Book Description
Battered by waves of downsizing since the 1980s, talented men and women no longer seek job security from one company. This is the true hallmark of the new economy—not fleeting dot-coms and IPOs, but a fast-moving, free-agent workforce with the flexibility to jolt productivity. Managers, meanwhile, must grab hold of this shifting group of talent and squeeze more work out of them than ever before, particularly in a tight economy. The trouble is, their traditional source of power over employees—the corporate ladder—is dead and gone. Using richly detailed, never-before-published accounts, Bruce Tulgan reveals how America's most influential corporations, including Cisco, Dell, Microsoft, General Motors, J.P. Morgan, and J.C. Penney, are replacing obsolete recruitment and retention efforts with breakthrough solutions. "Tulgan's smart, crisp, light-handed prose makes his radical notions sound downright commonsensical," says Fortune magazine. Those radical ideas are the secret weapon of today's most successful, creative managers.
Customer Reviews:
A must read for today's world of work.......2007-02-23
The book lucidly explains the fundamental shift in employer-employee relationship in the new economy. Bruce Tulgan does an admirable job of showing that managers do not have to just let their talent walk out the door. This book has useful ideas that can save your company a lot of money. It is written in an immensely readable style and has some good humour.
Tulgan argues persuasively that in the new economy, every term of employment, including schedules, training, career paths, location, assignments, co-workers, pay, among others, will best be agreed through a negotiation process, so as to tailor it to the individual needs of the scarce talents, which he explains will enable the organization to retain the talent. Naturally, the most precious talent will have the most negotiating clout. All this entails a novel set of organizing principles for employing highly productive people in the new economy.
Companies are advised to reflect and take note of the kind of work place that Tulgan describes in his book. Unless action is taken timely to recruit and retain talent, then the future prosperity of an organization may be in doubt. As a senior manager in my organisation, the book was a wake-up call and showed me the things I can do right now to make the workplace a place where the best people will want to come to work.
The book is essential reading for both managers and workers. The managers will learn how to build a lean, flexible, high-performance workplace. The worker will be able to understand better the background of some people policies, such as why managers are more accommodating to "talents" demands and how they can adapt their aspirations accordingly.
Still A Valid Analysis, Even In A Flattening Post Dot.Bomb World.......2006-08-13
So we're not in the go-go late 90's early 2000's anymore.
That doesn't change the basic theme of this book.
Even in the recent economy, the power at work is shifting from the employer to the employee, especially when that employee is among the best performers.
The point Tulgan raises is that that this is not a matter of salary, but a matter of *compensation* Employees, especially the best employees, are seeking more and more to craft their own dream job or dream career. If someone doesn't get that with one employer, they are likely to leave for a place where they can come closer to accomplishing that.
What is ideal for one individual is not likely to be ideal for another individual, so Tulgan advocates a negotiation process, where the company and the supervisors, work to figure out what makes a person "tick" and to change the nature of employement to make the work environment fit that as much as possible. This could be flex schedules, work conditions, more/less travel, office location, etc.
However, this is not solely the employee in charge, as, by doing this, the business will keep their best and brightest and most productive employees, instead of losing the valuable training investments. Also, productivity will increase, and the carrot is mightier than the stick in Tulgan view (how strong is the threat of firing when people are more likely to pick up and leave?)
Tulgan also mentions thinking in terms of "work" rather than "jobs" and devotes sections of the book to management by coaching (in a number of respects) rather than "command and control."
While this book was written in 2001, the arguments are even more relevant as the economy has gotten more global, especially for the top performers. While some of the "power" may have shifted back to companies in the workplace for industries subject to outsourcing, giving them a larger worker pool, the top performers have a greater pool of EMPLOYERS. The need to have the top performers is stronger than ever.
Whether you're managing, looking to manage, or just looking at how to deal with managers (and what you CAN and SHOULD ask for as a term of employment) this book will tell you how the workplace will operate in at least the early part of this century.
Change is coming.......2003-09-17
This is a no none sense view of precious talent. Tulgan does an excellent job of showing managers don't have to just let their talent walk out the door. Sometimes the solution to keeping good people is a simple change of schedule of 30 to 60 minutes. This book has good ideas that don't cost money!
Whom to Include?.......2003-03-15
In Good to Great, Jim Collins and his research associates learned that the great companies "...first got the right people on the bus, the wrong people off the bus, and the right people in the right seats -- and then they figured out where to drive it. The old adage 'People are the most important asset' turned out to be wrong. People are not [italics] your most important asset. The right [italics] people are."
The right people share the same values and, together, sustain their organization's commitment to those values. If involved in their organization's recruiting and interviewing process, as they should be, they will help to ensure that the right people will be hired (i.e. allowed on the "bus"). Obviously it is important to get talent and task in proper alignment. It is equally important to keep an organization's values in proper alignment with its objective.
