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The Alliance: Managing Talent in the Networked Age
 
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The Alliance: Managing Talent in the Networked Age [Format Kindle]

Reid Hoffman , Ben Casnocha , Chris Yeh
5.0 étoiles sur 5  Voir tous les commentaires (1 commentaire client)

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Descriptions du produit

Présentation de l'éditeur

A New York Times Bestseller

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 as 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 company to help transform their careers for the long term. But this win-win scenario will happen only 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.

Détails sur le produit

  • Format : Format Kindle
  • Taille du fichier : 716 KB
  • Nombre de pages de l'édition imprimée : 224 pages
  • Editeur : Harvard Business Review Press (8 juillet 2014)
  • Vendu par : Amazon Media EU S.à r.l.
  • Langue : Anglais
  • ASIN: B00JTJ84EW
  • Synthèse vocale : Activée
  • X-Ray :
  • Word Wise: Non activé
  • Moyenne des commentaires client : 5.0 étoiles sur 5  Voir tous les commentaires (1 commentaire client)
  • Classement des meilleures ventes d'Amazon: n°52.839 dans la Boutique Kindle (Voir le Top 100 dans la Boutique Kindle)
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Commentaires en ligne

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Commentaires client les plus utiles
Par Manageris TOP 1000 COMMENTATEURS
Format:Relié|Achat vérifié
Comment restaurer la loyauté perdue entre les collaborateurs et leur entreprise ? Le constat est sans appel : l’entreprise ne pouvant plus garantir un emploi à vie, la majorité des collaborateurs ne se sentent plus réellement liés à leur employeur. Ils restent à l’écoute, voire en recherche active, d’autres opportunités et n’hésitent plus à poursuivre leur carrière ailleurs. Cela aboutit souvent à une perte de confiance mutuelle – et parfois à un engagement réduit au minimum. Pourquoi s’investir dans une relation qui peut prendre fin brutalement ?
Alors qu’ils évoluent dans l’univers de la Silicon Valley, où le lien collaborateur-entreprise est faible, les auteurs ont mis en place une nouvelle relation employeur-employé, qu’ils appellent l’Alliance. Cette alliance est fondée sur la transparence : l’entreprise décrit clairement quelle contribution elle attend du collaborateur pour une mission délimitée dans le temps. En contrepartie, elle formalise aussi la façon dont elle répond aux aspirations du collaborateur, à son développement personnel et à son employabilité. Des entretiens réguliers entre le N+1 et le collaborateur permettent de s’assurer que les attentes des deux parties sont remplies. Les exemples décrits, tirés à la fois de start-up, mais aussi d’entreprises établies comme Mac Donald’s, LinkedIn ou Cisco, sont plutôt convaincants. Cette forme de contrat moral présente le mérite de poser la question de l’agenda caché que peuvent avoir entreprises et collaborateurs : le partager peut finalement s’avérer positif pour les deux parties.
Sans naïveté, cet ouvrage propose des pistes intéressantes pour restaurer une loyauté parfois mise à mal par les réalités économiques.
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Commentaires client les plus utiles sur Amazon.com (beta)
Amazon.com: 4.6 étoiles sur 5  72 commentaires
12 internautes sur 14 ont trouvé ce commentaire utile 
5.0 étoiles sur 5 You can't retain the best people forever 8 juillet 2014
Par Stephen Dodson - Publié sur Amazon.com
Format:Relié
Great book. Reid and crew (Casnocha and Yeh) have written an excellent "how to" on managing large organizations. People are no longer lifers at companies, like in the days of Bell Labs, and instead of pretending that's the ideal way for big companies to retain talent, the authors write about the realities of managing great people. A corporation is by definition a temporary alliance of numerous people (investors, employees, consultants), and it's refreshing to read a book that is based on that definition. One of the book's key mantras is that companies are teams, not families.
10 internautes sur 12 ont trouvé ce commentaire utile 
5.0 étoiles sur 5 An Extraordinary and Most Timely Book for Attracting, Retaining, and Developing Talent, 4 juillet 2014
Par Claudio Fernandez Araoz - Publié sur Amazon.com
Format:Relié
The Alliance is one of the most extraordinary books I've ever come across in my 28 years of experience as an executive search consultant and global expert on talent and leadership. It couldn't be more timely, and I have no doubt that it will have an extraordinary impact in the years to come. An absolute must for professionals and leaders.

