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Truly Global & Beyond Excel: Addressing Local Compensation Needs While Protecting Global Principles

Topic:
Truly Global & Beyond Excel: Addressing Local Compensation Needs While Protecting Global Principles
Date:
December 4, 2012 at 1:30 - 2:30 PM ET
Presenters:
Joe Kaddis, General Manager(beqom )
webcastImgVirtual
Description
Compensation management is one of the most critical and complex processes for a global company: Why is it critical? Not only because it often represents the largest part of your company’s total costs, but more importantly because it is one of your company’s most effective tools to drive its human capital. Why is it complex? Because local markets vary in terms of talent expectations, pay practices and local regulations, not to mention issues of language, currencies, and culture. To get local buy-in while retaining control and meeting business objectives requires a compensation management system that provides a consistent framework, but with flexibility to adapt to local needs.

If you are a global company, you have likely outgrown the ability to use Excel to manage compensation. Excel is not designed to be an enterprise platform, and so requires substantial manual effort and presents challenges in terms of data accuracy and reliability, security, scalability, maintenance, reporting, transparency, and auditability. It also requires you to use additional methods to handle related compensation processes such as plan communication, workflow and approval tracking.

The limitations of Excel, manual processes, and inflexible home-grown systems place limits on your ability as an HR business partner to use compensation effectively to support company strategy.

In this session, we will see how an enterprise solution can be deployed to optimize global compensation management and improve flexibility, while retaining the benefits of Excel and putting compensation management in the hands of HR business users, without compromising on functionality and flexibility, and without relying on IT to build and maintain a system.

We will be looking at several global industry leaders who were using Excel before switching – in the last few years – to global enterprise systems, with or without global ERP implementations.

Excentive International, a company whose mission is to allow large enterprises to address compensation management with state-of-the-art enterprise solutions, will present this session.

In this session, we will analyze the issues these large companies were facing while using Excel. We will then review what actions they took to replace it with a state-of-art automated solution. Finally, we will review the outcome, in term of benefits and issues of such implementations.
Who Should Participate
  • Compensation Managers/Directors/VPs VP of HR
  • HRIS Managers
  • IT responsible for compensation/commission systems
  • What You Will Learn
  • What are the challenges faced in managing compensation and performance on a global scale?
  • What are the limitations of using Excel to manage compensation?
  • What should I look for in a global compensation solution?
  • What are the pitfalls in implementing a global compensation solution?
  • Recommended Resources
  • http://www.youtube.com/user/excentiveintl Click here
  • info-usa@excentive.com
  • http://www.excentive.com Click here
  • Communities
    Compensation
    Core HR: Payroll for HR and HRIS
    Performance Management
    Pay For Performance
    Technology
    HCM US Based
    HCM Global
    Model, Planning, Mgmt and Measurement
    Model, Planning, Mgmt and Measurement
    RFP/RFI Development
    Compensation Trends
    Incentives Measurement, Reporting and Analysis
    Compensation Measurement, Reporting and Analysis
    Compensation Planning and Management
    Compensation Modeling and Forecasting
    ECS - Enterprise Compensation Solutions
    Incentives, Rewards and Recognition
    Executive compensation
    Sales force compensation
    Incentives Planning and Management
    Compliance in Compensation Management
    Stock Planning and Administration
    Pay for Performance Planning and Management
    Executive Compensation Management
    Rewards and Recognition
    Performance Reviews
    Presented by
    spacer
    speaker spacer
    Joe Kaddis
    beqom

    View Profile
    spacer
    Event Sponsors
    beqom
    beqom covers any part of Total Compensation Management. On the Sales side, it includes Sales Performance and Incentive Management. On the HR side, it includes Employee Performance, Salary Review, Bonus, Long-Term Incentives and Recognition.
    File List
    Feedback
    Name Comment Rating
    3 / 5
    Good Presentation
    Image of Sally Larrabee Sally Larrabee
    Process Control Outlet Inc
    5 / 5
    Excellent Presentation
    3 / 5
    Good Presentation
    Image of Kathryn Kraefft Kathryn Kraefft
    Wingstop Restaurants, Inc.
    3 / 5
    Good Presentation
    Image of Judith Desembrana Judith Desembrana
    PricewaterhouseCoopers LLP
    3 / 5
    Good Presentation
    Image of Debra Zimmer Debra Zimmer
    Bryan Cave Llp
    5 / 5
    Excellent Presentation
    5 / 5
    Excellent Presentation
    Image of Steven Davis Steven Davis
    SRD Consulting Services
    4 / 5
    Very Good Presentation
    Image of Jackie Hock Jackie Hock
    Dealer Tire LLC
    3 / 5
    Good Presentation
    Image of Roger Rosas Roger Rosas
    Human Resource Professional
    4 / 5
    Very Good Presentation
    Image of Mark Avallone Mark Avallone
    HR Management Association of Chicago
    3 / 5
    Good Presentation
    Image of Robin Hulbert Robin Hulbert
    Cargill, Inc.
    3 / 5
    Good Presentation
    Image of Miriam Berger Miriam Berger
    A Hire Authority

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    WorldatWork Society of Certified Professionals. Recertification credit for this event applies to the Certified Compensation 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.

    Recertification credit for this event can be taken by entering it into your online 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.


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