Author: Jodi Starkman

There is no clear understanding of the specific local-national pay management approaches currently employed across an array of companies and industries or how they are changing. Clarity is also lacking around which approaches are more successful or if, in fact, the effectiveness of any individual approach correlates to an organization’s size or geographic scope.

Which talent management practices work best for uncovering high potential talent from non-traditional populations and making sure that talent is able to penetrate the senior leadership levels in substantial numbers?

Ask any practitioner what is the sine qua non for successful diversity and inclusion programs— and, indeed, for almost any human resources-related intervention—and almost invariably the answer will be “commitment from top leadership”. But we don’t know which leaders’ support is most important or exactly what kinds of support are most effective.

Security issues have risen to the top of every major corporation’s priority list. The magnitude and complexity of the issues, particularly for a global enterprise, can be enormously challenging.