The book is truly outstanding because it presents a war-tested method for helping individuals and organizations advance through a neat process of building effective transformational alliances between employer and employee, in clearly defined tours of duty.

The repetitive and successful experience of the authors practicing what they preach, as well as the many individual and organizational examples, make it at the same time credible, engaging, and practical.

The fact that their recommended practices have proven so successful in the Silicon Valley is particularly powerful, given the brutal competition for talent in this market. In addition, the Silicon Valley is an imperative place to watch as a vivid picture of what the rest of the world will look like in a few years when it comes to attracting, retaining, motivating and developing knowledge workers.

It is extremely well written, brief and to the point while still full of invaluable real examples. It is also as inspiring as practical, even including a very useful appendix with a model to use for defining a transformational tour of duty with an employee.

This book could not be more timely. From an employee perspective, the environment in which we are living demands constant learning, and properly crafted transformational alliances are one of the most effective ways to continue growing, changing, and learning. From an employer's standpoint, the upcoming shortage of critical talent due to globalization, demographics, and depleted pipelines of qualified successors make it urgent for leaders and organizations to become much better at attracting, retaining, motivating, and properly developing high potentials.

The Alliance is a must for any professional willing to stay competitive in today's volatile world, and even more essential for managers and leaders who want to succeed by surrounding themselves with the best, and helping them thrive.
5 internautes sur 5 ont trouvé ce commentaire utile 
3.0 étoiles sur 5 Great ideas, not the greatest read 4 octobre 2014
Par Sunil - Publié sur Amazon.com
Format:Relié|Achat vérifié
I read a blog post by Reid Hoffman with the introduction of the ideas in this book, and thought the post offered a really insightful way to think about career management in the coming years. So when it alluded to more detail in this book, I was looking forward to hearing more detail about it.

The ideas are expounded upon a bit more in this book, but I think they stayed too high level to be that much more valuable than the blog. The other issue I had was that I thought the writing plugged LinkedIn too much. 'LinkedIn' seems to appear on almost every other page, and this got really annoying about a third of the way through the book.

Though it is not very long, you may have a better experience not reading every word and just skimming through each chapter. Overall, more disappointed than not.
8 internautes sur 10 ont trouvé ce commentaire utile 
5.0 étoiles sur 5 Great Insights and Action Steps to Retain Talent 28 juin 2014
Par Greg Nance - Publié sur Amazon.com
Format:Relié|Achat vérifié
I highly recommend the Alliance for any business leader looking to recruit and retain top talent. As the CEO of ChaseFuture.com, I oversee a team of 160 and am continually challenged by retention and personnel development issues. The analysis on structuring "transformational tours of duty" is the best advice I've heard in 2014 and will immediately impact our performance reviews and promotion plans.

Read this book to supercharge your talent strategy.
2 internautes sur 2 ont trouvé ce commentaire utile 
5.0 étoiles sur 5 Reframing the employer/employee relationship. 13 septembre 2014
Par Andres Alvarez - Publié sur Amazon.com
Format:Format Kindle|Achat vérifié
"We're happy to have you on the team. We expect a great future. Now, please sign this form that says we can fire you at any time for any reason."

The classic model for employment is gone. The days of job security are no more. While there are benefits to employees being able to easily switch companies, it has slowly created a culture with a problem. The employee/employer relationship has turned adversarial.

Employers are trepidatious to support employee growth because they fear employees are just waiting to hop ship. Employees want to look out for themselves, and have a problem with loyalty when they know they're expendable.

The Alliance addresses these issues and provides a solid foundation for how to reframe the relationship. Yes, spending your full career with a company is no longer likely. That doesn't mean there shouldn't be a lifetime relationship between companies and their employees. The Alliance explains how these can be mutually beneficial.

Companies should accept that most employees are only there for a short time. "Tours of Duty" are a good way to make sure that both the company and employee get the most of their time at the company. Employee networks are becoming more and more valuable. Companies need to be harnessing these to help both themselves and their employees. Finally, companies need to think about how they'll maintain contact with their employees if and when they leave the company.

If any of these sound like issues you've seen as an employer or employee, you definitely need to pick this book up. It's a quick read with a lot of pragmatic advice. It's time we start changing the employment paradigm, and I hope the Alliance catches on.
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