|
Love 'em or Lose 'em: Getting Good People to Stay (4th edition) [ILLUSTRATED] (平装)
by Beverly Kaye, Sharon Jordan-Evans
| Category:
Talent retention, Talent management, Organization development, HR |
| Market price: ¥ 268.00
MSL price:
¥ 228.00
[ Shop incentives ]
|
| Stock:
Pre-order item, lead time 3-7 weeks upon payment [ COD term does not apply to pre-order items ] |
MSL rating:
 Good for Gifts |
| MSL Pointer Review:
This bestselling book provides managers, supervisors, and leaders with ideas to stop the brain-drain of their organizations through the loss of talented and committed employees. |
| If you want us to help you with the right titles you're looking for, or to make reading recommendations based on your needs, please contact our consultants. |
|
| |
AllReviews |
1 Total 1 pages 6 items |
|
|
Steve Bauman, vice president, Management Staffing & Development, Marriott International, USA
<2008-07-12 00:00>
Companies of all sizes need new startegies to retain quality employees at all levels... Authors Kaye and Jordan-Evans provide some of the best thinking I have seen and do it in a format and sytle that make this book a must-read for any manager or supervisor. |
|
|
Judy Mason, Global Manager of Career Development, Dow Corning, USA
<2008-07-12 00:00>
Love 'Em or Lose 'Em has all the elements managers are telling me they want-practical, real, fast, and easy. |
|
|
Bill Smith, Vice President, KPMG, USA
<2008-07-12 00:00>
Love "Em or Lose 'Em is a practical hands-on book for managers. It uses proven retention techiniques from some of the best companies in North America and real world case studies. The book's structure and easy-to-read style will make it a popular desktop reference book for managers to find ready-to-use strategies that can be implemented immediately. |
|
|
Rosabeth Moss Kanter, Harvard Business School, author of Confidence, USA
<2008-07-12 00:00>
This charming, clever, practical, and user-friendly book is a great desk-side coach for anyone who manages people. |
|
|
Dr. Roosevelt Thomas, Jr., author of Building a House for Diversity, USA
<2008-07-12 00:00>
Challenges managers to embrace responsibility for the critical tasks of developing and retaining talent. |
|
|
Gerry Stern (MSL quote), USA
<2008-07-12 00:00>
Based on focus group research, the authors provide extensive guidelines for managers to retain employees. The authors present 26 specific actions managers can take, using a chapter to discuss each one. Each chapter contains a 'to do' list, brief illustrative stories, examples of retention work done by the authors' for clients, excerpts from an exit interview, as well as some linkages between chapters.
The book down-plays the role of money. This is okay to the extent that too many firms think money is the 'be all and end all' of retention. Money is not, but the danger is that too many firms lull themselves into thinking that since money is not the number one factor driving turnover according to surveys, they can cut corners with compensation ( often, however, with the exception of pay packages at executive levels-consider the implicit contradiction in that). Long-term, firms that pay below competitive rates reap what they sow... marginal organizational performance. In our consulting experience we find reward systems and retention are powerfully linked. The role of compensation can work in strange and mysterious ways-and sometimes not so mysterious. People are complex.
We wished that the authors gave a bit more attention to the economics of retaining people. They do make the point of paying fairly and competitively in chapter18, but the message is muted. But since this book is addressed to managers, and most managers have little-to-no meaningful influence on compensation decision-making (despite all the empowerment talk), the treatment of pay is understandable.
This is a super book that focuses on the many highly important non-cash elements of retaining people. In doing so, it succeeds admirably. In short, this is a neatly organized, clearly written, how-to book. By way of recommendation, we will use it as a resource in our own organization/management development consulting work. This book should be read by anyone who manages people. |
|
|
|
1 Total 1 pages 6 items |
|
|
|
|
|
|
