- (video) The 12 names in the drawer
Why your talent management strategy should be about prioritized treatment of individuals.
- (video) Win with prioritized treatment
How you can win the war with prioritized treatment.
- (video) Thanks a Latte
Why it’s impossible to pay-for-performance when you give increases to everyone.
- (video) LinkedIn and the Passive Job Seeker
How brilliant is LinkedIN? Access to the passive job seeker.
- Align Pay with Business Priorities to Reap Rewards
Making sure (compensation) dollars have big bottom-line impact is critical
- Top Performers Boost Your Bottom Line
We can show that attracting and retaining top performers is the differentiator between good and great companies.
- Counter Misperceptions About Pay
“Companies that communicate effectively about pay perform better”
- Compensation Outlook: Focus Moves to Retention
As the economy recovers and businesses performance improves, there is an elevated risk to an organization from a talent management perspective, namely, retention.
- The role of HR in the Company, according to CEO’s
Your CEO wants you to “read my mind” and other advice from CEO’s for HR.
- Salary Negotiation: Avoid the Peanut Butter Approach
Too many companies adopt the peanut butter approach of giving increases, trying to spread the money evenly to everyone.
- You’re Fired! Now You Can Negotiate a Better Severance Package
Understanding the purpose of severance pay and what (if anything) can be negotiated.