Tulgan's important book is even more relevant and more valuable now than it was when first published about two years ago. As its subtitle correctly indicates, he explains "how to manage and compete in the high-tech, high-speed, knowledge-based, superfluid economy." That is to say, he wrote the book for decision-makers in all organizations (regardless of size or nature) to help them determine HOW to get "the right people on the bus, the wrong people off the bus, and the right people in the right seats"...and then keep them there.
All of the companies which Tulgan discusses (e.g. Johnson & Johnson and J.P. Morgan Chase) demonstrate one of Tulgan's core concepts: "In the new economy, every term of employment -- schedules, location, assignments, coworkers, pay, and more -- will be negotiation, whether you like it or not. The most valuable talent will have the most negotiating power. Every employment relationship will last exactly as long as the terms are agreeable to all parties." There is a new set of organizing principles for employing people in the new economy:
' Talent is the show.
' Staff the work, not the jobs.
' Pay for performance, and nothing else.
' Turn managers into coaches.
' Train for the mission, not for the long haul.
' Create as many career paths as you have people.
Tulgan devotes a separate chapter to each of these principles, explaining with meticulous care how to apply each to his reader's specific business situation. Note how these principles apply to any organization which competes for available talent and then is challenged to keep its best people who, more easily now more than ever before, can leave the "bus" whenever and wherever they wish. This situation is as common among the great companies whom Collins discusses as it is among the local merchants from whom we purchase various products and services.
Extensive research indicates that only one in 28-30 dissatisfied customers ever complains to the provider of the given product or service. All others simply never do business with that provider again...while continuing to express their dissatisfaction to family members, friends, and business associates. More often than not, customer dissatisfaction is the result of an unpleasant personal experience rather than because of a product defect. To extend Collins' metaphor, customers are among the "passengers" and can also get off the "bus" whenever and wherever they wish. Much has been written about the power of BUZZ (i.e. word-of-mouth) and the importance of creating "customer evangelists." From my perspective, winning the "talent war" is essential to winning the competition for customer's repeat business. A careful implementation of the strategies and tactics which Tulgan recommends in this book will help to achieve that ultimate objective.
Otherwise, not having "the right people on the bus...and in the right place," the "bus" will either never reach its destination or in the highly unlikely event that it does so, arrive with few (if any) "passengers" aboard.
SOFTCOVER version of Tulgan's workplace classic.......2002-12-20
Winning the Talent Wars: How to Build a Lean, Flexible, High-Performance Workplace is the recent softcover edition of Tulgan's workplace classic. His workplace philosophy, "Talent is the Show" is applied to all areas of HR: staffing, compensation, coaching-style management, training, and career paths. The only difference between this book and the original hardcover edition, Winning the Talent Wars: How to Manage and Compete in the High-tech, High-speed, Knowledge-based, Superfluid Economy, is a new forward.
Average customer rating:
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Winning the Talent War: Ensuring Effective Leadership in Healthcare (Management Series) (Management Series (Ann Arbor, Mich.).)
Carson F. Dye
Manufacturer: Health Administration Press
ProductGroup: Book
Binding: Paperback
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ASIN: 1567931790 |
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- How to boost your productivity
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Winning the People Wars: Talent and the Battle for Human Capital
Mike Johnson
Manufacturer: Prentice Hall
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Binding: Hardcover
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ASIN: 0273641972 |
Customer Reviews:
How to boost your productivity.......2000-07-07
Read this book if you are a senior manager or run your own company. I employ 27 staff in the UK and this book has provided a clear in sight into what is required to retain and motivate my staff.
If you want your business to flourish and truly believe your staff are your company you wont be able to put it down
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- A roadmap to recruiting good executives
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Winning the Talent War: A Strategic Approach to Attracting, Developing and Retaining the Best People
Charles Woodruffe
Manufacturer: Wiley
ProductGroup: Book
Binding: Hardcover
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ASIN: 0471987530 |
Book Description
"High flyers" are high-potential employees expected to progress rapidly in their careers with the prospect of eventually filling senior positions. One cannot, however, simply recruit high flyers at will - to earn their status they must go through a necessary process of building an identity with the organization and developing loyalty to it. This book emphasizes the paradoxes involved in this process. It is a guide to the complex strategic issue of replenishing core leadership within the context of future uncertainty and within new organizational structures.
Customer Reviews:
A roadmap to recruiting good executives.......2000-09-28
This book will give you sound insight into the needed knowledge and techniques in recruiting your top management team. An insiders view into the world of attracting and communicating with top people and convincing them to join your team. If you are serious about wanting top people, this book should be on your desk.
