000			04620cam a2200385 a 4500
008			140327s2014 maua b 001 0 eng
010			_a 2014005468
020			_a9781625275776
040			_aDLC _beng _cDLC _dDLC
042			_apcc
050	0	0	_aHD58.8 _b.H6444 2014
082	0	0	_a658.3 _223
084			_aBUS041000 _aBUS071000 _aBUS103000 _aBUS030000 _2bisacsh
100	1		_aHoffman, Reid
245	1	4	_aThe alliance : _bmanaging talent in the networked age _cReid Hoffman, Ben Casnocha, Chris Yeh
260			_aBoston, Mass. : _bHarvard Business Review Press, _c2014.
300			_aix, 193 p. : _bill. ; _c22 cm.
520			_a"Introducing the new, realistic loyalty pact between employer and employee The employer-employee relationship is broken, and managers face a seemingly impossible dilemma: the old model of guaranteed long-term employment no longer works in a business environment defined by continuous change, but neither does a system in which every employee acts like a free agent. The solution? Stop thinking of employees as either family or free agents. Think of them instead as allies. As a manager you want your employees to help transform the company for the future. And your employees want the firm to help transform their careers for the long term. But this win-win scenario will only happen if both sides trust each other enough to commit to mutual investment and mutual benefit. Sadly, trust in the business world is hovering at an all-time low. We can rebuild that lost trust with straight talk that recognizes the realities of the modern economy. So, paradoxically, the alliance begins with managers acknowledging that great employees might leave the company, and with employees being honest about their own career aspirations. By putting this new alliance at the heart of your talent management strategy, you'll not only bring back trust, you'll be able to recruit and retain the entrepreneurial individuals you need to adapt to a fast-changing world. These individuals-flexible, creative, and with a bias toward action-thrive when they're on a specific "tour of duty"-when they have a mission that's mutually beneficial to employee and company that can be completed in a realistic period of time. Coauthored by the founder of LinkedIn, this bold but practical guide for managers and executives will give you the tools you need to recruit, manage, and retain the kind of employees who will make your company thrive in today's world of constant innovation and fast-paced change. "-- _cProvided by publisher.
520			_a"For most of the 20th century, the relationship between employers and employees in the developed world was all about stability and lifetime loyalty. That has recently changed, giving way to a transactional, laissez-faire approach that serves neither party well. A new arrangement is needed, the authors argue--one built on alliance (usually temporary) and reciprocity. The high-tech start-up community of Silicon Valley is pointing the way--and companies that wish to be similarly agile and entrepreneurial can learn valuable lessons from its example. Under the new compact, both employer and employee seek to add value to each other. Employees invest in the company's adaptability; the company invests in employees' employability. Hoffman (a cofounder of LinkedIn), Casnocha (a technology entrepreneur), and Yeh (an entrepreneur and angel investor) outline three simple, straightforward ways in which companies can make the new compact tangible and workable. These are (1) hiring employees for explicit "tours of duty," (2) encouraging, even subsidizing, employees' efforts to build networks outside the organization, and (3) establishing active alumni networks that will enable career-long relationships with employees after they've moved on. In the war for talent, such a compact can be a secret weapon that helps you fill your ranks with the creative, adaptive superstars who fuel entrepreneurial success"-- _cProvided by publisher.
504			_aIncludes bibliographical references (p. 173-176) and index.
650		0	_aOrganizational change
650		0	_aEmployee motivation
650		0	_aLeadership
650		7	_aBUSINESS & ECONOMICS / Management _2bisacsh
650		7	_aBUSINESS & ECONOMICS / Leadership _2bisacsh
650		7	_aBUSINESS & ECONOMICS / Organizational Development _2bisacsh
650		7	_aBUSINESS & ECONOMICS / Human Resources & Personnel Management _2bisacsh
700	1		_aCasnocha, Ben
700	1		_aYeh, Chris
035			_a(IMchF)fol15177576
005			20170126100745.0
001			60484
003			UOWD
942			_cREGULAR
999			_c26492 _d26492