title: [Book Sharing] The Talent Management Bible - Learning Best Practices from Fortune 500 Companies
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date: 2022-12-08 00:00:00 UTC
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canonical_url: http://www.evanlin.com/reading-the-bible-of-people-management/
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[](https://moo.im/a/3hkxGQ "The Talent Management Bible")
The Talent Management Bible - Learning Best Practices from Fortune 500 Companies
Author: Wang Guanjun et al. Publisher: Global Views Monthly Publication
Published Date: 2018/08/29 Language: Traditional Chinese
#### Recommended Book Purchase Website:
- [Readmoo Online Book Purchase](https://moo.im/a/3hkxGQ)
# Preface:
This is the twenty-second book I've finished reading this year. I hadn't started reading new books for a while, and it happened that the company's club had a book-buying month, so I looked for a few new books to read. This book, originally, my wife wanted to buy it. So I thought I'd buy it along with her and finish reading it.
Talent management is not just the responsibility of HR. It's a part that every department manager (also known as a People Manager) needs to be responsible for. For those in the department who have many HR-related questions, you can understand the whole picture through this book and truly know how HR thinks about some daily personnel management content.
# Content Summary:
Xu Shuyang, the General Manager of 保聖那 Management Consulting Company, following the publication of "What CEOs Don't Want from You," "What CEOs Care About Most," and "Attitude Lectures," led 13 domestic HR management authorities to jointly plan and write "The Talent Management Bible." They address various issues encountered by companies from an HR management perspective, helping companies break through bottlenecks, improve themselves, and successfully transform.
In recent years, various industries that once played the role of the engine for Taiwan's economic take-off are facing the dual challenges of international emphasis on professional division of labor and the rise of the ten ASEAN countries and mainland China, making transformation and breakthrough imperative. In the process of transformation and breakthrough, all aspects of the organization should be closely integrated with human resources, so human resources will play a key factor in the successful transformation of the enterprise.
This book integrates the valuable experience of 13 senior human resource managers who have served in Fortune 500 companies and major well-known enterprises, divided into five major areas, detailing the various problems HR encounters within the enterprise and their solutions, and then through insights, allowing readers to understand the thinking logic of HR when making decisions in different situations, providing a reference for business owners, HR, or young people who want to develop internationally in the future.
The book is presented with a combination of actual cases and professional analysis, allowing readers to
## 【Part 1】Great Questions on Talent Management Guidelines
This chapter talks about the most basic rules of talent management, respectively from:
- Corporate Vision
- Employees' thoughts on choosing a job
- How to value talent management
- Related rules
- Labor-management relations
To start thinking internally about why talent management is important and how to achieve talent management guidelines.
## 【Part 2】The First Step to Success: Finding Mr. Right
I think this chapter is quite interesting. It starts by mentioning that HR can actually have marketing concepts and related creative foundations, for the company's community, and recruitment-oriented related skills. These can give HR more incentives in the company's recruitment and can also make it easier to reach the talents the company wants.
Next, how to recruit with new thinking in the digital age. It mentions here:
- Turning resigned employees into the company's best publicity.
- Cross-domain talents
- After the interview, it is still a good opportunity to observe talents.
## 【Part 3】The Tricks of Talent Management
Performance evaluation (performance management) needs to pay attention to the following:
- Disadvantages of forced formalization
- Position and expectations
- To be promoted to a certain position, you first need to have (demonstrate) relevant abilities
Methods to boost morale at the year-end party:
- Through the year-end party, convert it into training expenses for colleagues' performances
- Let colleagues cooperate with each other and become unforgettable memories.
Internal HR consultant's big turnaround:
- HR as a survey to address agitation
- Counseling for non-professional aspects
Retention bonus: The final surgical operation, but the effect is the lowest.
## 【Part 4】Helping Enterprises Transform and Metamorphose
Enterprise transformation should be promoted from the top. No matter how the basic personnel and processes are modified, if the mindset of the supervisors does not change, the enterprise transformation will be difficult.
The original time clock system of large factories caused trouble because of the queue for the time clock. Instead, after personnel registration, it is left to the supervisors for related operational space, which can increase production capacity. And the first-line supervisors can also exert their management capabilities. And there needs to be a corresponding supervision method to avoid fraud.
Before the merger, confirm that your "people" are not a problem. Whether it is the state of maladaptation after the merger, or some pain and speculation before the merger. As long as the talents are correct and can be smoothly transformed and merged, they can truly achieve results.
## 【Part 5】The Key to Enterprise Longevity──Talent Development
Benefits of internal rotation:
- Save labor costs (recruitment and related training)
- Increase work skills
- Virtuous cycle
About internal training:
- Training is an investment
- Recommend external teachers as the main
- 10, 20, 70 rule
- 10 Formal classes
- 20 Interactive learning
- 70 Concrete practice
# Thoughts
This book uses the perspective of HR personnel managers to share relevant case observations and insights, and through the projects and analysis of different personnel managers. As someone who is not in HR, I also feel very rewarding. There are many places mentioned inside that I also agree with. The company's HR department is often the first (and possibly the last) window for many employees. Many personnel regulations are also very important. There is even a chapter about the story of an HR director becoming a CEO, which I also agree with. Although HR colleagues may not necessarily have the main skills in finance, technology, or even marketing. But they have the company's most important asset, which is the trust of the personnel. They also have the ability to manage personnel. For all friends who are interested in HR-related fields, and for managers who want to learn how to manage talent, or even assist in talent development.
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