Michael Graham examines the challenge of creating a responsible value exchange strategy to attract and retain the right CEO to head a business, while at the same time ensuring this is compatible with the over-all objectives and business strategy of the company.
Posts Tagged ‘conflict of interest’
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.
Hewitt Associates Announces Partial Spin-Off of Its Executive Compensation Consulting Business in North America
Corporate Board Member spoke with Russ Fradin, Chairman and CEO, Hewitt Associates, about the Securities and Exchange Commission’s proposals, where Hewitt disagrees with the SEC, and what it means for board members.
Corporate Board Member: The Securities and Exchange Commission has proposed five compensation-related reforms and Hewitt, in a comment letter to the SEC, stated that it does not support all of the reforms. Why?
Russ Fradin: We understand what the SEC is trying to achieve and we support the vast majority of reforms that would truly help shareholders determine if executive pay is appropriate and whether it’s tied firmly to a company’s long-term performance. In fact, we support four of the five proposed reforms: providing information on how compensation programs address various risks, informing shareholders who corporate directors are, what stock awards they receive, and how they fit within the company’s leadership.
Expert Perspective by Grahall’s Robert Cirkiel and Garry Rogers
In September, The Conference Board released its six month study by the Task Force on Executive Compensation. “The task force’s report and recommendations set forth Guiding Principles, which, it believes, if appropriately implemented, can restore corporate credibility with shareholders and other stakeholders and trust in executive compensation pay processes and oversight.” Those principles are:
1) Pay for the right things and paying for performance
2) Pay the “right” total compensation
3) Avoid controversial pay practices
4) Credible board oversight of executive compensation
5) Transparent communications and increased dialogue
These are certainly admirable goals for the Board, and we are pleased to say are part of Grahall’s approach to every executive compensation assignment.
Continue reading ““Important principles may and must be inflexible.” Quote by Abraham Lincoln” »
Ask the Expert: Grahall’s Michael Graham
There has been much written about the challenges and problems associated with conflicted executive compensation consultants. The SEC has proposed wide disclosure of most services provided to fees paid by publicly traded companies for consulting services in the hopes that this transparency will limit both real and apparent conflicts of interest and provide shareholders a with better understanding of how executive compensation is determined for these companies. Grahall is an organization whose core services are executive compensation but who, like most other consulting firms provides additional services, sometimes to these same executive compensation clients. We applaud and encourage more transparency in terms of services and fees and agree with the SEC that this can benefit regulators, shareholders and companies alike.
Continue reading “How to Handle Conflicts of Interest? Don’t Create Them in the First Place!” »
Published in Market Watch September 14, 2009 by Matt Andrejczak
Are CEO pay packages compromised when the same consulting firm hired by the board also provides other services to the company?