Files: Goldsmith & Carter Best Practices in Talent Management (two copies — dedupe) · Mulligan & Taylor Talent Keepers · Bhattacharyya The Magnetic Organization · McKeown Retaining Top Employees · Dubinsky & Skinner High Performers: Recruiting & Retaining Top Employees · Bussin Remuneration and Talent Management. Tradition: Practitioner talent-management / retention / reward Stance toward Performix: Mostly leave-out — practitioner case studies overlapping the turnover canon (#07); comp content belongs upstream Read depth: front matter + TOC framing
What it says (grounded)
- Goldsmith & Carter — Best Practices in Talent Management: edited case studies (e.g., Microsoft SMSG high-potential redesign, coaching as primary HiPo development) on "attracting, retaining, and motivating top talent." Practitioner/anecdotal, not method.
- Bussin — Remuneration and Talent Management: reward + talent integration; "the acute tension between attracting and retaining talent, and how best to pay for it"; total reward → "Total Committed Investment"; employee value proposition; employee-engagement chapter.
- Talent Keepers / Magnetic Organization / McKeown / Dubinsky & Skinner: practitioner retention/engagement guides (attract-engage-retain top performers).
Contrast with the Performix thesis
| Performix commitment | Cluster position | Verdict |
|---|---|---|
| Diagnostic, not laundry-list | Best-practice case lists | Contrast |
| CAMS binding constraint | None | Contrast |
| Psychometric-first / AI-as-consumer | Practitioner, not measured | Contrast |
| Three levers | Retention (exit-risk) + attraction — but the science is already covered by the turnover canon (#07) | Redundant |
| ops→value / IP boundary | Bussin's comp/remuneration belongs to toolbox/Job-Pay, not Performix | Out of scope here |
Extractables
- Little unique. The retention science is in #07 (Mobley/Hom/Griffeth/Allen); the comp material is upstream (toolbox/Job-Pay, [[project_job_pay_guide_google_finance]]); Performix surfaces value, not raw reward ([[project_performix_translates_ops_to_performance_value]]).
- Possible single pull: "employee value proposition" framing (Bussin) cross-refs the Attraction instrument ([[project_attraction_measure_brand_plus_reverse_exit]]) — note, don't ingest the whole book.
Content seeds
- Minor — could source one practitioner anecdote for an Attraction/retention article; otherwise nothing the canon doesn't cover better.
Curation call
- Leave out the whole cluster (and delete the duplicate Best Practices in Talent Management). Revisit only if an Attraction/retention article needs a named practitioner case. Comp titles (Bussin) are out of Performix's IP scope regardless.