The Talent Management Handbook

THERE ARE 3 MUST READ BOOKS IN TALENT MANAGEMENT AND ONE IS THIS ONE. ABSOLUTELY GREAT, IT IS A MUST READ

I purchased this book for a graduate course in Career Development - a definite must-read.

Für jeden, der sich mit Talent Management (in Groß oder Kleinbetrieben) beschäftigt, sollte dieses Buch ein "muß" sein. Wer zum Thema noch nichts hat: Hier sind alle Grundlagen, auf denen der Aufbau eines eigenen (Denk)-systems des Lesenden aufbauen kann, denn zuerst muß man für sich selbst die Wichtigkeit erkennen, die das Thema Wissensmanagement - Talentmanagement für ein Unternehment hat. Für Einsteiger: "The Knowledge-Creating Company" von Nonaka und Takeuchi, und "Enabling Knowledge Creation" von von-Krogh und Nonaka. Wer dann weiß, daß Wissensmanagement wichtig für Firmen ist, wird das "Talent Management Handbook" als Wandermappe für eigene Unternehmens-interne Erkundungen nehmen. Sicherlich ergeben sich je nach Unternehmensgröße eigene Ansätze, die firmenspezifisch sind, aber ein hervorragender Ausgangspunkt ist das Buch allemal.

I have been searching for some time for a good book on Talent Managment. I was very pleased with this one.

This is a comprehensive guide to talent management with lots of practical examples and case studies.Contributors are drawn from human capital consultancies such as Right Management, Hay and Towers Perrin and senior practitioners at organisations such as QVC, the Children's Hospital of Philadelphia and SBLI Mutual Life.The first two chapters by Lance Berger, who is also one of the editors, annoyed me a bit because they read like a big advertisement for Berger & Associates own talent management system. The principles are sound but he is clearly using the text as a platform to advertise his services.One of Berger & Associates core concepts is that of the "Superkeeper" (tm), fairly self-explanatory, which is central to much of the debate about how to manage your talent - especially the cream of the crop. The term is displayed with a trademark notice at its first mention in the preface and is used repeatedly by most authors throughout the book - again, fair enough, it's a valid concept. However, any time it's mentioned, it also appears with its official definition like the other authors were under contract to use Berger terminology. I have no problem with the use of common vocabulary - in fact, it's useful to draw common themes from the various authors' perspectives - but the over-promotion of the term did start to grate as I progressed through the book.Having said that, this is a very complete guide to talent management, which benefits from the variety of contributors that have been drawn together.The book is divided into seven parts:1. Introducing a talent management system2. Developing the building blocks of talent management (excellent material on competencies, performance management and assessment)3. Talent planning (succession planning, including a chapter devoted to issues in family businesses)4. Building diversity (two chapters on building high-potential women and diverse groups)5. Coaching, training and development (excellent contribution on leadership coaching from Right Management)6. Using compensation to implement a talent management plan (including linking competencies to performance and pay)7. Using IT to support a talent management systemEasy to dip into if you're looking for examples of best practice in a particular area, and a good one-stop reference guide for insights into the broader issues.