by Robert Griffard & Dr. Sumbul Tahir | Nov 21, 2019 | Company Culture
While most people believe they understand what culture means, few can define it. Even business managers may fumble when asked to describe it—triggering heated debates1. This lack of clarity, combined with overconfidence, can turn organizational culture into a cult....
by Robert and Geoffrey Griffard | Aug 13, 2019 | Uncategorized
Compensation management, sometimes referred to as reward management, remains one of the most challenging areas for HR practitioners. Perhaps it is the absolute need for precision, equity, and return on investment involved in it, or the difficulty in arriving at a...
by Robert Griffard | Aug 13, 2019 | Uncategorized
What is your company’s compensation philosophy? Did you know that you have one? Every company has a compensation philosophy. Some are explicitly published by the company while others are implicit in the actions taken by various decision makers in the company. There...
by Robert Griffard | Apr 3, 2019 | Uncategorized
Beliefs That Guide Actions Core values defined simply are the basic beliefs which guide every individual’s actions, whether at work or at leisure. Like individuals, organizations too have core values which help them set apart their culture and influence their strategy...
by Robert Griffard | Mar 18, 2019 | Uncategorized
Antediluvian Beginnings Setting goals in order to achieve a desired end result has been around since Noah built the ark. However, there hasn’t been a wide spread increase in the number of people who do it well since things dried out. Nearly all companies utilize some...
by Robert Griffard | Jan 7, 2019 | Uncategorized
Blog This white paper explains the three essentials of performance management, and discusses: HOW to communicate expectations to employees at every level. WHEN to praise employee successes. WHICH TOOL makes creating year-end reviews simple and quick. FIVE things that...
by Robert Griffard | Dec 14, 2018 | Uncategorized
Recent survey for The Conference Board divided HR professionals into 3 categories. Reactors set and ensure compliance with policies, respond to business needs, and install basic initiatives to manage talent. Partners work toward mutual goals with line managers, share...
Recent Comments