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Rewards & Recognition

August 22-23, 2011
This event has ended. Click Enter Event to view the archive.
PLEASE NOTE: Event has been rescheduled to August 22 and 23, 2011 with the original session schedule and presenters.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The IHR, the certification and accreditation 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
Mike Byam, Terryberry Managing Partner(Terryberry )

This introduction for the virtual event Reqwards and Recognition, presented by Mike Byam of TerryBerry will provide attendees with the following information and schedule. The presentation will cover the following administrative topics and give attendees an idea of what to expect when attending IHR Rewards and Recognition. Welcome to the IHR Rewards & Recognition Workshops & Program! In this introduction, you will:

• Meet the advisory board
• Learn about the Certification Program
• Understand what Rewards & Recognition is and how it affects you
• Hear what we have planned for the year!

This introduction will give a run down of how the two days will play out, it will introduce the speakers and their companies, it will introduce our advisory board and sponsors.

Melissa Van Dyke, President(The Incentive Research Foundation)
Damon Riddle, Automotive Incentive Manager(American Suzuki Motor Corporation)

Are you Trendy? Top 11 Incentive and Recognition Trends of 2011: The Incentive Research Foundation has been reviewing trends in the incentive and recognition industry for almost two decades. Additionally the IRF has directly tracked these trends for almost three years. In the post-recession economy many providers and practitioners are looking for a solid understanding of what the last few years mean to motivation in the work place – and to recognition and incentives in specific.

This session will provide an in-depth review of where we have been and where incentives and recognition are heading.

What is the “new normal”?

What aspects of incentives and recognition are changing?

Join us for a fast paced hour with the Incentive Research Foundation where we will cover trends that are currently unfolding including: Defining the ‘New Normal’; The Impact of Global Change in Government Involvement, The Move from Extravagance to Necessity, The Move from Products to Experiences, Wellness, Non-Cash Recognition, Corporate Social Responsibility, Social Media Implications, Virtual Technology Implications, Gaming Implications and others.

At the end of this session attendees will be able to:
• Describe the major trends impacting incentives and recognition
• Recognize where these trends effect their current programs
• Identify the implications of these trends to their current organization reward and recognition efforts

A “must attend” for anyone responsible for incentive and recognition programs.

Derek Irvine, Vice President(Globoforce )

Today’s HR leaders often struggle with how to create a corporate culture that fosters collaboration and teamwork. They know recognition, implemented strategically, provides the necessary ingredients to create a corporate culture that unifies employees. With a basis in peer-to-peer, employee recognition serves to pull employees into a culture and its values and then share/push recognition to other people and areas of your organization.

With real-life examples of push-pull communications across the business world, Derek will show how you can use the principles that have made particular songs, book, or movies household names and turn your recognition program into an unequivocal success. Leveraging these principles with the right training and communications, you will create a viral engine of appreciation and positivity that extends far beyond the office walls. Whether you have an existing recognition program or are seeking a new one, this session will provide you with tangible strategies to make recognition the living embodiment of your culture.

Dan Jones, Vice President, Business Development(Abenity)

True employee loyalty is the desire of every organization, but an often intangible and seemingly unreachable goal. What does it mean to really engage employees and cultivate a culture of loyalty? To transform a good team into a stellar team?

"The Kind Of Employee Loyalty That Changes Everything" offers 7 tips for plotting your course towards employee loyalty and 7 tips for growing loyalty strategies into an engaged workforce. You'll learn how to define success, plan your roadmap and place in motion a plan that will lay a foundation for loyalty. Then you'll take those fundamentals and learn how to truly cultivate and foster a culture that values the employee and places a priority on engagement with results.

Employee loyalty and engagement need to be more than buzz words in your organization. Common sense ideas like "valuing input" and "investing in employees" must become an integral part of the company to experience lasting success. Setting your employees up for success in turn sets up the company for success. By building relationships across divisions and throughout the corporate ladder, making investments in staffers that have long-term impact, and spotlighting achievements as part of the corporate culture, you'll be making strides towards having an emotionally vested workforce. We'll contemplate the touchpoints of a workplace culture that helps employees strive, and leads to bottom line results and accomplished strategic objectives.

