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- A practical guide to SEC ï¬nancial reporting and disclosures for successful regulatory crowdfunding
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- Building an AI First Snack Company: A Hands-on Generative AI Exercise
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Rethinking the 'War for Talent'
內容大綱
An implicit assumption of the "war for talent" perspective is that departing workers are lost to competitors. Managers should consider two criteria -- the destination and knowledge of departing employees -- when determining how best to handle worker turnover. There are four different scenarios. In the first, employees with knowledge that is generic or of low strategic importance leave to join competitors. This hampers the productive capacity of an organization, while increasing that of its competitors. Defensive maneuvers (such as improving employee benefits) are recommended. In the second scenario, employees possessing knowledge that has low strategic importance depart to join cooperators. Administrative and human-capital costs are incurred that must be weighed against possible social-capital benefits -- the new business opportunities that can be generated by ex-employees in their new jobs. Companies are advised to adopt relational actions to maintain positive relationships with these former employees. The third scenario -- employees with strategically important, company-specific knowledge resign to take jobs with competitors -- is potentially the most damaging form of turnover. Companies might emphasize retaliatory actions (such as the threat of lawsuits to enforce non-compete clauses in contracts) in addition to defensive maneuvers to retain crucial employees. In the fourth scenario, employees with strategically important, company-specific knowledge leave to work for cooperators. Because this loss incurs high administrative and human-capital costs, companies have a strong incentive to adopt defensive strategies to reduce such turnover. But this can also lead to opportunities for businesses to expand their social capital with important clients and suppliers. Therefore, when defensive maneuvers fail, a company should consider adopting a relational approach, maintaining positive relationships with departing employees as they transition into their new jobs.