FINDING AND KEEPING GREAT EMPLOYEES --- by Jim Harris. Amacom, 1999
    PREFACE (pxi-xvi)

    ACKNOWLEDGEMENTS (pxvii)

    PART 1 --- THE POWER OF FOCUS

      1) The great challenge (p1-)

      2) The culture connection

    PART 2 --- THE FOUR "CORE CULTURES"

      3) A culture of "Customer Service"

      4) A culture of "Innovation"

      5) A culture of "Operational Excellence"

      6) A culture of "Spirit"

    PART 3 --- FINDING GREAT EMPLOYEES

      7) Best Practices in Staffing

        Eight Best Practices in Staffing

      8) Staffing Best Practices in Action

        Putting What's Best Into Action

      9) Aligning Staffing to Core Culture

        [1] Customer Service Culture

        [2] Innovation Culture

        [3] Operational Excellence Culture

        [4] Spirit Culture

    PART 4 --- KEEPING GREAT EMPLOYEES

      10) Retention --- best practices

        Eight Best Practices in Retention

      11) Retention --- best practices in action (p167-)

        Putting What's Best Into Action

      12) Aligning retention to core culture

        [1] Customer Service Culture

        [2] Innovation Culture

        [3] Operational Excellence Culture

        [4] Spirit Culture

    PART 5 --- GETTING AHEAD (p201-208)

      13) Leading the charge (p203-208)

        [1] Clearly embrace one core culture

        [2] Prioritize your alignment efforts

        [3] Obtain employee feedback on alignment

        [4] Create alignment initiatives

        [5] Implement alignment initiatives

        [6] Monitor and evaluate alignment initiatives

      Moving forward --- You must move forward! You face, on a daily basis, the great challenge of finding and keeping great employees!

      The longer you do nothing, the worse the "cycle of disconnection" within your organization becomes. Hiring simply for "job fit" is not sufficient to meet the challenge.

      There is only one option --- ALLIGNMENT

      To gain long-term competitive advantage, organizations must provide deep, long-lasting, and "purpose-driven focus" so that applicants and employees can best connect to their company and their jobs.

      This book provides the "information tools" you need to move forward and create those powerful "connections" so that you can find and keep great employees through allignment.

    RECOMMENDED READINGS (p209-214)

    INDEX (p215-)

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