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The author has omitted the discussion of the impact of the performancemanagement system on the employee retention. And how the issues related to thePMS can be solved. One point was not convincing for me. That was in the 1st chapter.

4 Things That Are Keeping You From Hiring the Best Talent

Initially theauthor warns the interviewer of the similar to me error in conducting interviews. According to me it can lead to similar to me error because this is an 4. I do not find it as a rework of earlier books. The book was new and in somecases more concise as compared to the other books I read. One can easily relate tothis book as the writing style of this book is very attractive and related to the day today issues faced by many organizations over many countries. It is not countryspecific. An example of a company given in the book that increased the efficiency ofits drivers well justifies the approach used by the author.

There are different tables, figures and illustrations in the book that aid inunderstanding the topic being discussed. The index provided at the end of the book is accurate. Thirdly, notes areprovided at the end which mention the important topics discussed in each chapterand their page numbers. Next, the book has a glossary of the important words andtheir definitions at the end. Finally, there is a section called For Further Reading forhelping those who want to explore more about the various topics such as work-lifebalance.

It includes the names and publishing dates of different relevant articles with the names of the authors to which we can turn for further information related tothe particular topic. Summary, when taken as the concluding chapter is very convincing as it accepts thereality that the employee defections are possible even after adopting the bestpractices and policies for retention. Moreover, the summaries of the individualchapters are also thorough as they contain every key point mentioned in the chapter.

The 1st chapter begins with a five-step process for effective hiring fromdetermining the job requirements to Recruiting, Interviewing and Evaluatingcandidates to making an offer. According to the author, if these key steps arefollowed as mentioned, it can lead to the hiring of a star workforce. Reference: page 29 states "when an effort is made to improve the hiring process,the quality of your hires will likewise improve" Chapter 2 digs deeper into key steps of the hiring process.

Using aconceptual framework of embedded life interests, it helps in aligning individuals withjobs that they will find more satisfying and at which they will excel. In chapter 3, there is move from hiring to the field of employee retention.

Hiring And Keeping The Best People Ebook - PDF Download

Thechapter explains in broad strokes, why people stay with a company or leave it andpoints to 8 practical steps that managers can take to improve retention. According to the author, looking at the reasons for staying with the organization andfor leaving, managers are in a better position to retain employees. Reference: page 77 lists down different reasons for employee turnover e. Fromthis perspective, some employee segments represent more value to the organizationas compared to others. According to the author, the employees are the internal customers and there shouldbe some customization in their jobs to satisfy their needs for personal growth etc.

Market based retention is now required. Reference: page 92 mentions the names of different market based retentionstrategies such as new compensation plans, job redesign, job customization etc. Chapter 5 describes formal and informal approaches to employee training,explains why training pays, and offers tips on reducing its costs through onlinelearning.

According to the author, the training and development of the employees help inkeeping their skills up to date. And it also helps in satisfying the career advancementobjectives of the employees. Reference: page mentions career development and career ladders and theirimpact on employee retention. The effect of workplace environment on hiring and retention is the subject ofchapter 6.

Also discussed are three principles for creating successful work-lifebalance programs. According to the author, if the culture of the organization is made flexible andmodified over time as per the requirements of the employees, it can lead to greateremployee retention. Reference: pages illustrate three different scenarios an organization mayface and in which the cultures can be modified.

Keys To Hiring (And Keeping) Great People

Even if you handled every aspect of hiring and retention perfectly, you wouldstill lose some valued employees. This is a fact of life in a free labor market.

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Chapter7 reveals that the departure of a good employee need not be the end of yourproductive relationship with that individual. The benefits of rehires, and of using exitinterviews to uncover the root causes of employee turnover, are also explored in thefinal chapter. According to the author, the company should keep good relationship with thedefecting employees and should conduct exit interviews to explore more about theunderlying causes for defects. Eliminating those causes can lead to rehires as well.

Reference: page gives an example of how Steve jobs the departed employee ofApple Computers came back and how his return marked the beginning of animportant revitalization of the-then beleaguered company.

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Rehires and a good relationship with the alumni improve the retention and theoverall well-being of the organization. About the Author Harvard Business Essentials The Reliable Source for Busy Managers TheHarvard Business Essentials series is designed to provide comprehensive advice,personal coaching, background information, and guidance on the most relevanttopics in business. Drawing on rich content from Harvard Business SchoolPublishing and other sources, these concise guides are carefully crafted to provide ahighly practical resource for readers with all levels of experience.

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To assure qualityand accuracy, each volume is closely reviewed by a specialized content adviser froma world class business school. GE and Jack Welch play prominently here. I did not. Topgrading, especially if combined with rank-and-tank, is bound to lead to a backstabbing culture. Aug 28, James Centenera rated it really liked it.

Good insights but written in a very corporate way.

How to Hire the Best Employees: What I REALLY Look for in Interviews

Oct 24, Kiri Masters rated it it was amazing. The principle are that you keep job candidates honest through thorough reference checks on their background, extremely clear KPIs for roles and other principles, and you either weed out or convert B and C players into A players. However, smaller companies like mine less than 20 employees can still benefit from implementing the same principles from this book. My one criticism is the rambling nature of the book and that besides reading the chapter headings, there is no succinct summary of the many steps involved.

It is, ultimately, a marketing tool for the organization which administers and trains companies on the Topgrading process. But I absolutely recommend any business which is building a team, however small initially, to read this book. Aug 09, John Boettcher rated it it was amazing. This book was good, as was the concept behind it, and the data that supports it.

However, I think that the book was a bit long for what it was trying to prove, and they should have perhaps just stuck with teaching businesses how to conduct meaningful interviews and how to identify good employees and separating them from the bad. Besides the length and a little bit of fluff in the book, I gave it 5 stars because anyone that has ever given an interview, or anyone who has ever had to write question This book was good, as was the concept behind it, and the data that supports it. Besides the length and a little bit of fluff in the book, I gave it 5 stars because anyone that has ever given an interview, or anyone who has ever had to write questions or perform an interview, this book will provide not only crucial, invaluable information, but also give a great guideline for conducting interviews that will produce those employees that are productive, efficient, fit into the business model, etc.

I would say that this book is a must for mid managers and anyone in HR in any capacity, from small businesses to large corporations. Nov 03, Sue Learn rated it it was ok. There are some good nuggets of best practices scattered throughout the book but the author's amount of self promotion makes them easy to overlook. My CEO asked me to lead a book club at my company to discuss this book and senior leaders were so focused on the amount of times Smart used the word "Topgrading" that many were not able to focus on the value of best practices such as interview standardization, using reference checking as a legitimate tool and doubling up for team interviews.

Additiona There are some good nuggets of best practices scattered throughout the book but the author's amount of self promotion makes them easy to overlook. Additionally, the book is incredibly repetitive in terms of introducing and reintroducing best practices. Our managers and I could not wait for this book to be over! Desde Leader Summaries recomendamos la lectura del libro El valor del capital humano, de Bradford Smart.

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Apr 30, Rob rated it really liked it Shelves: management. This book was on the shelf in my old boss's office, so I borrowed it just to see what she was reading. Thirteen years later the lessons in the the book have stuck with me. Most of the book is about why the hiring decision is so important, and why it's important to retain top talent. The reason I still have it on my shelf though, is the great section on how to properly conduct an interview. See p. Apr 13, Charlane Brady rated it liked it. A must read for anyone hiring anyone. It is hard to think of an organization in any field that cannot benefit from this book.

Many just cannot get the people thing right.