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	<title>CMC Compensation Group &#187; Leadership Development</title>
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		<title>Don&#8217;t Use Pay as Your Babysitter</title>
		<link>http://www.cmccompensationgroup.com/dont-use-pay-as-your-babysitter</link>
		<comments>http://www.cmccompensationgroup.com/dont-use-pay-as-your-babysitter#comments</comments>
		<pubDate>Tue, 20 Jul 2010 02:23:23 +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[Leadership Development]]></category>
		<category><![CDATA[Management Development]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=469</guid>
		<description><![CDATA[If I provide you with enough rewards you will act as desired in order to not jeopardize those rewards.  The goal is to place the employee’s attitude and performance on automatic pilot while the manager is engaged elsewhere.]]></description>
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		<title>Why Are Outsiders Paid More?</title>
		<link>http://www.cmccompensationgroup.com/why-are-outsiders-paid-more</link>
		<comments>http://www.cmccompensationgroup.com/why-are-outsiders-paid-more#comments</comments>
		<pubDate>Wed, 05 May 2010 03:24:57 +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 expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

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		<description><![CDATA[Have you heard this one?  “The  Company would rather pay more to an outsider than give one of us  insiders a decent promotion.”
The complaint is  that, when considering two individuals for the same job someone on the  inside oftentimes will be offered a lower salary than if the company  went [...]]]></description>
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		<title>The Seven Step Compensation Diet: Step # 6 &#8211; Metrics</title>
		<link>http://www.cmccompensationgroup.com/the-seven-step-compensation-diet-step-6-metrics</link>
		<comments>http://www.cmccompensationgroup.com/the-seven-step-compensation-diet-step-6-metrics#comments</comments>
		<pubDate>Thu, 15 Apr 2010 19:57:53 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[Compensation management]]></category>
		<category><![CDATA[Controlling costs]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Managing expectations]]></category>
		<category><![CDATA[Managing Pay]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=444</guid>
		<description><![CDATA[To tell a compelling story that describes real or potential problems with your compensation program(s), you will need to present facts and figures.  Suppositions, theories from management magazines or best guesses based on your years of experience will not make the sale. ]]></description>
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		<title>Is Performance Still Important?</title>
		<link>http://www.cmccompensationgroup.com/is-performance-still-important</link>
		<comments>http://www.cmccompensationgroup.com/is-performance-still-important#comments</comments>
		<pubDate>Thu, 15 Apr 2010 19:50:55 +0000</pubDate>
		<dc:creator>Chuck Csizmar</dc:creator>
				<category><![CDATA[Articles]]></category>
		<category><![CDATA[Universal Compensation]]></category>
		<category><![CDATA[HR Management]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Management Development]]></category>
		<category><![CDATA[Management Training]]></category>
		<category><![CDATA[Managing expectations]]></category>

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		<description><![CDATA[Have you ever watched and wondered how it is that some employees in your organization are recognized and moved upward, while others with more impressive credentials, experience and achievements seem to stagnate – and then eventually move out?]]></description>
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		<slash:comments>6</slash:comments>
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		<title>HR: The Wannabe Business Partner</title>
		<link>http://www.cmccompensationgroup.com/hr-the-wannabe-business-partner</link>
		<comments>http://www.cmccompensationgroup.com/hr-the-wannabe-business-partner#comments</comments>
		<pubDate>Mon, 15 Mar 2010 18:08:55 +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[HR Management]]></category>
		<category><![CDATA[Leadership Development]]></category>
		<category><![CDATA[Management Development]]></category>
		<category><![CDATA[Managing expectations]]></category>

		<guid isPermaLink="false">http://www.cmccompensationgroup.com/?p=427</guid>
		<description><![CDATA[Critics argue that HR should become a company “Business Partner”, in order to be taken seriously by senior management.  Have a care that we get what we want, and then our employees choke on it as we lose our way.]]></description>
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