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Inadequately structured jobs create disputes, negative perceptions, inequality, and frustration among employees.  On the other hand, well-articulated jobs, appropriate distribution of work, justified authority levels, and correct estimation of value of individual jobs elevate employee engagement levels, productivity, and job satisfaction.  Organized job levels are a sign of effective Human Resources Management function.

The lack of a structured job design—and ill-defined jobs—renders the organiza

Organizations typically focus on Customer-centric Design in their Strategic Planning and overlook the critical driver of Performance, Growth and Operational Excellence—their employees.  With cut-throat competition now the norm the realization has become clearer that employees are:

• The face of the business and create lasting—or perishing—brand impression.
• Sources of innovation and organizational knowledge.
• Representation of the company’s service philosophy.
• Expected to live by its Organizational Cult

Enterprises worldwide face problems selecting, staffing, developing, compensating, motivating, and sustaining their key talent.  Building a sustainable Talent pipeline is quite strenuous even for large multinationals.

Replicating best practices from somewhere and applying them alone isn’t sufficient for organizations to build a Talent pipeline and achieve Competitive Advantage.  This warrants overcoming arduous challenges associated with this digital age, including:

• Adjusting to varying dynamics i

If you are a business owner, you might be concerned about employee theft. If you aren’t concerned, perhaps you should be.

There are a number of ways that an employee can steal:

• Embezzlement money, inventory or materials
• Skimming – Diverting funds
• Stealing business opportunities, data or trade secrets
• Fraudulent disbursements like check tampering or billing schemes
• Larceny – absolute theft

It might surprise you to find out that employees who steal are not usually new employees. Instead, they are those w

Greta Roberts, CEO, Talent Analytics, Corp.

It’s exciting to watch advances in predictive and prescriptive employee solutions. Workday recently announced the release of an application enabling employers to “identify which employee is likely to quit, and what options need to be considered to retain that person”.

Workday is not the first to announce Flight Risk Scores of current employees. Many top Talent Management solutions have made similar announcements in the past several months. It’s a step

With Health Insurance and Healthcare costs continuing to skyrocket and access to trained Doctors decreasing, something needs to change.  The current system is expensive, wasteful, and inefficient.  We are proposing a new Gatekeeper Model that will provide Employees greater access to Doctors at a fraction of the cost with far better outcomes.

The Traditional Gatekeeper Model for Healthcare?

What was the traditional Healthcare Gatekeeper Model?  The Alliance for Health Reform guidebook defines the g

A Custom Combination of 24/7 Expert Medical Advice From Trained Emergency Professionals and Professional Strength Medical Supplies Providing cost-savings with a Verifiable ROI!

Is your Business Model Sinking?

This Post is the first in a set of two Posts looking at PPACA - Sometimes referred to as Obamcare or ACA.  

1) This first Post is to provide background on PPACA with Links to valuable information to answer questions for Brokers, Employers and Carriers.

2) The second Post will provide a Workable, Efficient, and Cost-Effective Strategy for Brokers and Employers to deal with PPACA/Obamacare for the 2013 Plan Year and Beyond.  The time to get started is now!  This will be Posted on Friday after your T

The days of slowly and reluctantly accepting change are over for Brokers and Carriers in the Health, Life, and Voluntary Benefit  Markets.  Forces that are out of their control have taken over! 

For decades the Health and Life (H&L) Insurance Markets - Including the Insurance Carriers, Brokers/Agents, and Service Providers - have reluctantly accepted change on an Evolutionary Basis. While competition was stiff, most parties were enjoying a stable and profitable marketplace utilizing the same

I am a former Stock Options Market Maker on the CBOE and the Pacific Stock Exchange. I and some others used a strategy of identifying mis-priced calls and puts. We sold the over-priced and bought the under-priced and then hedged to reduce risk.

After noticing that the millions of employees who have been granted equity compensation by their employer/company and their advisers have little understanding of the value that these employees have, the risks of losing that value and how to manage those po

While Voluntary/Worksite benefits have been around for years - I started getting my feet wet in 1986 -  the number of "Choices" in Carriers and Plans has grown dramatically!  There's more Demand, more Choices, and more Responsibilities!