{"id":2211,"date":"2020-03-07T14:55:05","date_gmt":"2020-03-07T07:55:05","guid":{"rendered":"http:\/\/bbs.binus.ac.id\/management\/?p=2211"},"modified":"2020-03-20T15:21:36","modified_gmt":"2020-03-20T08:21:36","slug":"attracting-and-retaining-the-right-talent-2","status":"publish","type":"post","link":"https:\/\/bbs.binus.ac.id\/management\/2020\/03\/attracting-and-retaining-the-right-talent-2\/","title":{"rendered":"Attracting And Retaining The Right Talent"},"content":{"rendered":"<p><span style=\"font-size: 14px\">Why is talent important?<\/span><\/p>\n<p>Superior talent is up to eight times more productive<\/p>\n<p>It\u2019s remarkable how much of a productivity kicker an organization gets from top talent. A recent study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones.2 Studies of businesses not only show similar results but also reveal that the gap rises with a job\u2019s complexity. In highly complex occupations\u2014the information- and interaction-intensive work of managers, software developers, and the like\u2014high performers are an astounding 800 percent more productive.<\/p>\n<p>Suppose your business strategy involves cross-functional initiatives that would take three years to complete. If you took 20 percent of the average talent working on the project and replaced it with great talent, how soon would you achieve the desired impact? If these people were 400 percent more productive, it would take less than two years; if they were 800 percent more productive, it would take less than one. If a competitor used 20 percent more great talent in similar efforts, it would beat you to market even if it started a year or two later.<\/p>\n<p>Suppose your business strategy involves cross-functional initiatives that would take three years to complete. If you took 20 percent of the average talent working on the project and replaced it with great talent, how soon would you achieve the desired impact? If these people were 400 percent more productive, it would take less than two years; if they were 800 percent more productive, it would take less than one. If a competitor used 20 percent more great talent in similar efforts, it would beat you to market even if it started a year or two later.<\/p>\n<p>And the scarcer top talent becomes, the more companies that aren\u2019t on their game will find their best people cherry-picked by companies that are. In future, this will be even more likely, since millennials are far less loyal to their employers than their parents were.<\/p>\n<p>Talent matters, because its high value and scarcity\u2014and the difficulty of replacing it\u2014create huge opportunities when companies get things right.<\/p>\n<p><a href=\"\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/attracting-and-retaining-the-right-talent\">Reference: https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/attracting-and-retaining-the-right-talent<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Why is talent important? Superior talent is up to eight times more productive It\u2019s remarkable how much of a productivity kicker an organization gets from top talent. A recent study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones.2 Studies of businesses not [&hellip;]<\/p>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2211","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/posts\/2211","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/comments?post=2211"}],"version-history":[{"count":1,"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/posts\/2211\/revisions"}],"predecessor-version":[{"id":2212,"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/posts\/2211\/revisions\/2212"}],"wp:attachment":[{"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/media?parent=2211"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/categories?post=2211"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bbs.binus.ac.id\/management\/wp-json\/wp\/v2\/tags?post=2211"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}