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Table of Figures
by Lisa Edwards, Jack J. Phillips
Managing Talent Retention: An ROI Approach
Table of Figures
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Prev
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Managing Talent Retention
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List of Tables
,
Table of Figures
Figure 1.1.
Traditional Talent Management Process
Figure 1.2.
Talent Management System
Figure 1.3.
Competencies and the Talent Management System
Figure 1.4.
Selection System for Commercial Banking Officer
Figure 1.5.
Performance Management System Example
Figure 3.1.
ROI Approach to Managing Talent Retention
Figure 3.2.
The ROI Methodology
Figure 4.1.
Avoidable vs. Unavoidable Turnover
Figure 4.2.
Dysfunctional vs. Functional Turnover
Figure 4.3.
Targets for Turnover Rate for Critical Talent
Figure 4.4.
Building a Customized Benchmarking Project
Figure 4.5.
How Talent Departure Relates to Tenure
Figure 4.6.
The Correlation Between Intention to Leave and Actual Departure
Figure 4.7.
Recommended Reporting Options
Figure 5.1.
Employment Cycle for a Six-Month Critical Employee
Figure 5.2.
Turnover Iceberg
Figure 5.3.
Major Cost Categories
Figure 5.4.
Customer Service Consequences of Turnover
Figure 6.1.
Employee-Job Factors and Retention
Figure 6.2.
Analysis of Records Leads to More Analysis
Figure 6.3.
Example of a Fishbone Diagram
Figure 11.1.
Allocation of Turnover
Figure 11.2.
Causes of Turnover
Figure 11.3.
Pareto Chart on Turnover
Figure 11.4.
Matrix Diagram of a Plan to Reduce Turnover
Figure 12.1
ROI Possibilities
Figure 12.2.
Basic Model for Capturing Data for Pre-Project Forecast
Figure 13.1.
ROI: The Pieces of the Puzzle
Figure 13.2
The ROI Process Model
Figure 13.3.
The Linkage of Objectives, Evaluation, and Analysis
Figure 14.1.
Timing of Feedback for a Six-Month Retention Project
Figure 14.2.
Building Blocks for Overcoming Resistance
Figure 17.1.
Participants’ Reactions to Pilot Study
Figure 17.2.
Percent Agreement Pre-Program vs. Post-Program
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