This presentation will examine the basic factors of compensation policy decisions that define competitiveness in talent management and how they might be considered in the planning and implementation. The role of compensation in current talent management philosophy and offerings is important to define as a starting point for building a cohesive talent management strategy and approach. This presentation will attempt to determine the relative importance of compensation to an integrated talent management approach.
The presentation will consider the importance of integrating structure and external competitiveness. Topics discussed will include job evaluation, market surveys, competencies, work measurement and how they compare and contrast and are represented in current technology offerings. The development of key performance indicators will also be considered as potential benchmarks for technology adaption as well as internal organizational change management. We will also evaluate various means to align business objectives as drivers for compensation policy design and implementation.
As part of the discussion we will also look at the high level system architecture principals required to assemble integrated technology approaches that will allow you to ‘compete’ as an organization. The technology section will discuss current state of technology implementation for compensation. It will also attempt to define the critical elements of an HR technology stack. A key element of technology deployment is flexibility in change management governing implementation. The presentation will conclude by examining effective implementation experiences and cataloging important lessons learned as part of a business case overview based on actual experiences of combined technology and consulting implementers.
Who Should Participate
What You Will Learn
1) Practical approaches to defining the role of compensation planning as part of integrated talent management.
2) Developing an integrated approach to technology-assisted compensation management as part of an overall talent management environment
3) Effective technology planning and implementation lessons learned
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Professional (CCP®), Certified Benefits Professional® (CBP), Global
Remuneration Professional (GRP®), Work-Life Certified Professional (WLCP®),
Certified Executive Compensation Professional (CECP™) and Certified Sales
Compensation Professional (CSCP™) designations granted by WorldatWork
Society of Certified Professionals.
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WorldatWork Society recertification application and entering the program date,
title and length. Please note that the CECP and CSCP designations require
a minimum number of credits from executive and sales compensation-related
activities. For more information on recertification, visit the WorldatWork Society
recertification webpage at www.worldatworksociety.org/recertification.