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Laura Schroeder

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Global Talent Specialist, Workday

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Laura Schroeder is a global talent specialist at Workday, a leading provider of SaaS business applications. She has 15 years experience designing, developing, implementing and evangelizing global Human Capital Management (HCM) solutions and holds a certificate in Strategic Human Resources ...

Laura Schroeder is a global talent specialist at Workday, a leading provider of SaaS business applications. She has 15 years experience designing, developing, implementing and evangelizing global Human Capital Management (HCM) solutions and holds a certificate in Strategic Human Resources Practices from Cornell University. Her articles and interviews on HCM topics have been published in the US, Europe and Asia and she was named one of the top 25 digital HR and Talent Management Influences in 2010 at HR Examiner. She is a regular contributor at the popular Compensation Cafe blog and writes a talent management blog called Working Girl. You can also find her on Twitter @WorkGal.

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WEB: Compensation Cafe

Jan. 18, 2012

Laura Schroeder and 9 other people answered this question

What are some of the helpful tools for managing a remote team?

In addition to the tools mentioned above, if your remote team sits in an office LifeSize video conferencing is like being there. It makes such a difference to see the people you're talking to! For people working out of their homes web cameras are good ... more

Human Resources

Information Technology

Jan. 18, 2012

Laura Schroeder and 17 other people answered this question

How can you work with your employees to embrace change?

Actually people do not categorically fear and resist change, they only fear and resist change for the worse. Few people fear and resist a salary increase, for example, or a new iPhone to replace their old Nokia. And no one seemed to mind when they ... more

General Management

Human Resources

Change Management

Company Culture

Jan. 15, 2012

Laura Schroeder and 27 other people answered this question

Death by PowerPoint! How do we tell someone that quantity of complex slides does not equal quality?

I recommend the book Presentation Zen by Garr Reynolds. Also, there's something to be said for just telling people their powerpoint decks are too wordy - in fact, if they report to you, it's your responsibility as a manager to help them be a better ... more

Human Resources

Information Technology

Jan. 8, 2012

Laura Schroeder and 12 other people answered this question

Employee engagement surveys. In or out? Relevant or not? Is there something better?

The impact of engagement on company performance is well documented and if done well, engagement surveys provide useful guidance for designing effective talent, rewards and leadership strategies.
The gap between engagement surveys and relevance usually lies in one or both of the following areas: 1) ... more

Human Resources

Employee Engagement

Employee Satisfaction

Employee Survey

Jan. 3, 2012

Laura Schroeder and 4 other people answered this question

How can HR Professionals be more effective in working with their company's IT function?

HR and IT should be allies because both groups are trying to find new ways to add value to the organization in the face of outsourcing and new technologies that make old ways of working obsolete.
If HR wants a new talent profiling system with ... more

Human Resources

Information Technology

Nov. 22, 2011

Laura Schroeder and 16 other people answered this question

Why is employee engagement a growing problem?

You may have answered your own question, i.e., we know this but few companies do anything about it. Or is your question why no one is doing anything when we know what the problem is?
Chances are, companies that are taking positive action to ensure leaders ... more

Human Resources

Employee Coaching

Employee Engagement

Nov. 18, 2011

Laura Schroeder and 2 other people answered this question at this roundtable

Lunch at the Compensation Café: Understanding International Rewards [11/15 @ 11 am]

Do you have to offer different rewards for people in different countries? Does the value of a specific reward change based on region?

To add to Dan's great food analogy, rewards can have both different perceived value and different actual value from region to region. Different perceived value is driven primarily by culture whereas different value is driven by how much you actually get to keep after the ... more

Human Resources

Compensation Cafe

Employee Rewards

Nov. 17, 2011

Laura Schroeder and 2 other people answered this question at this roundtable

Lunch at the Compensation Café: Understanding International Rewards [11/15 @ 11 am]

Are the days of extravagant ex-pat compensation packages over?

You might be interested in the compensation cafe article I just posted on this topic, which addresses this question and several others: http://www.compensationcafe.com/2011/11/the-trouble-with-expats.html
To answer your immediate question, they definitely aren't over but we will see more scrutiny as well as a new model of overseas ... more

Human Resources

Compensation Cafe

Employee Rewards

Oct. 20, 2011

Laura Schroeder is now following Doug Sayed and 8 other people

Oct. 16, 2011

Laura Schroeder is speaking at this roundtable

Lunch at the Compensation Café: Understanding International Rewards

Human Resources

Compensation Cafe

Employee Rewards

Oct. 16, 2011

Laura Schroeder and 17 other people answered this question

What are the top 10 things about cloud we'll all take for granted in 3 years?

