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In Workforce of One, Susan Cantrell and David Smith show how exceptional companies are tailoring work experiences to employees' talents and interests-customizing ...
In Workforce of One, Susan Cantrell and David Smith show how exceptional companies are tailoring work experiences to employees' talents and interests-customizing job duties, training, recognition, and even compensation, work schedules, and performance appraisals. Their reward? Lower turnover, greater productivity, improved profit margins.
The authors present four customization strategies:
-Segmenting your workforce; for example, by life stage and learning style
-Offering modular choices; e.g., choices regarding rewards, learning needs, or job duties
-Defining broad and simple rules, such as evaluating work by outcomes, not time invested, or hiring for potential in addition to specific skills
-Fostering employee-defined personalization, whereby employees define their own people practices (e.g., using peer-to-peer technologies to learn from one another)
Drawing on extensive proprietary research, the authors explain how to combine aspects of all four strategies to address your organization's unique needs.
Improving workforce performance through customized work experiences is the holy grail of the HR function. This book shows you how the workforce-of-one approach positions your company to win-while transforming your HR team into a strategic powerhouse.
Part I: Toward a Workforce of One
1 The New Management Imperative
Part II: Four Paths to a Workforce of One
2 Segment Your Workforce
3 Offer Modular Choices
4 Define Broad and Simple Rules
5 Foster Employee-Defined Personalization
Part III: Cultivating a Workforce of One Organization
6 Designing Your Own Workforce of One
7 Workforce of One in Action: Procter & Gamble
8 Workforce of One Challenges and Solutions
9 A Call to Action for HR: Building Your Workforce of One Capability
About the Authors
Posted June 21, 2011
If your company follows cookie-cutter HR policies, then you're not getting the most from your employees. Talent management experts Susan M. Cantrell and David Smith make a convincing case for customizing your company's people policies. Because your employees have different jobs, work styles, needs and aspirations, rigid, top-down management makes little sense - even if, yes, you lose some control. Cantrell and Smith offer four "workforce of one approaches," explain how to implement each one and provide case studies of companies that have pioneered these strategies. Although at times repetitive, the book's analyses, quizzes and checklists serve as helpful tools in determining which approach - or combination of approaches - is right for your company. getAbstract recommends the book's main message to corporate leaders and human resources professionals: Companies that use customized personnel practices will have a more engaged, productive, satisfied workforce, because one size no longer fits all.Was this review helpful? Yes NoThank you for your feedback. Report this reviewThank you, this review has been flagged.