UPS delivers on home‐grown talent: Starry‐eyed or just blind to who can do a great job?
Human Resource Management International Digest
ISSN: 0967-0734
Article publication date: 1 December 2005
Abstract
Purpose
The purpose of this paper is to reviews the latest policies in recruitment and retention, paying particular attention to initiatives at UPS.
Design/methodology/approach
This briefing is prepared by an independent writer who adds his own impartial comments and places the articles in context.
Findings
Hiring the most highly‐qualified candidate for a job, whether recruiting from a prestigious business school or tempting a “star” performer from a rival company, may be counter‐productive. Some organizations have come to the conclusion that “good quality” rather than “star quality” recruits stay longer, and that nurturing and developing talent rather than buying it in, is the best way forward.
Practical implications
Provides plenty to interest top executives who specialize in recruitment and retention.
Originality/value
Illustrates why talent management should be high on the human resource agenda.
Keywords
Citation
Beal, B. (2005), "UPS delivers on home‐grown talent: Starry‐eyed or just blind to who can do a great job?", Human Resource Management International Digest, Vol. 13 No. 7, pp. 34-37. https://doi.org/10.1108/09670730510627485
Publisher
:Emerald Group Publishing Limited
Copyright © 2005, Emerald Group Publishing Limited