O'Reilly logo

Stay ahead with the world's most comprehensive technology and business learning platform.

With Safari, you learn the way you learn best. Get unlimited access to videos, live online training, learning paths, books, tutorials, and more.

Start Free Trial

No credit card required

The Talent Management Handbook: Creating a Sustainable Competitive Advantage by Selecting, Developing, and Promoting the Best People

Book Description

THE DEFINITIVE GUIDE TO FINDING, DEVELOPING, AND KEEPING THE BEST TALENTThe most comprehensive book of its kind, The Talent Management Handbook has become the go-to resource for HR professionals, CEOs, and business leaders who want to take the lead in building a diverse, talented, and motivated workforce.

Table of Contents

  1. Cover Page
  3. Copyright Page
  4. Contents
  5. Preface
  6. Contributors
  7. Part I Creating a Talent Management Program for Organization Excellence
    1. 1. Designing and Assembling the Building Blocks for Organization Excellence: The Talent Management Model
    2. Building Block 1: Competency Assessment
      1. 2. Formulating Competencies
      2. 3. Fundamentals of Competency Modeling
      3. 4. Creating the Workforce of the Future: Projecting and Utilizing New Competencies
    3. Building Block 2: Performance Appraisals
      1. 5. Designing a Performance Appraisal for Driving Organization Success
      2. 6. Performance Measurement for All Employees
      3. 7. Conducting Performance Reviews That Improve the Quality of Your Talent Base
      4. 8. Appraising Executive Talent
      5. 9. Selecting the Right Performance Appraisal
      6. 10. Improving Performance through the Employee Value Exchange
    4. Building Block 3: Succession and Career Planning
      1. 11. Integrating Succession Planning and Career Planning
      2. 12. Determining Every Employee’s Potential for Growth
      3. 13. Designing a Succession Planning Program
      4. 14. Practical Discussions for Sweet Success
      5. 15. Career Development: Encompassing All Employees
      6. 16. CEO Succession Planning
      7. 17. Ensuring CEO Succession Agility in the Boardroom
  8. Part II Formulating Coaching, Training, and Development Approaches that Drive Talent Management Processes
    1. 18. Training and Development: A New Context for Learning and Performance
    2. 19. Developing Your Workforce: Measurement Makes a Difference
    3. 20. Developing Top Talent: Guiding Principles, Methodology, and Practices Considerations
    4. 21. Coaching for Sustained, Desired Change: Building Relationships and Talent
    5. 22. Developing Leadership Competencies through 360-Degree Feedback and Coaching
    6. 23. Using 360-Degree Feedback for Talent Development
    7. 24. Coaching Leaders for Corporate Social Responsibility
    8. 25. Integrating Coaching, Training, and Development with Talent Management
  9. Part III Making Compensation an Integral Part of Your Talent Management Program
    1. 26. Driving Success through Differentiation: Compensation and Talent Management
    2. 27. Rewarding Your Top Talent
    3. 28. Using Long-Term Incentives to Retain Top Talent
    4. 29. Fostering Employee Involvement and Engagement through Compensation and Benefits
  10. Part IV Using Talent Management Processes to Drive Cultures of Excellence
    1. Theme 1: Using Talent Management Techniques to Drive Culture
      1. 30. Establishing a Talent Management Culture
      2. 31. Linking Culture and Talent Management
      3. 32. Creating a Culture of Success: What Every CEO Needs to Know
      4. 33. Using Onboarding as A Talent Management Tool
      5. 34. Employee Engagement and Talent Management
    2. Theme 2: Targeting Cultures that Create Competitive Advantage for Your Organization
      1. 35. Crafting a Culture of Creativity and Innovation
      2. 36. Building A Sustainability Culture through Employee Engagement
      3. 37. Unleashing Talent in Service of a Sustainable Future
      4. 38. The Role of Ethics in Talent Management: How Organizations Oughtto Behave
      5. 39. Collaboration: Getting the Most Out of Informal Connections
    3. Theme 3: Making Diversity Part of Your Competitive Advantage
      1. 40. Creating Competitive Advantage through Cultural Dexterity
      2. 41. Building a Reservoir of High-Performance and High-Potential Women
  11. Part V Using Talent Analysis and Planning Techniques to Enhance Your Talent Management Program
    1. 42. Multiplying Talent for High Performance
    2. 43. Workforce Planning: Connecting Business Strategy to Talent Strategy
    3. 44. Using Workforce Planning as Part of a Talent Management Program
    4. 45. New Tools for Talent Management: The Age of Analytics
    5. 46. The Role of Line Managers in Talent Planning
    6. 47. Making Recruitment Part of Your Talent Management Process
    7. 48. Making Outplacement Part of Your Talent Strategy
    8. 49. Developing Talent Management Information Systems
    9. 50. Implementing an Automated Talent Management System
  12. Part VI Innovative Thinking that Can Shape Your Organization’s Approach to Talent Management
    1. 51. Rethinking Talent Management Using a People Equity Framework
    2. 52. Marshalling Talent: A Collaborative Approach to Talent Management
    3. 53. The Global State of Talent Management
    4. 54. A Model for Talent Manager Excellence
    5. 55. Talent Management Leadership in Government
  13. Index