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LexisNexis Risk Solutions Compagnie réclamée
At LexisNexis® Risk Solutions, our history, and entrepreneurial spirit make us a rare combination. We never stop innovating, always looking for ways to leverage the power of insight through data and advanced analytics to help our customers solve problems, make better decisions, and improve operations. Our technologies, decision tools and data services give our customers a clear advantage in evaluating and predicting risk and enhancing operational efficiency.
Our global portfolio spans the following sectors: Aviation | Agriculture | Chemical | Energy & Fertilizers | Collections & Recovery | Commercial Property | Corporations & Non-Profits | Financial Services | Government | Healthcare | HR | Insurance | Law Enforcement & Public Safety |Tax
LexisNexis Risk Solutions | ICIS | Cirium | Proagrica | Brightmine | EG | Nextens Lire la suite
The company is very disjointed. Asking people who have been with the company for years on who to talk to: "I have no idea." Local teams are good, but the larger org is painfully bureaucratic. This leads to low morale, and people are leaving the company as a result.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Retaining employees with fair, comparable salaries and total compensation.
Qu’est-ce qui vous rend le plus heureux au travail?
When I actually have time to focus on something productive.
Quelles sont les meilleures choses à propos de votre équipe?
We work together extremely well, despite having to constantly adapt to changing priorities.
Que faut-il changer pour améliorer la culture de l’entreprise?
Less bureaucracy, especially from info-sec and the cloud center of excellence gatekeepers. Innovation is being stifled.
Que faut-il changer pour améliorer la culture de l’entreprise?
Security team is draconian and too powerful, and its procedures are outdated. It holds up too many projects and ideas.
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Feels like there is no future for me and my team. Also worry that they will leave due to lack of appropriate compensation.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Merit increases aren't keeping up with inflation and cost of living, including the cost of benefits increases. Medical coverage is far below other employers.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
Merit increases are stingy, even though profits are high. I make less each year than the year before once adjusted for cost of living.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Integrating acquired companies. It's been nearly two years and my group is more isolated than ever, with no clear efforts to integrate into the larger LNRS organization.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
Salary is way below market. Benefits are also way below market. No ESP? No stock options? Unheard of. Staff sizes are too small for the jobs requested.
De quoi l’équipe de direction a-t-elle besoin pour s’améliorer?
Leadership needs to recognize that infosec is out of control and hampering innovation, and that employee compensation is way below what is needed to recruit and retain top talent.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
Salaries are far below market norms and not keeping up with cost of living and increased benefits costs. And the health benefit offerings are far below that of other companies.
Qu’est-ce qui ne va pas et comment cela peut-il être amélioré?
Reduce the bureaucracy. Stop with the "center of excellence" stuff, as it only serves to stifle innovation. Reduce the influence of info-sec -- their policies are stifling innovation and causing people to leave.
Pourquoi vous sentez-vous sous-évalué et qu’est-ce qui vous rassurerait par rapport à votre rémunération?
Employee total compensation is lagging far behind the norm for my geographical region: salaries are lower than average; LNRS offers no stock purchase (ESPP) plan; no stock options offered to retain talent; 401(k) match is low; the health plans are expensive for the level of benefits provided.
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