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The Institute for Human Resources (IHR) Compensation Best Practices and Trends certification program was launched on February 14/15, 2011, with a two-day virtual event. Subsequent events have been held on June 6th & 7th, September 22nd & 23rd, December 12th & 13th, March 19th & 20th, June 11th & 12th and September 10th & 11th. Archives of events are available on www.HR.com.
To date, over 7,500 HR professionals have registered for the IHR program. The purpose of this introductory session is to provide you with an update on webcast topics and introduce you to speakers that will be presenting on March 19 & 20. In addition, for those of you who have not participated in one of these events in the past, you will be shown how to register for any newly-added webcasts and make use of the virtual Exhibit Hall, where you can increase your knowledge on product and service suppliers in the compensation arena. You will also learn how to network with your peers by visiting the lounge. All of these webcasts have been approved for HRCI recertification credits – with the exception of this introductory webcast. More importantly, the Institute for Human Resources has launched a number of different certification programs and in this case, the program has been designed for those HR professionals who are responsible for compensation in their organizations. This short webcast will provide you with complete information on what is required to obtain certification from the Institute for Human Resources.
The management of this Institute would not be possible without the input from the Advisory Board. This session will also introduce all the members of the Advisory Board to you as well as a calendar of future events will be shared so that members can pre-register now to avoid future schedule conflicts.
HR professionals within the contractor community should be aware of the plethora of pending regulatory and compliance changes expected t o take place this year. In the past two years Office of Federal Contract Compliance Programs (OFCCP) has introduced many proposed policy changes. These updates and changes will greatly impact how compliance professionals will go about their daily activities. From the latest census data to affirmative action planning audits, it’s important to be aware of the industry’s latest regulations.
During this informative presentation, Berkshire Associates’ Manager of Training, and leading compliance expert, Nicole Butts, SPHR, will address the mission of the OFCCP and its relationship with the Equal Employment Opportunity Commission. She will then look at specific areas of affirmative action enforcement where significant changes are taking place. Nicole will share details about the occupational data used to create external availability statistics for affirmative action plans. She will explore the proposed changes to OFCCP’s Scheduling Letter and its impact on your plan data, analysis, and results. She will also review OFCCP’s proposed changes to Veterans compliance, and the agencies continued focus on adverse impact analysis. Throughout this presentation she will identify the impact these changes will have on you and your affirmative action efforts.
Nicole’s informative session will address all of these changes in detail, and the significant impact they have on HR professionals’ responsibilities. Participants will leave with a better understanding of the impact recent OFCCP changes and initiatives have on companies and HR professionals. Attendees of this session will be able to:
1. Obtain knowledge to better understand the most recent OFCCP changes and initiatives.
2. Identify the impact of proposed OFCCP regulatory changes on the HR community.
3. Learn strategies to implement these changes in their organizations to strengthen compliance efforts.
The OFCCP released the (now rescinded) compensation analysis Standards and Guidelines in 2006 and, for the first five years since their release, had been "less than successful" when it came to enforcement. This shouldn't be overly surprising given the complexity of compensation and the rigorous, litigation-worthy requirements outlined in the Standards. This all changed with the inauguration of President Obama on January 20, 2009, the signing of the Lilly Ledbetter Fair Pay Act nine days later (the first bill signed into law by President Obama), the multiple attempts at passing the Paycheck Fairness Act, and the creation of the National Equal Pay Enforcement Task Force. The message has never been more clear--compensation equity is a very high priority for the Obama Administration. Given the pressure to succeed coming directly from the Whitehouse, we have seen both the EEOC and OFCCP dramatically increase their enforcement of systemic discrimination (i.e., larger, more pervasive, system-wide cases) including compensation issues, and with more conciliation agreements related to compensation issues in the past year than ever before, their efforts have largely been a success.
With the rise in OFCCP compensation audits and enforcement actions, it is critical that federal contractors take proactive steps to ensure that their compensation is ready for scrutiny.
