<DIV>Companies have excelled by treating customers as "markets of one"-offering them personalized buying experiences. But in managing talent, most firms still use one-size-fits-all HR practices. With today's diverse workforces, this approach is preventing organizations from attracting, retaining, and leveraging top talent.<BR><BR>In Workforce of One, Susan Cantrell and David Smith show how exceptional companies are tailoring work experiences to employees' talents and interests-customizing job duties, training, recognition, and even compensation, work schedules, and performance appraisals. Their reward? Lower turnover, greater productivity, improved profit margins.<BR><BR>The authors present four customization strategies: <BR><BR>-Segmenting your workforce; for example, by life stage and learning style <BR><BR>-Offering modular choices; e.g., choices regarding rewards, learning needs, or job duties <BR><BR>-Defining broad and simple rules, such as evaluating work by outcomes, not time invested, or hiring for potential in addition to specific skills <BR><BR>-Fostering employee-defined personalization, whereby employees define their own people practices (e.g., using peer-to-peer technologies to learn from one another) <BR><BR>Drawing on extensive proprietary research, the authors explain how to combine aspects of all four strategies to address your organization's unique needs. <BR><BR>Improving workforce performance through customized work experiences is the holy grail of the HR function. This book shows you how the workforce-of-one approach positions your</DIV>