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	<title>CMC Compensation Group &#187; Compensation metrics</title>
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		<title>Is It Rocket Science Where You Work?</title>
		<link>http://www.cmccompensationgroup.com/is-it-rocket-science-where-you-work</link>
		<comments>http://www.cmccompensationgroup.com/is-it-rocket-science-where-you-work#comments</comments>
		<pubDate>Sun, 27 Nov 2011 16:33:32 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation metrics]]></category>
		<category><![CDATA[compensation surveys]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Market Pricing]]></category>

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		<description><![CDATA[Company management is always asking, &#8220;what is the market value of our jobs?&#8221;   But just how precise does your market pricing analysis really have to be?  To what extra lengths will you go, or should you go,  to increase the level of precision in your analysis, and would that effort prove worthwhile?   Does the appearance [...]]]></description>
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		<title>My Two Cents</title>
		<link>http://www.cmccompensationgroup.com/my-two-cents</link>
		<comments>http://www.cmccompensationgroup.com/my-two-cents#comments</comments>
		<pubDate>Thu, 22 Sep 2011 13:27:08 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Compensation metrics]]></category>
		<category><![CDATA[Employee Communications]]></category>
		<category><![CDATA[Equitable Treatment]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=644</guid>
		<description><![CDATA[One of the most debated issues among Human Resource professionals for the past several years has been the back and forth arguments regarding effective performance appraisal processes.  Everyone seems to have their oar in the water, anxious to join the debate about what works and what doesn&#8217;t. What companies should do, and what they shouldn&#8217;t. [...]]]></description>
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		<title>What Do I Do Now?</title>
		<link>http://www.cmccompensationgroup.com/what-do-i-do-now</link>
		<comments>http://www.cmccompensationgroup.com/what-do-i-do-now#comments</comments>
		<pubDate>Thu, 19 May 2011 18:41:21 +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[Compensation metrics]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>
		<category><![CDATA[Total Rewards]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=592</guid>
		<description><![CDATA[Suppose you suddenly face a situation where you need to fix your compensation program; how would you go about it?  Where do you start?]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Is Your Bonus Program on Automatic Pilot?</title>
		<link>http://www.cmccompensationgroup.com/is-your-bonus-program-on-automatic-pilot</link>
		<comments>http://www.cmccompensationgroup.com/is-your-bonus-program-on-automatic-pilot#comments</comments>
		<pubDate>Tue, 30 Nov 2010 17:43:17 +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[Compensation metrics]]></category>
		<category><![CDATA[Incentive compensation]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=518</guid>
		<description><![CDATA[Do you pay out incentive awards to your management staff on the basis of their performance, or simply because the year is up and it&#8217;s time to cut checks? Silly question?  I wish it was.  But think about what goes on behind the scenes during your year-end bonus processing cycle. Perhaps your company&#8217;s variable pay [...]]]></description>
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		<title>To Lead, or Lag or Lead-Lag</title>
		<link>http://www.cmccompensationgroup.com/to-lead-or-lag-or-lead-lag</link>
		<comments>http://www.cmccompensationgroup.com/to-lead-or-lag-or-lead-lag#comments</comments>
		<pubDate>Thu, 21 Oct 2010 16:22:40 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation]]></category>
		<category><![CDATA[Compensation metrics]]></category>
		<category><![CDATA[compensation surveys]]></category>
		<category><![CDATA[Managing Pay]]></category>
		<category><![CDATA[Market Pricing]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=501</guid>
		<description><![CDATA[More than a few times I&#8217;ve stood in front of a podium, either discussing the intricacies of Compensation Management with practitioners and business leaders, or trying to instruct HR Generalists so that those who didn&#8217;t give a hoot about Comp could pass a SHRM certification test. A question that often comes up during such sessions [...]]]></description>
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