In this presentation we will cover the nuts and bolts of conducting a compensation analysis that is appropriate in both proactive and reactive (i.e. response to audit) situations. This will include roughly the following:
1) Properly defining scope of analysis
2) Data preparation (e.g., cleaning, SSEGs)
3) Analysis with and without explanatory factors (i.e., t-test and multiple regression)
4) Evaluate analysis-model validity
5) Interpreting interactions
6) Computing Liability/Make-whole compensation for hot-spots.
These are the same 6-steps our firm employs when conducting compensation analysis for clients in both proactive and reactive situations.
More importantly, with time permitting, we will share potential land-mines that an analyst need to be aware of in each of the 6-steps when conducting a compensation analysis. Failure can lead to misleading results that can be catastrophic, esp. as the OFCCP’s statisticians have attained advanced mastery of compensation analytic methods.
Organizations nationwide seek to continuously improve performance and motivation, while simultaneously reducing costs. This arduous task often becomes the responsibility of the Human Resources (HR). Without effective systems in place and data available, employee compensation can run counter to efficiency and performance objectives set by the organization. The implementation of market-based pay structures is increasingly necessary in order for organizations to remain competitive, administer compensation fairly and easily and allocate limited financial resources where they are most needed.
This presentation will review best-practice steps to compensation system design. During the presentation, attendees will be introduced to:
- Turnover in the rebounding economy
- Compensation economics 101
- Review steps for designing a market-based compensation system
- Recognition and sustaining high performance through a merit matrix
The following agenda will guide the presentation:
I. Compensation Economics 101
A. Law of supply and demand as it relates to compensation
B. Impact of artificial floors or ceilings on compensation economics
C. Economic trends caused by current economy
II. Market-based compensation system design
A. Purpose of a compensation system
B. Steps to designing a compensation system
1) Plan and determine compensation philosophy
2) Gather and assess data
3) Job documentation review and update
4) Selecting survey data
5) Conduct market analysis
6) Design or revise salary structures
7) Review market position
8) Report results
III. Developing compensation policies
A. Reasons to implement compensation policies
B. Review of advisable compensation practices, typical policies and
IV. Recognition and sustaining high performance through a merit matrix
A. Concept and samples
Join Alec Levenson, Senior Research Scientist for the Center for Effective Organizations (CEO) in the Marshall School of Business at the University of Southern California (USC), for a webinar on March 20, 2013 from noon to 1:00pm Eastern Time when he will talk about Using HR Analytics for Modeling and Making Sense of Compensation.
How do you make better use of data and analytics to be able to get to insights that will be helpful?
In order to make decisions that are more analytically driven, Human Resources professionals need to know how to build models of organizational and individual behavior. In this webinar Dr. Levenson will review the principles and uses of models as decision making aids, even when there is not enough time or data for doing statistical analysis. We need analytics when issues are difficult to resolve; data is helpful but the data available to us is often incomplete. A specific application to compensation will be covered: understanding how the compensation of a role relates to motivation, employee capabilities, and retention. This webinar will give you a taste of how you can approach being more analytical in decision making around issues of compensation.
In this information packed seminar, participants will learn about cost containment strategies, best practices, and tools used by companies to become more profitable in this new economy.
If you are like most successful businesses, you need to cut your expenses and you want to be more profitable. This program was developed to help you attain these goals, in addition to reducing your business risk.
Reducing Your Business Risk
Understanding the Importance of "Total Cost of Risk"
Training: Pre-Hire, Post-Hire, Pre-Claim, Post-Claim
HR / OSHA compliance / Wellness / Safety Training
Claims management procedures, Best Practices, Case Studies
Do you want to know a secret to lower the total cost of your workers comp program? It starts with knowing your company’s RiskScore. Similar to the same methodologies used in the mortgage/financial world to provide loans, having a good high credit score can enable you to secure lower mortgage rates. In the insurance world, having a good high RiskScore has proven to enable companies to receive better lower cost workers compensation programs.
Don’t let your competitors pass you by, as many are starting to deploy many of the strategies that this attorney approved system teaches. Your company has already experienced 3 back-to-back workers compensation rate increases, and you are expected to see increases in the future. Position yourself properly to mitigate those increases.
Have you had concerns over your profit margins, and hoped that there were methodologies that can help you gain control over this costly part of your business? If so, you will not want to miss this program.