Corporate Reputations, Branding and People Management 22. This book is essential reading for CEOs, marketing and HR practitioners who are serious about making a valued contribution to the success of their organization. This book outlines the future scope and contribution of human resources to business strategy. It is one of the first serious studies of the corporate landscape and is very well researched and practical. I hope you get as much out of this book as I have. | 194 Corporate Reputations Branding and People Management motivation performanceand in livingthebraad . Unless data were made available to HR senior managers and line managers on these issum. there is no w of knowing it this was te ease nor of tackling what haUcorne iebo regardeOasanemployeesngntonle-tion problem. We have already discussed in Chapter 4 some of the issues of data collection and analysis that were part of the problem we were faced Wtb in tackling the case. More importantly however the casealsoraioes rhetp wOal quesdooiwhiu do wedo with the dooa eo improve motive To heio es address th hues tion we eoaik-ieestiniedevkiopn-enisia segrnencationthoove and practiceiheo proven usehulin thinOing about the seeHOSe problems of the case. 1 Developments in segmentation approaches As discussed in Chapter 5 the evidence for the architectural approachisquite convincing though just because firms manage different groups ne the seœ sontpany difTeseotle sioes not always poino os eet tatenUtrO eeferent and effective design seso-egy. Indeed accosOisr to a wids-rangmn seeinn ef ren-assO on the links brtweenHR dnnpestormance tOh hs - ta the opposiae dkenOnn tMorckington ans. e . f e s . 2005 . Moreover ta sanea it lerdsto m-Sdihnsfomperisoacastd endemic emptoyoe 0 emblemt .ires fefers in the war for taleet sedsot the anseess of wtonene. Hooeeee among many praisS0onene more are sonsietem sells fee .sgmtatames to managw -hob- resHuren suetege accwittao to k ewhi- tectnral prindpoes. Them heed been at. leest. sta reeeg0imposa-tant contributions in that direction all of which are relevant to the Banco c is - tn iox 64 1 Modifications to th e original archite ctu ml framework byLepakandSnell toconsider knowledge flows as well as knowledgectocks Morris al. 2005 . Chapter 6 HR strategy and the employment relationship 195 - Understendsng different employees lifestyles wants and expectations to create segments. 3 Workforce segmentation and talent management Huselid et al. 2005 . .
