Remove 2001 Remove Compensation Remove Competencies
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Is $100 Adequate Consideration for Noncompete?

HR Daily Advisor

Monica Little began working for Employment Staffing Group (ESG) in September 2001. The noncompete prohibited her from working for any competing business within a 50-mile radius of ESG’s base location for 1 year following the termination of her employment.

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HR, Training and the ‘Gig’ Economy

HRExecutive

a labor market analytics firm, grew to 32 million from just over 20 million between 2001 and 2014, rising to almost 18 percent of all jobs. a labor market analytics firm, grew to 32 million from just over 20 million between 2001 and 2014, rising to almost 18 percent of all jobs. Far-flung business units were sold off.

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CHRO = CEO?

HRExecutive

They examined scores on 14 aspects of leadership, grouped into three categories: leadership style, thinking style and emotional competency. They cite CEOs such as GM’s Mary Barra and Xerox’s Anne Mulcahy, who served from 2001 to 2009, as leaders who served stints overseeing HR. ” Share on Facebook Twitter It! .

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Learning and Development: A Comprehensive Guide

Digital HR Tech

Learning and development is a systematic process to enhance an employee’s skills, knowledge, and competency, resulting in better performance in a work setting. Function, task, or competency analysis. What are the competencies and skills required to be successful in one’s job? What is learning and development? Personal analysis.

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Part I - Malaise in the Employee Rewards: What’s Going On?

Compensation Cafe

Sales compensation has always been a different beast: it has different buyers and economic cycles than employee rewards, and sales incentives constantly evolve to meet new business needs. For contrast, let’s remember what I consider to be the Golden Age for employee rewards: the late 1980s to about 2001. disappeared.

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2017 HR Prediction: Layoffs

Laurie Ruettimann

It’s December 2001 and America has only just begun its war in Afghanistan. That’s when it all started for me, December 2001. It’s when firing people became my core competency. Not that executive pay wasn’t out of control and that women and minorities weren’t compensated fairly.

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Part III - Where Should We Take Employee Rewards in the Future?

Compensation Cafe

Part 1 of this series argued that employee compensation has become a stagnant field. Since the recession of 2001, business leaders have made cost control their primary goal for rewards. Typical corporate competency systems are too generic and nebulous to have compelling business value. Ledford, Jr., This is weak strategy.