Link Strategic Capabilities | 29 |
Identify Strategic Positions | 51 |
Establish Leadership Accountability | 87 |
Design an HR Architecture for the Differentiated | 111 |
Develop Strategic Workforce Measures | 145 |
Make It Happen in Practice | 171 |
Notes | 229 |
Otras ediciones - Ver todo
The Differentiated Workforce: Transforming Talent Into Strategic Impact Brian E. Becker,Mark A. Huselid,Richard W. Beatty Vista previa restringida - 2009 |
Términos y frases comunes
AA Systems accountable action approach assessment BankCo begin build career chapter choices clear Communication compensation competencies considered contribution cost create culture decisions deliver described determine differentiated workforce differentiation directors drive effective employees ensure example execution expectations firm firm's firm’s focus focused function future goals growth hiring HR professionals human identify impact important improve increase internal investment key positions lead leaders leadership line managers manufacturing means measures move opportunities organization outcomes percent performance players potential practices questions recruiting relationship responsibility result rewards role selection senior share skills Source staff stage strategic capabilities strategic impact strategic positions strategic roles strategic success strategic talent talent tion understand vice president wealth workforce strategy