MARC details
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04593nam a2200337Ia 4500 |
| 001 - CONTROL NUMBER |
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183830 |
| 003 - CONTROL NUMBER IDENTIFIER |
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0000000000 |
| 005 - DATE AND TIME OF LATEST TRANSACTION |
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20211104035909.0 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
100927s2011 nyum b a001 0 eng |
| 020 ## - INTERNATIONAL STANDARD BOOK NUMBER |
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| International Standard Book Number |
9780071739054 |
| 050 ## - LIBRARY OF CONGRESS CALL NUMBER |
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| Classification number |
HF 5549.5.C35 |
| Item number |
.T143 2011 |
| 245 #4 - TITLE STATEMENT |
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| Title |
The talent management handbook : |
| Remainder of title |
creating a sustainable competitive advantage by selecting, developing, and promoting the best people / |
| Statement of responsibility, etc. |
edited by Lance A. Berger, Dorothy R. Berger. |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) |
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| Place of publication, distribution, etc. |
New York : |
| Name of publisher, distributor, etc. |
McGraw-Hill, |
| Date of publication, distribution, etc. |
c2011. |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
xiv, 562 p. : |
| Other physical details |
ill. |
| Dimensions |
24 cm. |
| 504 ## - BIBLIOGRAPHY, ETC. NOTE |
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| Bibliography, etc |
Includes bibliographical references and index. |
| 505 ## - FORMATTED CONTENTS NOTE |
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| Formatted contents note |
Designing and assembling the building blocks for organization excellence: the talent management model -- Formulating competencies -- Fundamentals of competency modeling - Creating the workforce of the future: projecting and utilizing new competencies - Designing a performance appraisal for driving organization success - Performance measurement for all employees - Conducting performance reviews that improve the quality of your talent base - Appraising executive talent - Selecting the right performance appraisal - Improving performance through the employee value exchange - Integrating succession planning and career planning - Determining every employee's potential for growth - Designing a succession planning program - Practical discussion for sweet success - Career development: encompassing all employees - CEO succession planning - Ensuring CEO succession agility in the boardroom - Training and development: a new context for learning - Developing your workforce: measurement makes a difference - Developing top talent: guiding principles, methodology, and practices - Coaching for sustained, desired change: building relationships and talent - Developing leadership competencies through 360-degree feedback and coaching - Using 360-degree feedback for talent development - Coaching leaders for corporate social responsibility - Integrating coaching, training and development with talent management - Driving success through differentiation: compensation and talent management - Rewarding your top talent - Using long-term incentives to retain top talent - Fostering employee involvement and engagement through compensation and benefits - Establishing a talent management culture - Linking culture and talent management - Creating a culture of success: what every CEO needs to know - Using onboarding as a talent management tool - Employee engagement and talent management - Crafting a culture of creativity and innovation - Building a sustainability culture through employee engagement - Unleashing talent in service of a sustainable future - The role of ethics in talent management: how organizations ought to behave - Collaboration: getting the most out of informal connections - Creating competitive advantage through cultural dexterity - Building a reservoir of high performance and high potential women - Multiplying talent for high performance - Workforce planning: connecting business strategy to talent strategy - Using workforce planning as part of a talent management program - New tools for talent management: the age of analytics - The role of line managers in talent planning - Making recruitment part of your talent management process - Making outplacement part of your talent strategy - Developing talent management information systems - Implementing an automated talent management system - Rethinking talent management using a people equity framework - Marshalling talent: a collaborative approach to talent management - The global state of talent management - A model for talent manager excellence - Talent management leadership in government. |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
2. design career plans that boost employee morale and support organization need |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
3. improve performance through a personal value exchange |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
4. Coach, develop,and inspire raw talent and prepare the CEOs of the future |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
5. see positive results with smarter performance reviews |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
6. create a culture of innovation and sustainability. |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
Features ways how to: 1. attract new talent and keep the "Superkeepers" |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Career development. |
| 9 (RLIN) |
31054 |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Creative ability in business. |
| 9 (RLIN) |
21119 |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name as entry element |
Employee motivation. |
| 9 (RLIN) |
41716 |
| 700 ## - ADDED ENTRY--PERSONAL NAME |
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| Personal name |
Berger, Dorothy R. |
| 9 (RLIN) |
100575 |
| 700 ## - ADDED ENTRY--PERSONAL NAME |
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| Personal name |
Berger, Lance A. |
| 9 (RLIN) |
100576 |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
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| Koha item type |
Reference |
