What Training Leaders Can Learn from a Design Thinking Approach

Rallyware

The Design Management Institute has developed a market index to track how design-focused companies perform relative to the S&P 500, and the results were impressive: the former outperformed the latter by 219% over the past 10 years. Talent management.

Can Blind Help Open HR’s Eyes?

HRExecutive

” Taking a quick spin on the Blind public site —which displays limited posts—one can find several categories, some personal (managing money, food and travel) and many focused on work- and workplace-related issues (office life, women in tech, compensation, career).

How Betty Crocker Thinks about Compensation

Compensation Cafe

Why ask managers and employees about how they understand pay for performance, when you're not planning to change the performance management process any time soon? I've finally come up with a good comparison that I want to share with you.

Prejudice Perpetuated by Prior Pay Pattern

Compensation Cafe

Legislative initiatives to ban questions about past salary during the employment application screening process keep popping up. For Management : Why ask for prior pay history in the recruiting process?

BirdDogHR Expands Job Distribution via Glassdoor Alignment with Google Jobs

BirdDogHR

BirdDogHR has a very unique relationship with Glassdoor in comparison to other ATS offerings on the market. Make Succession Management a Priority August 22, 2017. Background Screening. (1). Learning Management. (6). Performance. (17). Risk Management. (3).

Cafe Classic: Why Secretaries Are Paid Differently

Compensation Cafe

The secretary has a unique function, performing whatever tasks the supervisor needs, frequently before he or she even thinks of it. As many as 25% of Administrative Assistants are male, which tends to inflate pay, even though they may perform substantially the same duties as a secretary. .

client pressured me into buying lingerie, employee thinks “thanks” is positive feedback, and more

Ask a Manager

But even if those things were rude to say (and they’re not), they pale in comparison to the rudeness of what your client and her friend were doing. This is leading him to push back against the performance management that I am going through with him, becuase his work is in fact unacceptably poor. Rather, your bar for success is “Fergus brings his performance up to a good level quickly or we transition him out.” Can you screen-share?