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There is nothing limited about this author's grasp of his subject... Lawler looks at every important aspect of organisational life Financial Times Thursday 7 August 2008

Voted Best Book of 2008 in Human Capital, Strategy + Business Some boards do have committees on human resources, but they typically focus on CEO and executive compensation and perhaps succession planning at the executive level, not on the overall talent strategy and effectiveness of the organization...What is needed is a human capital committee that addresses succession planning for senior management positions and the evaluation of the CEO and the top management team. --as excerpted from TALENT by Edward E. Lawler, III in Directors & Boards There was one chapter in Talent that I found to be really new and interesting. That was the chapter about corporate boards and talent management. Often when we think about boards of directors we think about a room of former CEOs and finance guys who go over number and compliance issues. That's pretty much what Lawler has found in his research as well. But if a company wants to really use its people as its competitive advantage, then these boards of directors have to be informed on the talent management issues within the company. Not only that, but at least some of these board members should have some HR expertise--which according to Lawler's research, is a pretty rare occurrence. --Workforce Management In his book--for those who wish to proceed with HC-centricity--Lawler describes the steps involved in building talent-based organizations. Through generous case studies of companies from Whole Foods to BMW to Siebel Systems, Lawler outlines ways of achieving HC-centric management through approaches he labels 'high involvement' or 'global competitor. --HR Magazine Lawler presents visionary information and examples that any organization can take pieces from. As a whole, Talent is a thought-provoking read. More importantly it is a practical book. Anytime the reader starts to say to him or herself yeah right, that would never work Lawler responds with an acknowledgment of the practicalities and support for optimism. If Lawler's prediction that more companies will turn towards HC-centric organizations then it would be wise to read this book now. --The Employment File, 6/10/2008 A lot of people know a little about Talent. Ed Lawler knows a lot! In fact, he may know more about this topic than anyone I know! There is no better person to provide advice on Talent than Ed Lawler! The world's authority on HR systems - he shows you how to change the people equation in your company! - Marshall Goldsmith is the New York Times best selling author of What Got You Here Won't Get You There - the Harold Longman Award Best Business Book of 2007.

Voted Best Book of 2008 in Human Capital, Strategy + Business Some boards do have committees on human resources, but they typically focus on CEO and executive compensation and perhaps succession planning at the executive level, not on the overall talent strategy and effectiveness of the organization...What is needed is a human capital committee that addresses succession planning for senior management positions and the evaluation of the CEO and the top management team. --as excerpted from TALENT by Edward E. Lawler, III in Directors & Boards There was one chapter in Talent that I found to be really new and interesting. That was the chapter about corporate boards and talent management. Often when we think about boards of directors we think about a room of former CEOs and finance guys who go over number and compliance issues. That's pretty much what Lawler has found in his research as well. But if a company wants to really use its people as its competitive advantage, then these boards of directors have to be informed on the talent management issues within the company. Not only that, but at least some of these board members should have some HR expertise--which according to Lawler's research, is a pretty rare occurrence. --Workforce Management In his book--for those who wish to proceed with HC-centricity--Lawler describes the steps involved in building talent-based organizations. Through generous case studies of companies from Whole Foods to BMW to Siebel Systems, Lawler outlines ways of achieving HC-centric management through approaches he labels 'high involvement' or 'global competitor. --HR Magazine Lawler presents visionary information and examples that any organization can take pieces from. As a whole, Talent is a thought-provoking read. More importantly it is a practical book. Anytime the reader starts to say to him or herself yeah right, that would never work Lawler responds with an acknowledgment of the practicalities and support for optimism. If Lawler?s prediction that more companies will turn towards HC-centric organizations then it would be wise to read this book now. --The Employment File, 6/10/2008 A lot of people know a little about Talent. Ed Lawler knows a lot! In fact, he may know more about this topic than anyone I know! There is no better person to provide advice on Talent than Ed Lawler! The world?s authority on HR systems ? he shows you how to change the people equation in your company! ? Marshall Goldsmith is the New York Times best selling author of What Got You Here Won?t Get You There ? the Harold Longman Award Best Business Book of 2007.

Author Information

Edward E. Lawler III is director of the Center for Effective Organizations at the University of Southern California (USC) and distinguished professor in the USC Marshall School of Business. Named one of the country's leading management experts by BusinessWeek magazine, Lawler is the recipient of the top career achievement awards given by SHRM, ASTD, WorldatWork, and the Academy of Management. He is the author or coauthor of more than forty books, including The New American Workplace, HR Business Process Outsourcing, Treat People Right!, From the Ground Up, Rewarding Excellence, and most recently, Built to Change. His writings have appeared in the Harvard Business Review, Fortune, the Wall Street Journal, USA Today, and the Financial Times, as well as many academic journals.

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