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Why your talent management strategy should be about prioritized treatment of individuals.
How you can win the war with prioritized treatment.
Why it’s impossible to pay-for-performance when you give increases to everyone.
How brilliant is LinkedIN? Access to the passive job seeker.
Making sure (compensation) dollars have big bottom-line impact is critical
- We can show that attracting and retaining top performers is the differentiator between good and great companies.
- “Companies that communicate effectively about pay perform better”
- As the economy recovers and businesses performance improves, there is an elevated risk to an organization from a talent management perspective, namely, retention.
- Your CEO wants you to “read my mind” and other advice from CEO’s for HR.
- Too many companies adopt the peanut butter approach of giving increases, trying to spread the money evenly to everyone.
- Understanding the purpose of severance pay and what (if anything) can be negotiated.