Table Of ContentPraise for The Talent Manifesto
“RJ Heckman’s brilliant book, The Talent Manifesto, challenges conven-
tional notions of talent management: It isn’t having talent, but deploy-
ing the most talented people in the right roles that gives your company
strategic advantage and then inspiring them to superior performance.
Heckman shares his vast wisdom and experience in enabling organiza-
tions to develop their superior talent.”
—BILL GEORGE
Harvard Business School Professor,
former Medtronic CEO
“RJ Heckman practices what he preaches. His talent solutions start with
the leadership needed to execute strategy, he brings data on people and
teams to the conversation, and his thoughts are practical at implementa-
tion. If you are trying to align talent with execution to get better results,
this is your book.”
—DR. MARC BITZER
Chief Executive Officer
Whirlpool Corporation
“Heckman presents a simple and powerful approach for what organiza-
tions really need—a coherent and unified perspective to create real value
for CEOs and CHROs. An essential ‘compass and navigation chart’ for all
business folks who mean ‘business’!”
—SATISH PRADHAN
former Group Head of HR
Tata Group
“A must-read for CEOs and CHROs eager to transform with intention
their talent strategy in order to optimize their business performance,
while navigating through a hypercompetitive global landscape.”
—CHANTAL VEEVAETE
retired SVP of
Human Resources, Phillips 66
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THE
TALENT
MANIFESTO
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THE
TALENT
MANIFESTO
HOW DISRUPTING PEOPLE
STRATEGIES MAXIMIZES
BUSINESS RESULTS
RJ HECKMAN PhD
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CONTENTS
Acknowledgments ................................. ix
Introduction .......................................1
PART 1
Principles of the Talent Manifesto
CHAPTER 1 Talent Strategy ...................................15
CHAPTER 2 Data .............................................33
CHAPTER 3 User Experience ..................................53
PART 2
Applying the Principles to Talent Processes
CHAPTER 4 Performance Management ..........................67
CHAPTER 5 Learning Development ............................77
CHAPTER 6 Succession Planning ...............................99
CHAPTER 7 Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .115
CHAPTER 8 Talent Acquisition ...............................131
CHAPTER 9 Employee Engagement ............................147
CHAPTER 10 HR Technology ..................................161
vii
viii CONTENTS
PART 3
Bringing It All Together
CHAPTER 11 Role of Boards ...................................171
CHAPTER 12 The Talent Waltz .................................189
Notes ...........................................203
Index ...........................................209
ACKNOWLEDGMENTS
This project would have never happened without the love and sup-
port of my family. My wife, Eileen, and children Ella and Nick are
the daily source of my energy and drive to be “BeTTY” (better
today than yesterday). My parents and sister, Carrie, are great leaders and
talent practitioners who have had success implementing the principles in
this book. In many ways I am walking down their well-worn paths as pro-
vocateurs and entrepreneurs. I thank my entire family for providing me
with the opportunity and support to chase my dreams.
My professional experiences have been many, varied, and rich due to
collaborations with dedicated colleagues from all over the world at legacy
Personnel Decisions International and Korn Ferry since it acquired PDI.
Our organization is filled with brilliant people who help organizations to
optimize performance through talent every day. This book started as a
collaboration years ago with a good friend and colleague, Dennis Jones.
Like me, Dennis drew his ideas as much from his work as a CEO as from
his consulting and academic experiences. His ability to integrate great
ideas into a meaningful and practical whole that improves individuals’
lives and organizational performance is second to none. Although he is
now retired, I am grateful that some of his ideas, humor, and creativity
will live on in this book.
Other contributors to this book who deserve thanks include my assis-
tant, Katelin Shiels, whose tireless efforts to edit drafts and keep a wide
range of client and writing commitments on track have helped me to hit
editorial and publisher deadlines. I also thank the McGraw-Hill staff,
especially Donya Dickerson and Amy Li, for taking a risk on me as a first-
ix
