Harvard Business Essentials are comprehensive, solution-oriented paperbacks for business readers of all levels of experience. In today's ever-changing business environment, hiring an all-star work force and keeping it in place is a challenge for any organization. With an overview on topics such as recruiting the right people, cultivating the right culture, avoiding employee burnout, and calculating employee turnover, Hiring and Keeping the Best People offers managers a clear understanding of how to hire more effectively and increase retention. Packed with hands-on tips and tools, this helpful guide provides actionable and practical advice for managers and human resources professionals alike.
Inhaltsverzeichnis
Introduction - What this book is about - Who should read it 1. Why Hiring and Retention Matter - The growing importance of human assets - empirical evidence - High competition for high-quality employees - The employee-customer connection (evidence for the employee-customer profit chain) 2. Why Hiring and Retention Are So Challenging 3. Hiring Right: The First Step to Retention The Hiring Process - Defining the Job Requirements - Recruiting - Preparing to Interview - Conducting the Interview - Asking Questions - Evaluating the Candidates - Making the Decision and Offer 4. Keeping the Best - Why Retention Matters - Typical turnover rates - The costs of turnover - The link between employee retention and customer satisfaction - Two examples of success: Southwest Air and SAS Institute 5. What Makes Retention So Challenging? - Demographic conditions - Economic trends - Cultural expectations - Upheavals in the world of work 6. Why People Stay and Why They Leave Reversing the Pattern The Role of Pay and Benefits 7. Making Good Employees Better - Employee development - Employee development increases the value of human assets and reduces turnover - Employees routinely identify skill and career development as key workplace benefits - Effective training and development must be aligned with organizational goals - Mentoring, and its impact on retention - Characteristics of effective mentors 8. Workplace Flexibility - Work-life balance - Flex schedules - Telework 9. When All Else Fails - Despite the best retention strategies and execution, good people sometimes leave. Learn why they are leaving through exit interviews - Treating good employees who leave as valued alumni - doing so can often pay future dividends to your organization in terms of new business and recruit referrals. - Keep in touch and the door open to potential "boomerang" ex-employees. Conclusion
