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Rewards and Recognition

July 30-31, 2013
This event has ended. Click Enter Event to view the archive.
Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current Rewards and Recognition topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

Recognition = "Recognition is an after-the-fact display of appreciation or acknowledgement of an individual's or team's desired behavior, effort, or business result that supports the organization's goals and values."
Reward = "An item or experience given to an individual or team as a gift for meeting a pre-determined goal. (Sometimes cash-based)". Attend the workshops from your desk! .

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Amy Niras, Sales and Community Ring Master(

Welcome to the Institute for Human Resources (IHR) Rewards & Recognition! This session is an introduction to the Rewards and Recognition Community and the Institute for Human Resources (IHR) certification program. You’ll learn about the future of this institute, the credits that can be generated from your participation, and learn the IHR certification.

Amy Niras is the Sales and Community “Ring Master” at She manages not only’s Institute for Human Resources Rewards and Recognition but also the Workforce Management, Technology Enabled Learning, Developing Organizational Leadership Capabilities AND the new Legal and Compliance Institute. Amy is responsible for building and aligning the curriculum for these Institutes as well as generating a strong network of industry professionals who will be able to collaborate and offer content to the members.

Throughout this conference you will gain practical ideas and concepts that you’ll be able to put into practice in your business. Because recognition addresses the human need to be valued and to provide value in the workplace, a framework for rewards and recognition is vitally important. In this conference, we will look at why recognition is so important and how it can impact your business objectives. Giving employees recognition for their contributions has been proven to improve retention, enhance engagement and positively impact business performance. You’ll discover how these real results can happen in your business, and find out what the best practices are to use along the way. During the IHR Program, you will also learn how to develop an effective recognition strategy that encompasses Design, Implementation, Review, and Assessment that also connects to you organization’s mission, vision, and values. This will ultimately strengthen the future of your organization.

Mike Byam, Terryberry Managing Partner(Terryberry )

The method of your presentation is arguably one of the most important elements of your recognition program. A good award presentation can double the impact of your recognition program. At the same time, the presentation is one of the least expensive components of a recognition program. And yet, many organizations spend little or no time thinking about how to present awards effectively. Are you looking for fresh ideas and effective ways to build morale and motivate employees, while managing costs? With some creativity and forethought, recognition experiences can have a lasting impact on employees and improve your program's overall effectiveness. You will take away some of our best practices for the following: When is the best time to deliver a presentations, what to say in a recognition speech, what to look for when choosing awards, who the best person to present the presentation, how to get employees engaged in the presentation experience and resources to help make presentations go seamlessly.

Whether you're just getting started with your recognition program, or you've had a program in place for many years, this seminar can give you fresh ideas and best practices to ensure that your valued employees take away a positive and memorable experience from your award presentations.

Join Mike Byam, author of The WOW Workplace and Managing Partner of one of the world’s foremost recognition providers and as he discusses the cutting edge of employee recognition that actually boosts engagement, adds value to your organization’s bottom line, and ultimately aligns your employees’ efforts with your organization’s mission and goals.

Shawn Doyle, President(New Light Learning and Development)

As a professional speaker and trainer, the number one question Shawn Doyle, CSP gets while traveling is “how can leaders motivate employees?” In this interactive and thought provoking session Shawn unlocks the 10 keys for building an environment for employee motivation. Based on his book and on 25 years of training and development experience working with companies all around the world, he shares with you how to build that kind of culture and HR’s role in it.

Hundreds of reports and statistics prove that a motivating workplace is essential to the success of an organization. This program outlines the steps to creating and maintaining a fun, energized, and highly motivating work environment where employees want to work—and stay.

Shawn Doyle believes a smart manager can get 60% of workers to work harder. If a staggering increase in your productivity sounds good, The Manager’s Guide to Motivating Employees is for you.

The session inspires managers to accept their responsibility to foster motivation in the workplace. And it makes what they need to do to fulfill their important role simple and understandable.

You’ll discover proven tips for creating an environment which fosters motivation, including how to:

• Hire motivated people
• Convey the goals of your organization and how employees fit into the big picture
• Generate enthusiasm throughout your staff
• Set expectations and provide opportunities for growth
• Guide and direct employees so they know where they are headed
• Understand what really motivates people
• Reward and recognize employees for their efforts
• Relieve pressure and find balance

It doesn’t matter whether you are motivating a lackluster existing team or a new team. This will help you take immediate action and make a powerful and lasting impact.

John Smith, CTO / Chief Evangelist(BreakTheEquation)

When surveyed, it was not 'low pay' or 'minimal opportunity for advancement' that topped the reasons for high performing employees to leave an organization. Instead, 'lack of sufficient recognition' was the number one reason for departing their company.

High performing employees need some type of recognition, with half of that overall recognition coming from their direct manager.

Organizations are working fiercely to better understand the new global, multi-generational and innovative workforce. With different values; working methods; motivations; and needs, the traditional recognitions systems are falling short of adding value.

Today’s workforce requires a new set of employee recognition methods, interactions and supportive systems. Electronic Recognition combines the best pieces of traditional recognition and is emerging as a significant advantage to meeting the needs of today’s workforce.

Learn what Electronic Recognition is, why it is proving to be so effective, and the benefits organizations are gaining from it. Electronic Recognition is becoming the keystone to understanding many of the hardest questions HR professionals have been trying to figure out for decades.

