HR from the Outside In
Companies are gaining advantage through a new capability -- strategic use of external experts -- made possible by technology and the globalization of talent. Leaders everywhere recognize that "lean," "agile," and "fast" strategies require new ways to access and leverage--without owning--key talent to fill critical gaps. As managers seek nontraditional sources of strategic talent and experiment with fast, flexible ways of engaging these experts, they need a new roadmap.
This book delivers that roadmap. It tells you how to assess, choose, attract, develop, support, and retain your external talent. Authored by thought leaders and bestselling authors in leadership and talent management who teach and consult globally, Agile Talent reveals how companies such as Apple, Uber, Airbnb, Google, IBM, and Bain Capital organize and manage new forms of talent in innovative ways. Supported by survey data and packed with tools and templates for applying these ideas, this book is the ultimate guide for winning the next war for talent.
Shepherd is readers supported. When you buy through links on our website, we may earn an affiliate commission. This is how we fund this project for readers and authors (learn more).
I first ran across Capelli’s book on the desk of Bill Allen, then CHRO of Maersk, and was an early observer of hybrid talent management. He reviews the challenges - tough to forecast business and therefore talent needs. He examines the key elements of modern talent management: rigorous forecasting, creating a more flexible talent sourcing model, better insight on current talent, adapting processes and practices to continue to innovate.
In a recent survey of HR leaders, 80% mentioned that they were continuing to organize their HR department based on the “Ulrich” model. Is there a more impressive recommendation for the impact of this book, and Dave’s research and writing? In HR Champions, Ulrich points out the importance of three types of HR work: business partners, specialists, and shared services. In a recent HR Management article, that model was expanded to include a fourth category: project management. Technology is obviously a much bigger factor in HR work since 1996 when the book was first published. But, this oldie but goodie has aged extraordinarily well and continues to be relevant and insightful. If you are in HR or interested in talent management at scale, this book has to be on your list.
We think you will like Under the Hood: Fire Up and Fine-Tune Your Employee Culture, 7 Rules of Power: Surprising--But True--Advice on How to Get Things Done and Advance Your Career, and The Mythical Man-Month: Essays on Software Engineering if you like this list.
From James's list on creating collaborative relationships and organizations.
Stan captures the essence of the mindset needed to Collaborate. To quote Slap: “When an employee culture is repositioned as a newly precious, workable asset, a company will naturally protect it, same as with any asset. An employee culture can’t be protected without protecting their humanity. If we lose humanity in business, we’re all doomed. If we save it we will have saved ourselves. In case you fear this icy hand of altruism will grip your own company by the throat and choke the life out of revenue, not to worry: We’re talking here about making the business case for humanity. In any environment where meaning is determined by metrics, the point of view and processes in this book are going to cause measurable, sustainable results." We agree.
From Deborah's list on women leaders.
From G.'s list on the human dimension of writing computer code.
In the 1970s, Brooks was the leading thinker on managing large software projects in the world, and unexpected delays in completing complex coding tasks were emerging as a costly headache for large organizations. Brooks was considered a software luminary within IBM, which dominated the digital world in the era before the advent of the personal computer.
“In many ways, managing a large computer programming project is like managing any other large undertaking, but in many other ways it is different – in more ways than most professional managers expect,” Brooks dryly declared in the opening lines of a book destined to become a classic. He went on to explore specific challenges in the book’s 15 terse chapters, the second chapter, which gave the title to the entire volume, he presented paradoxical insight that ultimately elevated the book to the status of a classic.
Brooks argued, persuasively and insistently, that adding more coders, or “man months,” to a project might actually cause the project to slow down, even to go into reverse. In short, with many coding projects, more people can mean less progress towards the end goal of a bug-free program. Brooks, who became a computer science professor at the University of North Carolina after leaving IBM, remains a luminary with much to teach programmers.