Erik Samdahl's Page

Research has shown that high market performance is impacted by organizational structure and hierarchy. i4cp is conducting a brief survey on behalf of a member company to determine the ideal spans of controls, recent trends and the attributes that define the structure of a high-performance organization. As thanks for completing the survey,
you'll be given a copy of the results.

Estimated survey length: 10 minutes
You'll receive:

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i4cp is conducting a study on the policies and budgetary practices of organizations in regards to employee reimbursement for HR associations and certifications. This short survey will help establish benchmarks for how much companies spend on memberships, certifications and other HR professional networks. As thanks for participating in the survey, you'll receive a copy of the results once available.

Estimated survey length: 5 - 10 minutes

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A recent i4cp study found that while the majority of companies believe performance management to be one of the most critical issues facing organizations in 2010, few have good processes and programs in place to be effective. In this groundbreaking study conducted on behalf of several member organizations, we are looking to identify best and next practices companies are utilizing to get the most out of their performance management processes.

Your input would be greatly appreciated. Plea

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Outsourcing some or all HR functions is widespread among businesses,
but the reasons for doing so vary widely when comparing the practices
of higher-performance organizations to their less successful
counterparts.

A new study
from the Institute for Corporate Productivity (i4cp), conducted on
behalf of one of its member organizations, revealed that standardizing
processes and reducing costs are the most common factors considered
when deciding to outsource HR functions. In stark contrast… Continue

Although many organizations combine diversity and inclusion into a single functional area, the two concepts present distinctly different goals. This survey seeks to determine how organizations define inclusion internally, to quantify the relative importance and level of integration that inclusion strategies have within organizations, and to
identify how (and if) companies are measuring the success of inclusion efforts.

Your input would be greatly appreciated. Please t

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