"The Kind Of Employee Loyalty That Changes Everything" aims to truly adjust the fabric of your corporate culture by reassesiing the values of the company. Join us as we cast a vision for an engaged workforce and tackle the quest for loyalty!

Brian Thornsberry, Vice President(Madison Performance Group)

 In a “cost-containment world” how can HR leaders use their recognition investment smarter?

No matter what industry you are in chances are your value propositions has become increasingly people-based. It is the ability and attitudes of your people—more so than any new technology or product offering— that will set your company apart from rivals.

But as organizations struggle to do more with less— contain costs, while maintaining productivity—they appear to be doing so on the backs of their best workers. With compensation comprising up to 70% of a company’s cost structure, economic conditions have forced many companies to freeze or make multiple downward adjustments to their base and variable pay programs while at the same time demanding more and more from their existing work force. The result: lower engagement scores followed by a forecast for future worker defection.

So as HR leaders deal with the two competing employee goals—the need to realize the positive economic outcomes engagement drives, against the lingering need to reduce all forms of compensation—the question becomes: How you can you use recognition more strategically and cost efficiently to maximize its impact.

Join us as we examine the “recession-related” business case for recognition along with 5 proven strategic approaches that will help you optimize outcomes.

David Reisner, Technology Solutions(ITAGroup, Inc)

Social gaming is changing the rules for engagement and motivation in corporate America and David Reisner knows why – gamification addresses people’s need for autonomy, a sense of mastery and purpose in their work.

As technology solutions manager for ITA<em>Group</em> in Des Moines, Iowa, Reisner monitors the gamification landscape and looks at technology from a human perspective to build solutions that engage and motivate users. In that role, he’s taken note of social gaming’s power to positively influence employee behavior.

Social gaming allows users to customize their experience and contribution, such a using a personalized avatar to represent their online self. They develop a sense of mastery as they learn the game, achieve higher scores and earn badges to mark their achievements. A sense of purpose comes from helping others in a social setting and having positive behavior reinforced within the game experience.

During this presentation, Resiner will:
o Demonstrate how social gaming has become a successful and powerful force in the American workplace
o Explain the six principles that drive successful development, deployment and measurement of motivational game success, and
o Deliver real life examples of applying social gaming techniques to motivate people.

This session is not eligable for HRCI credit.

Gordon Green, Executive Vice President, Recognition & Reward Strategy(Rideau Recognition Solutions Inc.)

The war is on! It's a war for talent acquisition from a rapidly diminishing workforce pool. And, just when you think you've been successful in your recruiting efforts, what do you end up with? . . . a workplace full of post-modern Millennials that are hard-wired with a dramatically different outlook. They're wired for X-Box, Playstation and Nintendo.

With this transient team, how will you and your company ever reach the necessary productivity levels to become the performance-driven fighting machine that allows you to successfully compete in the global marketplace? Easy! Believe it or not, you've just hired the most highly caffeinated, multi-tasking, value-based, task-focused, talented group of relationally based, team players that your company has ever seen.

You just need to learn how to unlock their game!

Cindy Ventrice, Author and Consultant(Make Their Day)

Organizations spend over 27 billion dollars each year on recognition programs. If that money translated into a highly engaged workforce it would be worth the investment. The problem is that organizations focus 80 percent of their recognition resources into programs that will yield, at best, only minimal results. So, for 27 billion dollars and tremendous effort, overall we have 35-40 percent of employees satisfied with the recognition they receive!

This is not a good enough return on investment of our time and money. To positively affect engagement we have to do better and we can do better, by using a manager-driven approach to our recognition efforts.
In this session we will look at the most successful method of increasing recognition satisfaction, the manager-driven approach. The session will cover the:

• Research into what employees want vs. what provides satisfaction (not the same!),
• Survey that revealed the surprising cost of the most meaningful recognition,
• Recent study that revealed the determining factor in how valued employees feel,
• 50/30/20 Rule – the preferred recognition mix,
• Managers’ role in delivering effective recognition,
• Managers as leaders of program development and culture change,
• Secret to getting commitment from managers, and the
• HR as facilitators, not drivers, in the process of moving to a recognition culture.

Focusing on manager-driven recognition engages individuals and changes cultures. Effective and resource friendly, this is a proven approach to recognition that works. Before you invest in a new or revamped program you need to attend this session!