Wayne D. Ford, Ph.D., author of "The Recruiting and Retention Handbook" and "Breakthrough Technical Recruiting" docwifford@msn.com
Average customer rating:
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Winning the Technology Talent War: A Manager's Guide to Recruiting and Retaining Tech Workers in a Dot-Com World
Mary Ellen Brantley , and
Chris Coleman
Manufacturer: McGraw-Hill Companies
ProductGroup: Book
Binding: Hardcover
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ASIN: 0071364749 |
Book Description
The nationwide labor shortage has reached crisis stage in the Information Technology industry, making effective employee recruitment and selection a strategic business issue for all large organizations¿not just an IT manager¿s problem anymore. Winning the Technology Talent War shows companies how to aggressively but selectively recruit technology workers, develop their skills once they¿re on the job¿and, just as critical, keep them happy so they don¿t leave. Written by two Fortune 50 recruitment specialists, the guidebook is packed with creative strategies for overcoming today¿s high-tech talent shortage. It provides practical techniques for: ¿ Creating a positive first impression through the recruiting pages on your company¿s website ¿ Finding candidates through employee networking ¿ Wooing candidates with financial and non-financial incentives
Book Description
This digital document is an article from Journal of Property Management, published by Institute of Real Estate Management on September 1, 2001. The length of the article is 2052 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.
Citation Details
Title: Customized Compensation Packages key to winning Talent War.(real estate industry)(Statistical Data Included)
Author: Christopher Lee
Publication:
Journal of Property Management (Refereed)
Date: September 1, 2001
Publisher: Institute of Real Estate Management
Volume: 66
Issue: 5
Page: 30
Article Type: Statistical Data Included
Distributed by Thomson Gale
Book Description
This digital document is an article from National Underwriter Property & Casualty-Risk & Benefits Management, published by The National Underwriter Company on July 28, 2003. The length of the article is 887 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.
Citation Details
Title: Independent agencies can boost value by winning the war for talent. (Agency Best Practices).(advice on recruiting and retaining talented employees)
Author: Bobby Reagan
Publication:
National Underwriter Property & Casualty-Risk & Benefits Management (Magazine/Journal)
Date: July 28, 2003
Publisher: The National Underwriter Company
Volume: 107
Issue: 30
Page: 33(1)
Distributed by Thomson Gale
Book Description
This digital document is an article from Behavioral Health Management, published by Medquest Communications, LLC on September 1, 2002. The length of the article is 1740 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.
Citation Details
Title: Winning the "war for talent": how behavioral health organizations can address their most complex and challenging task: staffing. (Cover Story).
Author: Joseph P. Naughton-Travers
Publication:
Behavioral Health Management (Magazine/Journal)
Date: September 1, 2002
Publisher: Medquest Communications, LLC
Volume: 22
Issue: 5
Page: 23(3)
Distributed by Thomson Gale
Book Description
In 1991, Deloitte & Touche got a wake-up call about its efforts to retain women professionals. While it was recruiting almost as many women as men, the company had a much higher turnover rate for women. Many in the firm thought Deloitte was doing everything it could to retain talented women, but when they looked harder, they found otherwise. Most women weren't leaving to raise families; they were leaving after having weighed their unpromising career options in Deloitte's male-dominated culture. CEO Mike Cook led the way in making a business case--not a moral or emotional one--for change. Next, the company held mandatory, two-day, intensive workshops for its 5,000 U.S. managers. Case vignettes and discussions brought out subtle gender-based assumptions about careers and aspirations that had discouraged high-performing women from staying. Deloitte's gender gap in turnover has now nearly vanished, and the number of women partners and directors is the highest among the Big Five. These cultural changes weren't easy, but they've enabled Deloitte to grow faster than any of its competitors.
Download Description
In 1991, Deloitte & Touche got a wake-up call about its efforts to retain women professionals. While it was recruiting almost as many women as men, the company had a much higher turnover rate for women. Many in the firm thought Deloitte was doing everything it could to retain talented women, but when they looked harder, they found otherwise. Most women weren't leaving to raise families; they were leaving after having weighed their unpromising career options in Deloitte's male-dominated culture. CEO Mike Cook led the way in making a business case--not a moral or emotional one--for change. Next, the company held mandatory, two-day, intensive workshops for its 5,000 U.S. managers. Case vignettes and discussions brought out subtle gender-based assumptions about careers and aspirations that had discouraged high-performing women from staying. Deloitte's gender gap in turnover has now nearly vanished, and the number of women partners and directors is the highest among the Big Five. These cultural changes weren't easy, but they've enabled Deloitte to grow faster than any of its competitors.
