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  This job analysis case study on comparable worth examines a law suit brought against the Boston Symphony Orchestra. 

  In this case study you will find a draft communications plan intended to support a hypothetical organization’s project to review, improve, and...

  This case study explains how our nine-step project plan approach can be used from start to finish to successfully create a job analysis approa...

  Here we look at the future of job analysis from macro-economic trends to governmental, societal, and cultural implications.  

  In this chapter we outline some innovative new approaches to job analysis and the programs that it supports such as job documentation, informa...

  In this chapter we highlight several different research studies, all with implications for the future of job analysis. In the research, we fou...

  In this chapter we look at how a robust job analysis system can support an organization's need to understand pay equity and comparable worth. 

  The legal implications are significant to the field of job analysis.  In this chapter we discuss how the job analysis approach you choose must...

  In this chapter we discuss the Grahall Job Analysis HR Project Plan Online Solution, which identifies the necessary steps and associated tools...

  Since there are so many valid combinations of systems and methods, Grahall has developed a helpful diagnostic questionnaire that substantially na...

Here we offer suggestions on how to choose between and among the 9 systems available from Grahall's Online Job Analysis System (GOJAS). 

  In this chapter we share samples of the reports that can be requested from and are standard in Grahall’s Online Job Analysis System (GOJAS). 

  In this chapter we share examples of Grahall's battle-tested quesitonnaires that collect data for job analysis. 

  In Chapter 8 of Grahall's book on job analysis, we review a significant number of the fundamental Human Resource responsibilities to which thi...

Chapter 3 of Grahall's Job Analysis book takes a deep dive into the commercially available systems for job analysis.

  In Chapter 7 we examine Grahall's unique and robust approach to job analysis. 

  Chapter 6 of Grahall's Job Analysis book examines the many ways (20 or more) that the data derived form a job analysis effort can be used to s...

  In Chapter 5 of Grahall's book on Job Analysis, we look at criteria for choosing a system and a method (what we call “approach”) and consider bot...

Chapter 4 of Grahall's Job Analysis book looks at the common methods used for gathering data needed to perform job analysis.

Chapter 2 of Grahall's book on Job Analysis describes how by understanding and describing positions with a common language, organizations will deve...

This introductory chapter to Grahall's book on Job Analysis looks at the long history of job analysis and and why these practices need to change...

This preface chapter of the Grahall book "Job Analysis for the 21st Century" provides a foundational perspective on how a guided approach will r...

There is significant variation among board governance and rewards programs. Because the variations cannot be explained by company size and industry...

In this, the 6th chapter of "Board of Directors Governance and Rewards" by Michael Dennis Graham, examine board governance and reward strategy thro...

Over the years this Research and Consulting firm's board had changed but these changes came without strategic design. The board was more of a platf...

In this 5th chapter of the book "Board of Directors Governance & Rewards" by Michael Dennis Graham we provide greater detail about board govern...

This chapter provides information on Grahall Board Governance and Rewards Diagnostic Tools.

Today most large companies have many components in their board compensation program. Each of these components sends a message to the board members ...

Designed correctly, a good executive compensation program will be aligned not only with an organization’s goals and strategies, but also with the i...

Director compensation has increased over this time. And while this is noteworthy, far more meaningful is the shift in focus from how much directors...

It’s not only about the money.  Development rewards allow an executive to develop and grow in a way that will positively impact his ability to perf...

Executive perquisites are benefit provided to an executive that are above and beyond the benefits provided within the executive benefits framework.

Executive benefits are a very distinct components of an extra benefits that executives receive that rank-and-file employees do not receive.

It’s not okay to take your eye off the ball when it comes to how much wealth an executive stands to accumulate. We would like to see more companies...

A long-term incentive can be one of the most complicated components of a total executive reward strategy. In addition, to ensuring that the plan is...

Mid-term incentives are often the “tipping point” in that a little money, mixed well, can carry a lot of messages and provide a huge “return on inc...

Short-term incentives can have a tremendous impact on a total executive reward strategy—that is, if they are if they are designed correctly by some...

In most organizations there is significant opportunity to revitalize the delivery of executive base salary dollars. The formula is pretty simple. S...

While money is an important component of the executive total reward strategy, it may be even more important to understand how much of the total rew...

This chapter explains how money, mix, and messages make up a total reward architecture.

Aligning the reward strategy to an organization’s challenges is far more important than the value of the reward itself. As a matter of fact, the mo...

Organizations cannot effectively design an effective total executive reward strategy without factoring in organizational capabilities and people st...

Understanding your business strategy and aligning that business strategy with your executive total rewards program, is another key element when it ...

A good mission, vision, and values statement provides a significant amount of directional guidance for decision makers within an organization—a gui...

Owners, board members, employees, partners, customers, and even suppliers have lots to say, especially in today’s world, when executive compensatio...

The external business environment has an enormous influence over organizations in general, and specifically in the development of executive reward ...

While the traditional objective for the executive within a corporation is to increase shareholder wealth, most individuals would understand that th...

This chapter of the Michael Graham's book, "People Strategy: The Revolution" looks to provide a better understanding of the critical need to align ...