Abstract: Techniques are described for facilitating an organization's retention of employees through improved compensation planning A subset of the organization's employees who are “at risk” (e.g., who are a risk to depart the organization, who are a high value employee to the organization, who are underpaid by the organization, and/or based on other factor(s)) may be identified. The cost of replacing these “at risk” employees may then be estimated, in any suitable fashion. The budgeted compensation for each “at risk” employee may be compared to an amount calculated based upon the estimated replacement cost for that employee (e.g., a percentage of the estimated replacement cost for the employee). If the budgeted compensation is less than the amount, then a recommendation to increase compensation for the employee may be generated and presented, such as via a graphical user interface.

Abstract: Methods and apparatus having applicability to evaluation of hiring candidates. A method having applicability to evaluation of hiring candidates may include determining a first score for a first attribute of a hiring candidate and a second score for a second attribute of the hiring candidate, assigning the hiring candidate to a recruiting category based, at least in part, on the first and second scores, and controlling a display device to display an indicator associated with the hiring candidate, wherein a property of the indicator is based, at least in part, on the recruiting category to which the hiring candidate is assigned.

Abstract: Techniques having applicability to succession planning may include providing an option, in a computer-implemented professional networking platform, for a first member of a professional community to designate a second member of the professional community as deserving of promotion. In response to the designation, a nomination may be received from the first member, via the computer-implemented professional networking platform, of a third member of the professional community as a potential successor for the second member. Further techniques may include receiving, from an employee, information about the employee's professional characteristics, and presenting the information to human resources (HR) personnel.

Abstract: Techniques having applicability to succession planning may include providing an option, in a computer-implemented professional networking platform, for a first member of a professional community to designate a second member of the professional community as deserving of promotion. In response to the designation, a nomination may be received from the first member, via the computer-implemented professional networking platform, of a third member of the professional community as a potential successor for the second member. Further techniques may include receiving, from an employee, information about the employee's professional characteristics, and presenting the information to human resources (HR) personnel.

Abstract: Techniques are disclosed for analyzing a social network having a plurality of members, each member having declared a connection with each of one or more other members of the social network. Exemplary techniques include monitoring activity performed by members on the social network, the monitored activity including actions other than the declaring and undeclaring of connections between members. A graphical representation of at least a portion of the social network may be computed to include at least one indication of the monitored activity.

Abstract: Techniques for evaluating a person who is a member of a professional community involve collecting quantitative information regarding the person's participation in at least one social network. The quantitative information may be incorporated in computing a score indicating the person's value to the professional community.

Abstract: Techniques are disclosed for analyzing a social network having a plurality of members, each member having declared a connection with each of one or more other members of the social network. Exemplary techniques include monitoring activity performed by members on the social network, the monitored activity including actions other than the declaring and undeclaring of connections between members. A graphical representation of at least a portion of the social network may be computed to include at least one indication of the monitored activity.

Abstract: Techniques for evaluating a person who is a member of a professional community involve collecting quantitative information regarding the person's participation in at least one social network. The quantitative information may be incorporated in computing a score indicating the person's value to the professional community.