Average customer rating:
- The First Stop for Any Man Who Is Exploring His Sexual Identity or Health
|
The Gay Men's Wellness Guide: The National Lesbian and Gay Health Association's Complete Book of Physical, Emotional and Mental Health and Well-Being for Every Gay Male
Robert E. Penn , and
National Lesbian and Gay Health Association (U. S.)
Manufacturer: Henry Holt & Company
ProductGroup: Book
Binding: Hardcover
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Good for You: A Handbook on Lesbian Health and Wellbeing (Sexual Politics)
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The Handbook of Lesbian, Gay, Bisexual, And Transgender Public Health: A Practitioner's Guide to Service
ASIN: 0805047719 |
Amazon.com
In the past decade gay men have been deluged with books about AIDS, safe sex, and HIV prevention. And while many of these books have been useful, their emphasis on AIDS often precluded discussion of other aspects of physical and mental health. There are many specifically gay male health issues that are never discussed in health books written for the general public, from the pleasures and pitfalls of anal sex to living in a subculture that emphasizes the idealized body to dealing with the homophobia that confronts gay people every day. Robert E. Penn, under the auspices of the National Lesbian and Gay Health Association, has written a complete guide to gay male health that, along with supplying complete information on HIV and AIDS, deals with nutrition, aging, common physical ailments, abuse issues, body building, and sexual health. Penn's style is readable and his medical information is clearly explained and up-to-date. The Gay Men's Wellness Guide is an important addition to the ever-growing literature on AIDS and health issues.
Customer Reviews:
The First Stop for Any Man Who Is Exploring His Sexual Identity or Health.......2006-01-15
"Gay men are disproportionately affected by certain ailments, and in addition, diseases often take on different manifestations in gay men than in straight men. In some urban gay comunities, hepatitis B is in epidemic proportions; one in two men are HIV-positive; 54 percent are taking care of a seriously ill friend; and a third of gay men have sought the advice of a therapist. Few comprehensive resources exist today to give the 14 million gay men in America general information tailored specifically to our sexual, physical, mental, and emotional well-being. 'The Gay Men's Wellness Guide,' a definitive and first-of-its-kind book, is full of reference information and plain talk about our bodies and minds. It is meant to be the first stop for every gay man--or any man--who is exploring his sexual identity or health."--© zebraz
Average customer rating:
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The Gay Men's Wellness Guide: The National Lesbian and Gay Health Association's Complete Book of Physical, Emotional, and Mental Health and Well-Being for Every Gay Male
Robert E. Penn
Manufacturer: Henry Holt & Company
ProductGroup: Book
Binding: Paperback
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Similar Items:
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Good for You: A Handbook on Lesbian Health and Wellbeing (Sexual Politics)
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The Handbook of Lesbian, Gay, Bisexual, And Transgender Public Health: A Practitioner's Guide to Service
-
My Gender Workbook: How to Become a Real Man, a Real Woman, the Real You, or Something Else Entirely
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Our Bodies Ourselves for the New Century
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American Medical Association Complete Guide to Men's Health
ASIN: 0805047727 |
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Scientific Simulations with Special-Purpose Computers--the GRAPE Systems
Junichiro Makino , and
Makoto Taiji
Manufacturer: Wiley
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Binding: Hardcover
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ASIN: 047196946X |
Book Description
Scientific Simulations with Special-Purpose Computers. The GRAPE Systems J. Makino University of Tokyo, Japan and M. Taiji Institute for Statistical Mathematics, Tokyo, Japan Physics is full of complex many-body problems, i.e. problems where there are a large number of bodies interacting. This is particularly true in astrophysics, where stars or galaxies can be thought of as individual particles, but also in plasma physics, hydrodynamics and molecular dynamics. Special purpose computers have been developed to handle these highly complex problems. Scientific Simulations with Special-Purpose Computers gives an overview of these systems, and then focuses on an extremely high profile and successful project-the GRAPE computer at the University of Tokyo-and discusses its development, performance and applications across a range of problems. The future development and applications of special purpose computers are also discussed. Written by two of the leading developers of the GRAPE system, this unique volume will be of great interest to readers across a wide range of fields, including, astrophysicists, astronomers, plasma physicists, researchers in molecular dynamics and computer scientists.
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- Effective Writing: Handbook for Accountants (7th Edition)
- Electronic Bill Presentment and Payment (Advanced and Emerging Communications Technologies Series)
- ENTERPRISE GOVERNANCE STRATEGIC OVERSIGHT, First Edition
- Essentials of Financial Accounting With Ethics Cases
- Exchange Rates and International Financial Markets: An Asset-Theoretic Perspective with Schumpeterian Innovation (The Graz Schumpeter Lectures)
- Financial Management Handbook for Associations and Nonprofits
- Financial Modernization and Regulation (Journal of Financial Services Research, Volume 16.2/16.3)
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