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	<title>CMC Compensation Group</title>
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	<description>Global Compensation Consultants</description>
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		<title>Wearing Rose Colored Glasses</title>
		<link>http://www.cmccompensationgroup.com/wearing-rose-colored-glasses</link>
		<comments>http://www.cmccompensationgroup.com/wearing-rose-colored-glasses#comments</comments>
		<pubDate>Wed, 25 Apr 2012 14:47:35 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Management Development]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=743</guid>
		<description><![CDATA[As a manager within your organization you are expected to provide leadership and direction for those employees who report to you.  Likely that requirement is a key accountability in your job description, and fulfilling that mandate means that you&#8217;ll have to make decisions that impact your employees &#8211; for good or ill. Bummer.  Not everyone [...]]]></description>
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		<title>Why Merit Systems Fail</title>
		<link>http://www.cmccompensationgroup.com/why-merit-systems-fail</link>
		<comments>http://www.cmccompensationgroup.com/why-merit-systems-fail#comments</comments>
		<pubDate>Sat, 21 Apr 2012 14:49:27 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Managing Pay]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=739</guid>
		<description><![CDATA[It&#8217;s likely that your pay-for-performance program has a fatal flaw built into it; an inadvertent side effect of the design that, if ignored by management will almost certainly guarantee failure. But no one wants to talk about it. Instead, what you’ll hear is a steady drumbeat of, “Oh yes, we have a pay for performance [...]]]></description>
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		<title>A Cautionary Tale: The Counter Offer</title>
		<link>http://www.cmccompensationgroup.com/a-cautionary-tale-the-counter-offer</link>
		<comments>http://www.cmccompensationgroup.com/a-cautionary-tale-the-counter-offer#comments</comments>
		<pubDate>Tue, 10 Apr 2012 23:42:35 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Employee Communications]]></category>
		<category><![CDATA[Management Development]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=734</guid>
		<description><![CDATA[Bob has just turned in his resignation, handing you a paper with a single line of text; he was leaving in two weeks.  Cripes!  Bob is one of your best team leads, and his departure will leave a hole in your department that will be hard to fill, especially in the short term. Is there [...]]]></description>
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		<title>What&#8217;s The Fuss About The Cost Of Living?</title>
		<link>http://www.cmccompensationgroup.com/whats-the-fuss-about-the-cost-of-living</link>
		<comments>http://www.cmccompensationgroup.com/whats-the-fuss-about-the-cost-of-living#comments</comments>
		<pubDate>Thu, 29 Mar 2012 19:17:46 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Market Pricing]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=731</guid>
		<description><![CDATA[&#8220;Why doesn’t my Company consider inflation when determining my pay increase?&#8221; What this employee is asking is, shouldn’t my annual increase percentage at least match the cost of living?  And as management is forever touting the company’s ”pay-for-performance” philosophy, shouldn’t my increase be higher than that, given that I’m a good performer? ___________________________________________ Have you [...]]]></description>
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		<title>The Bigger They Are . . . .</title>
		<link>http://www.cmccompensationgroup.com/the-bigger-they-are</link>
		<comments>http://www.cmccompensationgroup.com/the-bigger-they-are#comments</comments>
		<pubDate>Tue, 20 Mar 2012 13:24:44 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Employee Communications]]></category>
		<category><![CDATA[Equitable Treatment]]></category>
		<category><![CDATA[Managing Pay]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=727</guid>
		<description><![CDATA[It used to be a common view that the Human Resources department in large companies was more sophisticated, more professional, and more forward-thinking than what you would expect to find from HR in smaller companies. We all presumed that the &#8220;big guys&#8221; knew what they were doing. However the current pendulum of thought has begun [...]]]></description>
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