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War for Talent Hardcover – 1 Oct 2001

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Description for War for Talent

Amazon.com Review

Talent, as defined by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod, is shorthand for a key employee who possesses "a sharp strategic mind, leadership ability, communications skills, the ability to attract and inspire people, entrepreneurial instincts, functional skills, and the ability to deliver results." It's also, they contend in The War for Talent, an overarching personnel characteristic that companies of all kinds will require throughout their organizations in order to survive the competitive recruiting era that we appear to be entering. Michaels, Handfield-Jones, and Axelrod, authors of a 1997 McKinsey Quarterly article that uncovered a definitive connection between top performers and superior corporate achievement, spent the intervening years studying 13,000 executives in 27 companies to identify the programs and behaviors that help today's foremost firms attract and retain the best kinds of employees. The authors outline five common "imperatives" that they found these companies employed to strengthen their talent pools ("Embrace a Talent Mindset," "Craft a Winning Employee Value Proposition," "Rebuild Your Recruiting Strategy," "Weave Development into Your Organization," and "Differentiate and Affirm Your People") and construct a practical framework for making it happen in your company. --Howard Rothman

From Booklist

In 1997 and 2000, Michaels, Helen Handfield-Jones, and Beth Axelrod, from McKinsey & Company consulting firm, surveyed CEOs, executives, and managers at large and midsize companies headquartered in the U.S. Winning the war for talent is the theme of their book, and the authors discovered that talent mindset was the key to winning the war. As Kevin Sharer, a participant in the survey and currently CEO of Amgen, said, "I told my leaders that if they believed that people are the responsibility of HR, they've totally missed the point." Jobs are being cut at corporations around the U.S., but the authors predict a shortage of talented, qualified managers as more people reach retirement age or choose to retire early. They suggest management needs to play more of a role in the process of attracting talented managers and structuring the organizational policies and practices to create a winning employee-value environment, encourage development, facilitate mentoring and coaching, and attract talent. This book provides worthwhile information for many levels of managers to review and implement. Eileen Hardy
Copyright © American Library Association. All rights reserved

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Product details

  • Reading level: 15+ years
  • Hardcover: 240 pages
  • Publisher: Harvard Business Review Press (1 October 2001)
  • Language: English
  • ISBN-10: 1578514592
  • ISBN-13: 978-1578514595
  • Product Dimensions: 15.9 x 3.2 x 23.5 cm
  • Average Customer Review: Be the first to review this item
  • Amazon Bestsellers Rank: #1,26,116 in Books (See Top 100 in Books)
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Amazon.com: 3.9 out of 5 stars 16 reviews
gul gur
5.0 out of 5 starsFive Stars
10 March 2018 - Published on Amazon.com
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5.0 out of 5 starsRelevant and easy to read
25 May 2013 - Published on Amazon.com
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Digital Rights
1.0 out of 5 starsWhere cliche meets lies
19 September 2010 - Published on Amazon.com
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Steve Keifer
3.0 out of 5 starsSomewhat Dated, but Still Useful
2 June 2012 - Published on Amazon.com
Michael Erisman
5.0 out of 5 starsAn outstanding, although not original, look at talent
2 July 2002 - Published on Amazon.com
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