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For many companies, their people and reward strategies are under pressure to keep up with the changing business environment and increasing demands of activist investors. So how can companies tune theses important strategies to meet new and growing demands?
The Grahall 2013 People Strategy Survey will explore in depth the connection between people strategy and business success. You are invitied to join us in this endeavor by clicking here to access the survey tool.
Grahall has created the People Strategy Survey because, having worked with hundreds of firms across all industries, we clearly see the possibilities for an increased contribution to a company’s success with the rigorous review and proper alignment of people strategies. We are also seeing that, in industries both emerging and mature, the people strategies are just now being evaluated for “fit”.
The degree of success for any company is largely dependent on the quality of its people. An appropriate people strategy can substantially increase the effectiveness of the organization. But in this context, “appropriate” does not mean one size fits all. Our study is intended to provide a tool kit for companies to evaluate their people strategies and identify the myriad of alternatives to connect their human resources to their business successes.
Note this: When the business strategy and people strategy are connected together, it is not unusual for the organization to perform at the top of its competitors and comparators. Performance in the upper quartile means upwards of 50% more operating profit to work with. Consider what could be done with 50% more operating profit. Consider how that money could be invested in additional marketing, customer service, research, or additional staff.
We are not suggesting that people strategy can be the sole difference between successful firms and less successful firms, but we don’t know of a single firm with a cogent people and reward strategy that is unsuccessful.
Remember, managing people resources toward the market median or average (all things being equal) will generate average performance over time. Too many organizations find comfort in the pack and yet success is more often found on the road less traveled, however challenging and distinct.
To join us in our exploration, click here to link to the People Strategy Survey to add your data to our study.
Survey participants will receive:
• A complimentary copy of the Summary of Key Findings
• Automatic registration for the Survey Results Webinar in June, 2013
• Discounted prices for full survey results by industry and revenue size, including advanced analytics
If you have any questions about participating in the survey, please contact Judy Newman at firstname.lastname@example.org. If you are unable to participate, as a follower of our blog, you will be notified when the report findings become available in a few months.
Behind every successful business strategy are effectively aligned People and Human Capital practices. However, few efforts have been made to connect People Strategy to business success. The Grahall People Strategy Survey is a ground breaking research effort that will set in motion the exploration of the connection between people strategy and business success. The data will provide key insights into how to better align the structure and practices of key human capital programs to business strategy; thus helping Chief Human Resources Officers claim their seat at the Executive Table.
Our report will provide benchmarking data you can use to compare your practices to organizations of your own size and industry as well as expert analysis for gaining insights into which practices are best suited to your unique set of circumstances. Other benefits include:
- Deep insight into your organization’s Human Capital practices
- The ability to evaluate the competitiveness and effectiveness of your current programs
- Enhanced understanding of how your Human Capital programs impact your organization’s performance
If you are interested in participating in the survey please contact Judy Newman at email@example.com or click here.
Grahall Announces the 2nd in a Series of Seminars on What Health Care Reform Means For Your Business: Wednesday, June 02, 2010 11:00 AM – 12:30 PM (Eastern Time)
Delve deeply into the immediate concerns affecting your plans in 2010 and 2011. Takeaways include strategies on dealing with rate hikes, dependent status, small business tax credits, and keeping your grandfathered status.
Who Should Attend?
• HR managers
• Benefit managers
To download information from the first seminar in this series including a recording, all presentation materials, and other information go to http://www.grahall.com/knowledge/event-transcripts/. (Note that the conference content begins about 6 ½ minutes into the recording.)
Contact Grahall’s OmniMedia Editorial Board at firstname.lastname@example.org
Grahall Invites You to Participate in a Webinar
What Health Care Reform Means For Your Business
Tuesday, May 04, 2010 11:00 AM – 12:30 PM (Eastern Time)
This webinar will cover all of the key points of the new health care reform bill, the Patient Protection and Affordable Care Act (PPACA), and will provide you with an understanding of how these new regulations will impact you, your employees, and your business, including the impact on costs, coverage, plan design, and more.
The PPACA will affect all employers, both large and small. If you are a Business Owner, CFO, Human Resources Officer, or a Benefits Manager, this 90 minute seminar is not to be missed. Our experts will summarize the key points of health care reform, provide the answers to commonly asked questions, and then will then discuss alternative action plans to help you develop your response to the PPACA. In addition, you can take advantage of two opportunities to ask questions: You can send your questions to the presenters prior to the webinar, or pose them during the last half of the webinar will feature a live question-and-answer session.
For an agenda, list of speakers, and key takeaways, click here.
(508) 269-4065 direct
This study is unlike any other you have seen recently. For most firms, the major effort for the past year or so was directed towards cutting costs “across the board” in an effort to respond to the turbulent economy. But now, as early signs of recovery loom on the horizon, most, if not all companies are beginning to “re-think” their rewards programs. This study is timely and compelling.
To participate in the survey follow this link and click contact survey leader Claudia DeFrancisco at email@example.com.
Grahall invites you to participate in the 2009/10 Survey of Business, People and Total Reward Strategy Changes
Grahall’s Michael Graham says: “Many of our clients and friends have begun to ‘re-think’ their organization’s reward programs for 2009 and 2010. For most firms the first phase (the last 6 months) was directed towards continuation of cutting costs ‘across the board’ in an effort to respond to the turbulent economy. Many now are entering the next phase of restructuring / realigning / renewing them in order to more effectively position their organization’s Business and People Strategies in anticipation of economic recovery. This research study is designed to take an in-depth look at the immediate past, and more importantly, to capture plans for the future.”
Claudia DeFrancisco, survey coordinator, says: “After we collect and analyze the data, participants will receive a summary report of this study at no cost. Be assured that responses to this survey will be held the strictest confidence, and that your firm’s data and responses will not be disclosed to anyone.”
The survey will take just a few minutes to complete; it is organized in 5 brief sections:
• Environmental and Organization Profile
• Stakeholder Influence Profile
• Business Strategy
• Recession-Related Changes to People Strategy
• Rewards Strategy and Recession-Related Changes
Click here to participate in the survey contact Claudia DeFrancisco at firstname.lastname@example.org,
You are cordially invited to participate in a new study by Grahall on:
Business, People and Total Reward Strategy Changes Survey:
A Study on Recovery Driven Rewards Supporting Business and People Strategies After a Recession
This research study is unlike any other:
o It looks at how companies are approaching the next phase of restructuring / realigning / renewing their rewards programs to more effectively position their organization’s Business and People Strategies in anticipation of economic recovery.
o It is designed to take an in-depth look at firms’ the present rewards structures, but more importantly, it is designed to capture rewards program plans for the future.
Detailed results and findings from this study will be summarized in a written report, which will be sent to survey participants at no cost.
To participate in this study or to download a free version of the previous study’s key findings, please contact Claudia DeFranciso at email@example.com.
As early signs of recovery appear on the horizon, many of our clients are beginning to “re-think” their rewards programs. Recognizing this, Grahall has initiated a groundbreaking Total Rewards Research Study. We invite you to participate. And if you do so, you will receive the summarized results for free.
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