Linda Wodele, Relationship Manager(Hinda Incentives)
Mike Dunagan, VP, Recruiting & Retention(Supplemental Health Care Services)

Loyal employees drive nearly every business, but in the temporary workforce market, loyalty and continual acceptance of new assignment <u>is the business. Supplemental Health Care is an organization that places short- and long-term nurses and therapists in hospitals and other health care facilities coast-to-coast. A key to their business is attracting and retaining top quality medical personnel that exceed the expectations of the companies they work for. In 2009, they teamed with Hinda Incentives to design and implement an employee loyalty program that has helped to build a happy, loyal workforce. This presentation will review some of the essential elements of an effective employee reward and recognition program and discuss how Supplemental Health Care utilized these principles for their employee loyalty program.

Tyler Gentry, Director of Strategic Accounts(Inspirus)
Kimberly Smithson-Abel, VP, Strategy & Business Development (Inspirus)

Whether you’re looking for ways to motivate and engage your workforce or just want to learn more about it, this webcast offers a proven approach to driving employee engagement and capturing ROI through a culture of recognition

During this one-hour introduction to Workforce Recognition you’ll learn answers to the following questions.

"  What is Enterprise Workforce Recognition?
"  What Value Does it Deliver?
"  Recognition Maturity Index™ – Where Do You Fall?

Rounding out the hour, we’ll outline “next steps” and share ideas for how you can take your recognition programs to the next level.

Join presenters Kimberly Smithson-Abel, VP, Strategy & Business Development, Inspirus and Tyler Gentry, Director of Strategic Accounts & Recognition Enthusiast, Inspirus and find out how you can initiate and grow a culture of recognition in your company.

Mike Byam, Terryberry Managing Partner(Terryberry )

Out of sight, But Not Out of Mind: Recognition for Remote Workers

Remote workers are becoming an increasingly significant part of the workforce in businesses today. Telecommuting comes with a host of benefits, but it also comes with new “rules of engagement.” Learn how to keep your offsite workers from feeling invisible. Get real solutions for providing remote workers with a sense of community, personal interaction, visibility, and recognition for their accomplishments. This session will provide business leaders and HR professionals with a blueprint and new tools for engaging these important members of your team through effective employee recognition strategies.

Michelle M. Smith, Vice President, Business Development(O.C. Tanner)

Business has long defined itself as a purveyor of goods and services. In groundbreaking research by the FORUM for People Performance at Northwestern University, a new view is proposed in which business is defined as a purveyor of relationships. No matter what business you're in, the goods you produce are a function of people across the system, a spectrum of relationships which starts inside the organization, connects to people in the distribution channel, moves on to customers and ultimately touches society.

The new role of leaders of departments or companies is to build these connections and get the most from the varied relationships so that the organization - and its people - can prosper and thrive. This session will explore this shift in strategy, which opens up new possibilities that any organization can take advantage of. Attendees of this session will:

*  Explore the FORUM's new Enrichment Leadership Model in detail
*  Learn the key leadership behaviors that build and sustain these people connections
*  Discover how to grow your department or organization by creating a culture that addresses how people relate internally and externally, to the benefit of everyone involved

Barbara Ruddy, Consultant & Trainer(Recognition Professionals International)
Melissa Minkow, Director, Program Development and Client Solutions(Errand Solutions, LLC)

Management Teams have learned through experience, that strategic and consistent use of recognition, reward and praise throughout an organization is instrumental in reducing turnover, increasing productivity and creating a positive work environment. When an employee feels they serve a purpose and are being noticed for doing a good job, they will embrace the organization’s mission, goals and values, work above their standards, take fewer sick days, and are willing to put forth the extra effort for the company.

As an added bonus, retaining good, loyal people elevates customer service and sales, and companies identified for their recognition practices attract a better recruiting pool.

RPI’s 7 Best Practice Standards are:
• Recognition Strategy
• Management Responsibility
• Recognition Program Management
• Communication
• Training
• Events and Celebrations
• Program Change and Flexibility

By focusing on a few of the key standards : recognition as a strategy, the measurement of program results, and communication plans, attendees will have a better understanding of the framework needed to create a successful recognition program.

Recognition Professionals International is the only association dedicated solely to the advancement of recognition in all work places and is the only association offering Certified Recognition Professional (CRP) courses. When fully implemented together, RPI’s Best Practice Standards ensure a powerful and strategic recognition program for an organization.

