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Foreword | |
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Talent Management as a System in the Organization | |
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The Systems Approach to Talent Management | |
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The Talent Management System--Building Block of the Human Capital Asset | |
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What Makes Talent Management Possible? | |
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Introduction | |
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Workforce Dynamics | |
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The Talent Management Process | |
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Trends | |
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Risks | |
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The New Primacy of Talent | |
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Impact on Organizations | |
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The Talent Management Organization | |
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Asset: A Valuable Item That Is Owned | |
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But Can Talent Be Managed as a Resource? | |
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The Talent Management Imperative: People and Technology | |
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The Evolution of HR in the Organization | |
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Demographic Certainties | |
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Competition for Foreign Skilled Workers | |
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Conclusions | |
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Best Practices in Technology-Enabled Talent Management | |
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Online Recruiting and the Birth of Talent Management Systems | |
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The World Wide Web | |
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Talent Management Defined | |
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Summary of Best Practices in Talent Management | |
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Basic Best Practices | |
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Advanced Best Practices | |
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The Selection Process | |
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Customer References | |
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Vendor Visits | |
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After Selection | |
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Conclusions | |
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Corporate Career Site Best Practices | |
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Branding | |
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Utility and Information | |
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Self-Selection, Screening and Sorting | |
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Employee Testimonials | |
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Intranet Career Sites | |
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Candidate Experience, Diversity and Relationship Management | |
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Viral Marketing | |
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Specialized Recruitment Sub-Sites | |
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Navigation and Ease of Use | |
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Global Recruiting | |
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Corporate Career Sites: A Final Note | |
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Conclusions | |
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Talent Management Solutions: Overview | |
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The Three Types of TMS Vendors | |
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TMS: The Basics | |
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The Supply Chain Analogy | |
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Global-Ready TMS | |
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Resume Processing | |
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TMS and the Intranet | |
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ROI | |
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Conclusions | |
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Screening, Sorting and Ranking Applicants | |
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Self-Selection through Online Job Advertising | |
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Prescreening Questionnaires | |
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Profiling Candidates' Skills, Competencies, Education and Experience | |
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Advanced Automated Screening and Sorting | |
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"Off-the-Shelf" Skill Libraries | |
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Assessments and Online Testing | |
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Background Checking | |
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Conclusions | |
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Searching and Candidate Sourcing | |
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Candidate Mining on the Web | |
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Automated Employee Referral Plans | |
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Intranets | |
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Conclusions | |
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Talent Relationship Management and Workforce Planning | |
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Workforce Planning | |
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Conclusions | |
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Legal, Ethical and Fairness Concerns in E-Recruitment | |
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Choosing the Right Tests | |
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Accessibility | |
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Workers with Disabilities | |
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Privacy | |
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Equal Employment Opportunity, Affirmative Action and Talent Management Systems | |
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Making It Easy | |
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Select the Right TMS for the Job | |
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Establishing EEO Capture in Your TMS Workflow | |
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Conclusions | |
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Contingent, Contract, Temporary and Hourly Workers--Total Workforce Acquisition | |
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Contingent Workforce Management Automation | |
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The State of the VMS Industry | |
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VMS Value | |
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Specific VMS-Enabled Cost- and Time-Savings Potential | |
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A Note of Caution | |
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Management of the Process and Technology | |
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Pricing Models | |
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Other CWM Technologies and Tools | |
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Staffing Exchanges | |
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Professional Employment Organizations | |
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Implications of CWM for Human Resource Professionals | |
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Hourly and "High Volume" Workers | |
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Integrated Contingent, Hourly and Permanent Workforce Acquisition | |
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Conclusions | |
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Outsourcing | |
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Offshore Outsourcing | |
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The Disadvantages | |
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Conclusions | |
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Usability, Implementation, Data Security and Reporting--Talent Management System Essentials | |
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Ease of Use | |
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Employee Portals/Self-Service | |
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Configuration and Customization | |
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Planning, Change Management and Implementation | |
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Integration and Open Source Software | |
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Application Service Providers | |
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Security of Data | |
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Reporting and Metrics | |
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Customer Service and Technical Support | |
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The TMS Team | |
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Internal Resources | |
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Choosing a TMS Vendor | |
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Conclusions | |
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Index | |