How to Unlock Learning Agility to Boost Leadership Performance

Based on Insightlink’s most recent 4Cs Benchmark Survey, most organizations are not doing very well on the issue of reward and recognition. In fact, just four-in-ten U.S. employees are either extremely or very satisfied with their organization’s current program, even though this factor is often a prime motivator for employees. Clearly, there is a lot of room for improvement.

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Employers need accurate, efficient, and compliant background screening solutions to mitigate hiring risks. Traditional background checks that lack alias searches may miss critical records, exposing businesses to liability. The National Criminal Database with Alias streamlines the process by automatically including name variations, improving accuracy, reducing costs, and ensuring compliance with the Fair Credit Reporting Act (FCRA). This white paper explores the importance of starting with a comprehensive database search and its impact on hiring decisions.

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“Internally equitable” and “externally competitive” are terms appearing in many policy manuals, compensation philosophy statements and articles on managing compensation. Employees expect both concepts to be driving the administration of their compensation. The terms are most frequently referred to when base pay management is the topic. However, all forms of rewards should be managed with both as objectives. Each has a different focus, due to the use of either internal or external comparisons. Yet they most be reconciled with each other if pay structures and other reward programs are to function well.

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