Let the best people work for you

Author: Mike Johnson
Publisher:
Publish Date: 2002-10-01
Features: "A company that does not value talent development may go bankrupt within five years." A boy meets a girl and tells her how beautiful she is and how much he loves her, saying he cannot live without her—this is selling. A boy meets a girl and immediately leaves a very handsome impression on her—this is marketing. However, if the girl approaches him because she heard from others that he is a true gentleman—this is reputation management. Today's businesses need the third kind of effect. As Jean-Claude Lachet, professor of marketing at EDHEC Business School in Europe, said: "‘People are our greatest asset’ is becoming the third biggest lie in the business world, after ‘Your check is in the mail’ and ‘Our computer is down.’" Competition among businesses is simply competition for talent, which has almost become a meaningless cliché. Yet, a large number of companies still struggle with talent pool development in contradictions: on one hand, they recruit and poach talent using traditional methods, paying a huge price for it; on the other hand, during intense market competition, people become the most frustrating problem for executives, as top performers leave before major issues surface, while those left behind either dig in their heels or watch from the sidelines. All organizations go through low points, and talent pool development is a long-term strategy—it cannot be a short-term effort. It directly determines whether a company can overcome inevitable challenges and go further. Without a doubt, building a strong team, attracting, and retaining talent is absolutely not just an HR department's responsibility but something every manager and employee must take ownership of. Only then can your organization or department be a ship that rides the waves, not just a small boat that steers by the wind.
This book analyzes the reasons behind the various challenges in talent pool development and provides targeted solutions and emergency techniques for critical moments. Lessons from top companies like 3M, Motorola, and Philip Morris in talent management, an analysis of the qualities of talent leaders, and the spiritual penetration in management will give you a fresh perspective on talent development and management. This humorous yet serious work will make you reevaluate your role in the battle for talent and help build an open, collaborative, mutually supportive, and creative corporate team.
(All Chinese text has been translated into English as required, and carriage returns are preserved as original.)