Upcoming Webcasts

Truly integrated talent management impacts every level of the business from the C-level all the way down to the last employee, leading to reduced turnover, higher revenue, and increased employee engagement.

In this 3-part webinar series, we’ll dig deeper into what specific value integrated talent systems bring to three different roles; the Business Leader (May 30th), the Manager (June 13th), and the Employee (June 27th).

Three different companies will share how integrated talent management:

• Allows senior leaders to guide their business growth
• Enables managers to better assess and develop their teams
• Makes employees feel more appreciated, encouraging them to work harder

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 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 December 3rd & 4th. 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.

Goals are an integral part of performance within many job functions, particularly among management employees. Proper goal-setting techniques will ensure that both the organization and the employee benefit from the individual's contributions towards goal achievement. This session will take participants through an exercise in effective goal-setting, an important aspect in the determination of performance for compensation decision-making. This session will cover topics that include:
a) the importance of reviewing job content and correlating the position’s goals to the department/company’s strategic plan and initiatives;
b) the application of goal-setting to the annual performance management process;
c) the proper use of documentation for the determination of performance for purposes of calculating incentive compensation;
d) calculating goal achievement through an objective process; and
e) the importance of clearly written goals for effective communication of expectations.

Since the financial crisis of 2008, financial services firms are giving more attention to deferred compensation as a way to reduce risk and be in compliance with evolving regulations that require transparency and auditability. However, managing the administration of deferred compensation, especially in a compliant way, is complex, and most home grown, Excel-based, and packaged compensation systems were not designed to handle this complexity. This session is aimed at helping those who are tasked with managing deferred compensation and other forms of executive comp to understand what is needed in terms of a compensation system to administer these processes. The system needs to provide an easy way to manage complex schemes that are conditional based on the multi-year performance of the individual, the division, the company and the market over a 3 to 5 year period. It should allow for simulation and scenario building, and needs to provide robust reporting and analytics. All calculations, payouts, and changes must be transparent and auditable. And given that regulations and strategies may be constantly changing, the system needs to be easily adaptable to change in a way that can be handled by the compensation manager. The session will provide examples from some financial institutions who are using new technology to manage deferred compensation effectively.

As we were harshly reminded by the economic collapse of 2008, the world can change very abruptly and it did for reward professionals when we struggled to attract, retain and motivate employees when companies were suffering some of the worse economic reversals since the Great Depression. Although perhaps not as dramatic, thankfully, we continue to experience significant economic, cultural and demographic changes that affect how organizations reward its talent. As a result it is not surprising that everyone, it seems, is in search of “best practices.” This thought provoking presentation and discussion will identify and share “NEXT practices” insights as the result of a research study jointly conducted by Hay Group, Loyola University Chicago and WorldatWork. These findings and insights focus on the next reward practices of great global organization. Topics covered include next practices in reward strategy, design and architecture, alignment of reward practices with other talent management systems, reward implementation and doing business during challenging economic times. This look at the future will help reward professionals anticipate what may happen in a quickly changing world.

Many traditional forms of recognition and compensation are not working and executives want to know why. It used to be easy; recognition was all about logoed, trophy-value awards that were custom-made to carry a lasting company message to predominantly Baby Boomer employees. Today, there are four distinct generations in the work force and the Millennials are demanding very different approachs to recognition and compensation … or at least that’s how it appears!

The vendors, who forever have been simply proving the “stuff” assuming that their clients know why they’re buying it and how to properly hand it out, are partly to blame. We as an industry have not done a very good job of teaching our customers the difference between recognition and compensation, how to best use these tools, and most importantly, how to measure the results and prove ROI.

The purpose of this webcast is to provide human resource professionals in the federal contractor and subcontractor community with a thorough understanding of OFCPP Directive 307: “Procedures for Reviewing Contractor Compensation Systems and Practice”. This Directive clarifies and improves OFCCP procedures in support of the agency's efforts to align pay discrimination enforcement with longstanding principles under Title VII of the Civil Rights Act of 1964. It specifies and sets forth in detail the procedures OFCCP field investigators will follow in reviewing contractor and subcontractor compensation systems and practices. This webcast will cover the OFCCP’s review process so participants are better prepared in the event of an audit.

“There is more to do than any compensation department can possibly get done.” This is a common lament among compensation professionals. There simply isn’t enough time to do everything as well as you would like. The experts at Performensation will walk you through a proven process for planning and executing every aspect of your compensation calendar. Learn when to start each project and how to target and achieve specific goals to move your compensation department forward regardless of your company size, region or industry.

This presentation is unique in look, feel and content. We will discuss how to go home earlier, be more effective and get more done using practical, and immediately applicable, techniques to streamline every moment and all the moments of your job.

We will review common annual compensation calendars and how to get everything done by teaching them the secret to our 5D-4W-3M-2Q-1Y coded approach to scheduling and executing on your goals.

Compensation analysis/investigation for pay-disparity within a Title VII framework has reached an new level of sophistication that most analysts are unprepared to tackle. Specifically federal enforcement agencies such as the OFCCP are auditing employers on their Total Compensation practice. Unlike traditional compensation analysis on base-pay, Total Compensation requires considerably more advanced analytical strategies to avoid two classic fatal flaws;

1. False Negative: A finding of no pay-disparity when there is, in fact, pay-disparity
2. False Positive: A finding of pay disparity when there is, in fact, pay-disparity
3. This presentation we focus on practical, fundamental analytic concepts and strategies for analysis of Total Compensation.

Performance based employee stock options are becoming a more common form of compensation. Human resource professionals like them because they achieve non financial benefits such as:

1. Aligning company objectives;
2. Linking the compensation to the performance of the employee;
3. Turning the stock based compensation to a reward mechanism for high achievers.

The presentation will highlight the similarities and differences of Performance Grants to other types of employee stock-based compensation.

In this session, attendees will be able to learn about the different methods of granting performance based awards, the benefits of performance units and why companies should use them, and the step by step process of creating performance-based stock based compensation.

Ramy Taraboulsi, CEO of SyncBASE Inc., will cover these topics in detail and will be able to answer any questions you may have. With over 10 years of experience in the equity compensation industry, Ramy has seen many different methods of performance based compensation and will even draw on his experience through the performance options granted by SyncBASE, Inc.