In this episode, we explore the concepts and challenges around whether a workplace actually still needs to be a place.

AMPLIFY Girls, since its inception, has been a unique organization in this regard. It has been purposely organized around a virtual structure. Both for efficiency and to extend reach cost-effectively across the members of the organization, being virtual from the outset has enabled AMPLIFY Girls to focus quite simply on how to make a virtual organization work.

Katrina Sam is the Head of Performance and Reward at the Asian Infrastructure Investment Bank (AIIB), with over ten years of experience in multilateral development, compensation, talent management, and data science. She designs and implements policies and programs aligned with the Bank’s vision and goals. Prior to AIIB, she served as Director of Human Resources and Administration at the Caribbean Development Bank. With a 20-year career in human resources, she has provided services across the Caribbean and spent nine years advising on internal HR practices at one of the Big Four accounting firms.

We know intuitively that people with more experience are capable of delivering more in their jobs, and are more valuable to their organization.  But it’s really hard to measure experience without an objective framework. Many organizations struggle to accurately measure employee knowledge and experience to make fair, data-driven decisions across critical HR areas. These measures drive key decisions across all areas of HR, including recruitment, compensation, development, and more.

In this episode, we will introduce our job-based framework for measuring employee knowledge and experience—Community™ Skills.  The framework provides a powerful standard that organizations can use to shift to a data-driven approach to workforce management that is transparent and fair.

Operating in developing countries requires proactive measures to address these challenges. By implementing triggers and appropriate responses, you not only foster a sense of reliability and security among your workforce but also empower your organization to adapt swiftly and maintain stability amid disruptions.

However, we understand that formulating specialized policies and strategies to navigate uncertainty can be daunting. Many organizations find themselves unsure of where to begin.

In this episode, Birches Group will cover all things special measures and develop effective responses to volatility. Our team will guide you through the process of developing robust policies, steering through economic turbulence, and bolstering competitiveness even in the face of unpredictability.

In this episode, grasp the importance of comprehensive survey data in capturing nuanced compensation practices commonly observed in developing markets. Explore the significance of a multi-sector approach and learn how Birches Group's survey methodology, utilizing job-based compensation range data, provides a more reliable picture of the developing market landscape.

Birches Group's Community™ approach provides the framework for organizations to manage salary movement clearly and objectively based on staff knowledge and experience while rewarding achievement in a performance year. Learn how to apply our innovative approach to guide your organization's talent management policies. To learn more about our skills framework and performance management services or consult with our team, visit www.birchesgroup.com.

In this episode, we will cover a topic that is the foundation of everything in HR: job evaluation. We'll cover Birches Group's job evaluation approach, our three factors, and what they mean, and learn how you can achieve a compelling and consistent understanding of work using only three things. To learn more about our scale design services or consult with our team, visit www.birchesgroup.com.

In this episode, learn why Birches Group's survey methodology is the only approach that can capture the dynamic nature of developing markets, provide consistent and accurate job matching across different industries, and provide comprehensive information on all types of benefits provided to staff.

But when Pay for Performance concepts was introduced over 50 years ago, steps were then eliminated from pay ranges in many organizations, open pay ranges became the norm and future pay increases were then to be linked to performance. However, lately, there’s been a lot of issues with Pay for Performance and is being called into question. 

What organizations need is a way to recognize employee growth in their abilities to perform their job. This type of growth that we’re talking about is long-term and it’s a steady accumulation of skills and knowledge or experience over time. Listen to Birches Group's Managing Partner, Gary McGillicuddy, as he talks about an innovative alternative to Merit Pay and using time as a proxy to inform pay increases. Community Skills uses accumulated skills and knowledge of your staff to inform pay increases guaranteeing clarity, transparency, and equity in your organization. To see a demo of our Community Skills tool, email info@birchesgroup.com or check out our website www.birchesgroup.com.

A huge thank you to Feedspot for featuring our podcast in their Top 55 Workforce Management Podcasts to follow for 2021! Please visit their website (linked here) to learn more.

To learn more about Birches Group's Salary Scale Design service, visit www.birchesgroup.com

To learn more about Birches Group's Salary Scale Design service, visit www.birchesgroup.com.

Work has never stopped evolving and we’ve been studying it for decades. We have studied the interconnectivity of jobs that makes teams teams; we know what it means to build multidisciplinary organizations and to celebrate everyone’s contribution to the mission. We have the tools. We can help you. To learn more about our HR solutions, visit www.birchesgroup.com

For more information, head over to www.birchesgroup.com to learn more about our approach and the solutions we provide. And don't forget to subscribe, rate, and review.