Jeffrey Dalton, CEO(Paramax)

To succeed, small companies have to think BIG when it comes to rewarding and recognizing their best performers. Attracting, motivating and retaining employees require a thoughtful approach to making them feel valued.

Unfortunately, small companies face big hurdles in setting up a rewards and recognition program that works. Lean staff and tight budgets often prohibit the purchase of most programs available in the incentive market today, which require significant investments of both time and money. And with finite resources, building your own program risks disappointing your employees and hurting your bottom line.

Join us for a seminar that clears the way for small companies to research, build, launch and sustain a program that will excite employees and drive the right behaviors in your organization.

During this session, we&rsquo;ll share the (often free!) online resources that unlock best practices in rewarding and recognizing your top achievers &ndash; including a low-cost, online solution that doesn&rsquo;t tie you into buying rewards. We&rsquo;ll outline a step-by-step process for building a program and choosing awards that reflect what your employees really want. Then, we&rsquo;ll examine ways to communicate, promote and refine your program over time.

Melissa Van Dyke, President(The Incentive Research Foundation)

Best in class organizations for decades have implemented both cash and non-cash incentive programs for one primary reason: to increase performance – whether it be for measureable improvements at the individual level, group level, or organization level. The secret linchpin between incentives and performance is measurement. This session will highlight the recently-released Master Measurement Model research and provide the attendees insights for developing incentive program measurements.

The session will review the Master Measurement Model of Employee Performance in depth, address current insights the human capital measurement has provided the incentive measurement, and address the short and long-term impact of measurement on an incentive program.

The hour will include: a walk- through of the Master Measurement Model, a survey of incentive measurement examples, an overview of the in-depth process for establishing families of measures, a review of sample reports, an understanding of human capital management examples, a review of the ROI measurement process and several real-world case studies.

At the end of this session attendees will be able to:
• Understand the Master Measurement Model
• Describe the use of incentive measures
• Implement the 5 steps in developing a family of measures
• Organize a Benefit and Performance Report based on incentive measures
• Identify the ten base Measurement Principles
• Acquire additional resources on Measurement

A “must attend” for anyone responsible for designing or implementing incentive programs.

Fern Silver, Anthropomaximologist(Fern Silver LTD)

Today, there are several advertising and marketing companies that focus on INTERNAL Communications and Brand Marketing to help companies achieve the best return on their investment from their unique human capital.

What can you learn from their success to Reinforce YOUR success?
A recent Gallup Poll provides concrete evidence that a happy, engaged employee is one that can help to positively affect the bottom line. Other research demonstrated that public companies listed on the Best Places To Work list performed 5 times better than their competition.

Full Engagement is an ONGOING PROCESS. There are no short cuts to creating a culture that inspires, engages, fulfills employee dreams and expectations and ultimately delivers big profits and dividends for all.

Join Fern Silver, a Recognition Specialist with over 25 years of experience designing programs that improve performance as she uncovers secrets to engaging your workforce and increasing your bottom line.

Michael Levy, President(Online Rewards)

Leading Human Resource Managers know the value of a well designed employee reward and recognition program. A wealth of statistical data has emerged over the last decade, supporting the view that maximizing employee performance requires a combination of HR strategies and tools.

Companies that have a well designed employee reward and recognition as part of their overarching HR strategy yield: increased growth, greater productivity, improved profitability and growing market share.

The most successful and respected US corporations find innovative ways to align their HR strategies, creating unique and innovative techniques for engaging their employees. Companies from AMR to are finding new and creative ways to engage their employees. Studies by Hay Group Insight ( show that engaged employees can increase productivity by 30 percent, and that they are 2.5 times more likely to exceed performance expectations.

Increased output is not the only benefit of engaged employees. Gallup research shows that engaged employees drive innovation, increase customer loyalty, boost revenues, and stay with the company longer. It seems logical that every company would strive for engaged employees.

Michael Levy, CEO of Online Rewards will share knowledge and insights gained from over a decade of reward and recognition program design and development, presenting case studies, financial modeling tools and strategic insights that innovative HR and Compensation leaders can use to build the business case for formalized employee reward and recognition programs.

Sponsors for this event:

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