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Sullivan & Associates Work Values
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Daily Duties at Sullivan & Associates:
Business development
What they like about Sullivan & Associates:
A hiring company that offers alternative approaches to pay, performance bonuses, and/or equity in the firm is very attractive to you. You're generally less interested in working for an organization offering only traditional, salary-based compensation, one with limited opportunity to acquire equity in the firm, or one that does not actively promote skill development. In addition, you are more likely to choose a company that offers a variety of internal career options, with defined career paths. You view the learning of new skills and development of your expertise as key to your career advancement. These aspects of an organization may become even more important to you as you progress in your field, and are especially critical if you change career or occupation.
Tags
Human Resources Management, Talent Acquisition, Employee and Labor Relations, Performance Management, Leading and Managing Change, Benefits and Compensation Administration, Organization and Individual Development, Conflict Resolution and Management, Negotiation and Settlement, Coaching, Mentoring, Training and Teaching, Valuing and Managing Diversity
Skills
Creating an HR Strategy, Developing Business Models, Employee Relations, Labor Relations, Exercising Good Judgment, Focuses on Results, Respects Confidentiality, Computer Literate, Takes Decisive Action, Delegates While Maintaining Control, Accepts Responsibility and Meets Deadlines, Promotes Harmony and Teamwork, Shows Eagerness and Capacity to Learn, Loyal to Organization, Associates and Subordinates, Quick to Identify Problems, Negotiates with Tact
Information about Sullivan & Associates
Company Rank: Not Available
Average length of employment : 5 years
Average salary of employees: $75,000
These are some of the questions we asked our climbers about their experiences with Sullivan & Associates:
| 05| | ||
| Were your performance expectations clearly communicated? | 0.0 |
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| Were you recognized for meeting or exceeding expectations? | 0.0 |
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| Did you feel like your personal contribution was important? | 0.0 |
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| Was your career path clearly outlined and discussed? | 0.0 |
| 03| | ||
| I would recommend this as a place of employment. | 0.0 | |
| I believe in the purpose of this organization. | 0.0 | |
| I would work for this organization again. | 0.0 | |
| I feel employees are fairly compensated. | 0.0 |
Climbers who worked at Sullivan & Associates had these interests:
| Books | |
|---|---|
Prescription for Excellence |
Leadership lessons for creating a world-class customer experience from UCLA Health System |
| Rosabeth Moss Kanter On the Frontiers of Management |
The imagination to innovate, the professionalism to perform, and the openness to collaborate: Leading the Change-Adept Organization |
| Leading Change |
The change problem and its solution; a prescription for undertaking major change to successfully compete. |
| SHRM.org |
Society for Human Resources Management |
| Magazines | |
| Delivering Strategic HR Management |
A look at the role that HR should play as part of the leadership team. |
| Nonverbal Communication in Negotiation |
The importance of reading body language during negotiations. |
| Making Differences Matter |
How to make full use of the differences in the workplace; beyond focusing on the numbers. |
| GE's Talent Machine: The Making of a CEO |
The use of Human Resources as a full partner with line management in developing the strategy and its execution. A critical look at how HR should be used as a function within the organization to leverage its full capacity to help solve business problems. |
| How to Make People Decisions |
The importance of and how to think carefully through the selection decision. |
| Management of Differences |
The effective management of differences begins with the manager and him/herself challenging their own assumptions about those that are different than themselves. Differences don't show up until we label them as such. |
| Pygmalion in Management |
The power of expectations and it can be used in the development of people. |
| The Human Side of Management |
The managers ability to firm and fair at all times; demonstrating courage and integrity. |
| Business Performance, Employee Satisfaction and Leadership Practices |
The leadership practices of managers drive employee satisfaction which ultimately determines bottom-line business performance. |
| Websites | |
| hbsp.harvard.edu |
Harvard Business School Publishing |