Through the utilization of a Viral Electronic Recognition system, a whole new set of workforce analytics and questions can be tracked, measured and answered. These new systems are delivering great value to the workforce, increasing the levels of recognition, feedback and overall employee engagement. In addition, these systems are providing great value to management and offer a new level of information and insight into the organization's most valuable asset, its workforce, creating a whole new philosophy of a "happy, engaged, and recognized a lifelong employee".

Ziv Eliraz, CEO(
Hilary Dunn, Marketing & Customer Success Manager(

This session will focus on the steps to follow when launching an employee referral program. Particular emphasis will be put on specific techniques and how they can be implemented.

According to recent surveys, employee referrals are still seen as the number-one source of hire, as well as retention. So, if you don’t have a strategic employee referral program, you may be missing out on some great potential employees.

Launching an employee referral program is not difficult, but it does take some calculated planning. For example, you first need to understand how your team operates. For instance, remote teams may need a program that’s set up differently than in-house teams. In addition, creating a career site is also an important addition to your referral program since it’s where your network can view jobs, as well as direct their network.

However, one of the most common practices in referral programs are the rewards aspect. In fact, 48 percent of employees report that rewards would further motivate them to participate. So, creating a program that rewards employees for their efforts is a great way to boost participation rates.

There are also additional methods to consider once the employee referral program has launched. For instance, gamification is a great way to create healthy competition among teams. Mobile capabilities ensure members of your network can view and then promote jobs from any device. Following-up and automation are also proactive measures employers can use to keep programs on track. These methods combined create a strong employee referral program, leading to better applicants and even better hires.

Tara Powers, Training Expert, Coach, Consultant(Powers Resource Center)

Recognition programs can successfully impact your business if they are planned appropriately, have a clear and agreed upon purpose, the benefits are of value to employees and executive leaders support it.

Without executive buy-in you’ll waste a ridiculous amount of effort, time and energy on planning an initiative that coulda, woulda and shoulda had a huge impact on your culture but like a spooked horse at the start of a race, never makes it out of the gate.

If you’re tasked with gaining buy-in from executive management for your recognition program, you are in an exciting position! This presentation will introduce five strategies to help you explain the need and scope of your recognition program, resource requirements, implementation techniques and anticipated results.

Strategies include:
- How to Present Your Business Case. Executives are busy and you need to be efficient and clear on why this program is important. We will talk about 3 ways to get the most important information across right out of the gate.

- 8 Major Objectives of Successful Reward Programs. Every reward program has key components that make it effective. We will review each of these components that should be part of your presentation to executives.

- Key Reward Considerations. There are several considerations to take into account when designing your reward program. These considerations should be well thought out before you present to the exec team.

- Implementation Factors for Success. We will review several factors for implementation success including training, task teams, analysis, usage guidelines, and more.

- Action Plan for Roll Out. A clear plan for the roll out of the program should be defined for all executives to support. We will outline action plans for rolling out a successful initiative.

Tom Miller, President(Symbolist)

Recognition and Reward Systems exist to drive the behaviors and performances that matter to the organization. There are many different technologies and systems that can enable reward and recognition - but to be successful the program/system must connect to the behaviors and performances that connect to the organizations core. So how does the organization know what behaviors to highlight and which performances to celebrate?

The work begins by understanding the real culture of the organization and building the tactical RRS tool based on the embedded corporate language. This session will show HR professionals how to dig into a company culture and the language it uses to accurately reveal a company culture and connect that culture to the tools within an Recognition and Reward System.

The goal of the session is to help HR begin the process of building an “effective” RRS instead of simply installing an “efficient” one. Like many of the tools we have available to us today as professionals, many recent RRS are easy to install and use but have also made it too generic and too impersonal. By creating an RRS from the embedded language of an organization you will be able to have a RRS that connects emotionally to your audience and builds long-term engagement and commitment.

Attendees will leave with an understanding of:

• The definition and importance of a Recognition and Reward System (RRS).
• Components and examples of RRS
• An understanding of the ways to describe corporate culture
• An understanding of Corporate Language, what it is, what it is not and how to use it.
• How to connect a RRS to Corporate Language

Lisa Jing, Founder / CEO(Synergy at Work, Inc.)

In most organizations, over 50% of the total healthcare costs are due to presenteeism, which is the loss of productivity due to a health related issue. Your employees may be showing up for work, but are they functioning at an optimal level committing their best energy to their work or are they functioning at a diminished capacity because of high stress, lack of physical activity, poor nutrition, emotional distress, or inadequate sleep?

In this session, we’ll explore the compelling case for employee health and well-being as a strategic business imperative for employee engagement and sustainable competitive advantage. We’ll examine:
1)       The spiraling costs of poor health to individuals and organizations and the demographic trends driving the cost increase
2)       The critical importance of nurturing the whole person for optimal performance and personal fulfillment
3)       The Diamond Model of Integrated Health which identifies the 10 key areas necessary for well-being in mind, body, and spirit
4)       How to get started on an employee health initiative in your company

Creating an organizational culture where health is valued as a business priority is a vital component of a contemporary total rewards strategy. Research shows that employee wellness programs are a very popular employee benefit that provides a real return on investment.

In this era of global competition, organizations need every person functioning at his or her best. When team members are healthy and well, the result is reduced benefits costs, increased innovation, creative problem-solving, retention of top talent, high energy, and a winning culture where people are well, so they do well.

Please join us!

Sponsors for this event:

IHR Certifications
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