I think in 10 years people will barely remember software upgrades. It'll be like 8 track tapes, you kind of remember them but can't imagine life without your tiny cellphone that doubles as an iPod, camera, browser, navigator, TV, game boy and email tool. People ... more

Information Technology

Cloud Computing

Oct. 4, 2011

Laura Schroeder and 7 other people answered this question

Why are across the board raises a poor compensation habit?

The reason across the board raises are referred to as a 'peanut butter' approach is that you spread the rewards thinly and evenly across the organization.
The problem with this approach: If compensation is a performance incentive tool, across the board raises negate the incentive ... more

Human Resources

Talent Management Compensation

Sept. 29, 2011

Laura Schroeder and 8 other people answered this question

Is poor performance contagious?

Although the simple answer is, 'Yes,' I think there are several facets here.
Any organization has people that overachieve and people who - at least by comparison - underachieve. Tolerating underachievement can have a negative impact on morale but it also depends on the circumstances. For ... more

General Management

Human Resources

Performance Management

Poor Performance

Sept. 28, 2011

Laura Schroeder and 2 other people answered this question

Is it more difficult than usual to retain talent when they're in an emerging market?

Generally speaking it's difficult to retain talent whenever people can get more money or accelerated career growth elsewhere. Loyalty, engagement and cultural fit help companies retain good people but it's all relative. If you love your job you probably won't leave for a modest raise ... more

Human Resources

Information Technology

Cloud Computing

Emerging Markets

Sept. 11, 2011

Laura Schroeder and 66 other people answered this question

POLL: You have 2 job offers: which criteria would ultimately sway your decision? (Pick one)

For me it's the job, followed by flexible work options - i.e., option to work remotely, unusual hours, autonomy, etc. I do largely creative work and find that creativity goes hand in hand with flexibility.
Having said that, the other stuff also matters, i.e., everyone ... more

Human Resources

July 10, 2011

Laura Schroeder and 18 other people answered this question

How can I tell if I'm a micromanager?

Do you tell people what to do or where, when and how to do it? A manager should assign work but usually doesn't need to dictate the rest. more

General Management

Human Resources

July 6, 2011

Laura Schroeder and 2 other people answered this question at this roundtable

Partnering for Growth, Innovation and Profits! [7/29 @ 11 am]

What are the two key reasons the majority of partnerships fail?

I've assumed you're talking about a partnership between companies rather than people.
Reason #1 in my experience is neither partner dedicates sufficient resources to deliver a real integration of products or services.
Reason #2 is a conflict of interests, for example if the smaller partner ... more

Partner Programs

July 1, 2011

Laura Schroeder and 19 other people answered this question

What are some of the biggest myths or misconceptions about diversity in today’s workplace?

JB - I think that's how most people feel, they just want the best candidate without the headache of longer searches in pursuit of someone possibly less qualified in the name of diversity. To be devil's advocate, I would say that companies that have really ... more

Human Resources

Employee Engagement

June 25, 2011

Laura Schroeder and 3 other people answered this question

How important are repatriation programs?

If you sent the person overseas to develop them as a global-minded leader a repatriation plan is pretty important. Studies have shown that expats frequently return to HQ to an vague, unspecified role, which causes both stress and resentment. It's important to have a 'return ... more

Human Resources

Global Leadership

Global Talent Management

June 21, 2011

Laura Schroeder is speaking at this roundtable

The New Executive: Leadership in a Global Economy

General Management

Human Resources

Global Leadership

Following 6 Topics

Human Resource Management

Human Resources

Talent Management

Following 25 People

Followed by 55 People

Knowledgeable in 35 Topics

Human Resources

#31 of 1382

Talent Management

#12 of 424

Employee Engagement

#3 of 152

General Management

#108 of 1194

#40 of 457

#1 of 45

Work Life Balance

#4 of 51

#88 of 418

#97 of 338

Organizational Development

#4 of 27

#128 of 496

#3 of 36

#7 of 48

#481 of 1411

#114 of 340

#12 of 40

#29 of 81

Performance Management

#26 of 32

#77 of 166

#263 of 424

#2129 of 2755

#180 of 302

#303 of 391

#145 of 291

#17 of 31

#76 of 112

#662 of 1211

#13 of 23

#18 of 26

#28 of 36

#144 of 211

Employee Morale

#21 of 27

#89 of 111

#12 of 22

Global Leadership

#31 of 41