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You Don’t Want To Hear This
When working with a client new to the international stage, or an organization with only a small employee footprint overseas, one of the pressing challenges that compensation practitioners face is educating leadership as to what to expect when dealing with international rewards. Of special note is the quandary of obtaining reliable sources of foreign compensation data.
For most U.S.-based companies determining the market price of their employees is a consistent need; to determine the competitive, comparative value of local jobs. To do this you need to know what similar jobs are paying within each country.
Many corporate practitioners begin their global study not anticipating a problem, as theyre accustomed to working with U.S.
Wanted: Non Jerks
I’ve written endless stories about how tough hiring managers and HR folks have become when it comes to job applicants. They don’t want smokers, fatsos, people with bad credit, excons, and too old or too young workers. And forget about landing a job if you’re unemployed.
I know all this makes you grumpy, but you’ve got to get happy, and fast.
A job requirement that seems to be showing up in more help wanted ads lately is — NICE. Yes, empl
Transform HR Into a Revenue-Impact Function to Increase Your Strategic Impact
Note: I’m writing this “think piece” as part of a series of articles designed to expand your thinking about strategic HR.
HR and talent management leaders are constantly striving to become more strategic. But more often than not it seems that when they are presented with a strategic alternative that really breaks new ground, they retreat and stick with the status quo. Howev
You Can’t Handle the Truth
Do you remember this line from the movie “A Few Good Men?” Jack Nicholsonwas telling Tom Cruisethat average folk couldn’t deal with the harsher facts of life. As a result, higher ups would tell them what they wanted to hear. They would offer excuses, verbal hedges that sidestepped reality and offered the illusion of comfort.
Today we remain stuck in the mire of a severe economic malaise, a situation that is causing enormous employment anxiety, deep concern for the future and perhaps more than a few sleepless nights. As or
Clocking in again, and again
The jobless figures from the Department of Labor this morning offered some hope. The overall unemployment rate dipped to 8.5 percent, the lowest level since 2009.
What wasn’t hopeful was growth in the number of people holding multiple jobs.
It’s one of the stark realities of today’s job market. Good-paying jobs are being lost, and many aren’t being replaced. As a re
Eternally Stagnant Recruitment and Some Ideas to Overcome It
Recruiting never seems to change very much. As I have often written, even with computers, smart phones, cheap video, big bandwidth, and years of accumulated experience, the way we look for people and select them looks very much the same as it looked 50 years ago.
The question is: why haven’t these tools and technologies made any significant difference?
If we look at other professions, it is clear that technology is not what makes the real difference. Take building as an example. Using only primitive hand tools, carpenters and masons from Roman times on crafted buildings that are enduring and emulated. T
To Err is Human; Making up for it in a way that strengthens your brand, divine.
Businesses spend millions of dollars every year to create bigger, louder, and more unique and memorable marketing experiences to attract new clients. They work to carefully and painstakingly plan out touchpoints and client journeys, engagements and events, with the goal of hitting just the right note at just the right time when they’re trying to win you over to their brand.
But while that’s all fine and good – for us and for them – it’s only half of the equation. The other half is how your brand responds after a messed up a client interaction.
A significant part of your brand’s reputation is built on what you do after you’ve made a mistake.
Not long ago. a financial s