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Grahall to Open an Office in the Dallas/Fort Worth Area

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Demand for Independent HR Services Compels Grahall to Open an Office in the Dallas/Fort Worth Area

DALLAS, TX (PRWEB) June 29, 2010 — Motivated by a dramatic increase in the demand for independent, flexible and creative HR solutions, tools, and ideas, Grahall, LLC expands its presence in the Southwest region. 

“Grahall’s new Dallas/Fort Worth office is an important component of our expansion strategy,” says Joe Davidson, a human capital strategy and talent management consultant who will lead the Dallas office. “With this office, we can respond to the needs of our local customers and enhance our human capital service areas, including Organization Design, Talent Management, Total Rewards Strategy, and Employee Relations. We are focusing our attention on optimizing the way we work with companies, including more flexible and creative consulting and staffing solutions to meet the demands of the changing workforce and economy.”

In addition, Grahall has a strategic alliance with Lawrence Associates, led by Dan Lawrence, a local consulting practice focused on total rewards, bringing broad human capital consulting resources to the region. Together with Grahall, they will provide readily accessible expertise and solutions to clients in North Texas.

This new office will provide outstanding support to clients, but also offer new employment opportunities to highly qualified consultants as well. Since its inception in 2007, Grahall has expanded its staff from just eight consultants to 44, with more than 100 consultants expected by the end of 2010.

Among Grahall’s top priorities for 2010 is the expansion of our distribution channels into the Southwest. Davidson says: “As a leading provider of intellectual capital, our distribution channels include the Grahall website (www.grahall.com.), surveys and research reports (www.grahall.com/knowledge/surveys), training courses (www.grahall.com/knowledge/training/), and our weekly newsletter.

The company’s new office is located in Colleyville, Texas. To reach Joe Davidson, email joe.davison(at)grahall(dot)com or call him at 678-642-1854.

For employment or career opportunities, visit the Grahall jobs board at http://www.grahall.com/people-resources/.

Access the press release at http://www.prweb.com/releases/2010/06/prweb4202104.htm.

ABOUT GRAHALL, LLC

Grahall is a diversified total human capital services firm founded on a deep appreciation of the impact of human capital on organization success. With a heritage in total reward strategy including executive and employee compensation, benefits, recruiting and change management, employee assessment and talent management our mission is to help make our clients successful. Our team includes experts in recruiting, compensation, benefits, finance, taxes, law, organizational development and behavior, and psychology.

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SHRM Quotes Grahall’s Michael Graham Regarding the Total Rewards Strategy Alignment Study

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Published in SHRM June 19, 2009 by Stephen Miller

Rewards are the most powerful way to motivate employees to accomplish business results, especially, when they are aligned with business strategy,” says Michael Graham, a consultant at the Grahall Research Institute, a research firm and consultancy. But according to Grahall’s newly released Total Rewards Strategy Alignment Study, most U.S. companies say their pay, benefits and rewards programs are not meeting their business needs.

Link to full article.   

Link to Grahall’s Total Rewards Strategy Alignment Study

Email Michael Graham at michael.graham@grahall.com

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Canadian Hedge Watch Reports on Gahall’s Survey of Hedge Fund Comp Practices

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Canadian Hedge Watch printed Grahall’s press release on compensation practices in the hedge fund industry. 

Grahall Partners, LLC recently released to participants the results of the 2009 Survey of Hedge Fund Compensation Practices. The survey was developed in collaboration with Kleinberg, Kaplan, Wolff & Cohen, P.C. and UBS Prime Brokerage Services.

This survey provides a unique perspective about the architecture of key compensation practices in the hedge fund industry. It differs from other hedge fund compensation surveys in three key ways

Link to Canadian Hedge Watch article.

Email Grahall’s OmniMedia Editorial Director at edie.kingston@grahall.com

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eMediaWire Quotes Grahall on Compensation Practices in the Hedge Fund Industry

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grahall in the news #2A Unique Survey of Compensation Practices in the Hedge Fund Industry 

Link to eMediaWire report.
 
 After a tumultuous year for the Hedge Fund industry in 2008, the industry faces unprecedented challenges, the impact from which will reverberate through 2009 and beyond. These challenges will be met by management companies making changes to business strategies as well as addressing issues on how to structure compensation and attract and retain talent.  A key question to consider when an employee with vested equity departs from a management company is how the circumstances giving rise to his departure, as well as his compliance with any restrictive covenants after the departure, will affect the calculation of his buy-out.  

Grahall Partners, LLC recently released to participants the results of the 2009 Survey of Hedge Fund Compensation Practices. The survey was developed in collaboration with Kleinberg, Kaplan, Wolff & Cohen, P.C. and UBS Prime Brokerage Services.

Link to eMediaWire article.

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HR News Quotes Grahall: Reward Programs Lack Strategic Focus

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grahall in the news #2HR News shares information on Grahall’s recent groundbreaking study of Total Rewards Strategic Alignmen.  Link to article.

In a time when businesses MUST pay close atttention to their financials to ensure that they are maximizing sales and revenue and reducing operating expenses, attention must be paid to ensuring that their is adequate return on investment on payroll expenses.  There are many ways to accomplish this, which include development of specific competency sets, targeted talent acquisition, productivity and performance management programs, and compensation/reward plans that are targeted to reward attainment of performance metrics. 

Contradictory to this, a recent Total Rewards Strategy Alignment Study by the Grahall Research Institute shows that more often than not, rewards programs are not tied to business objectives.

Link to HR News article.

Contact Grahall or email Grahall’s Editorial Director at edie.kingston@grahall.com

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