Archived Webcasts and Podcasts

One of the most common reasons associated with assignment are personal and family issues. Companies should offer support along with a full understanding of whether the assignment is a lateral move or a promotion and what happens to the assignees career upon repatriation. This webinar will focus of the full life of assignment from start to finish. We will delve into the emotional and energy level of an assignee and their family members throughout the assignment cycle. Important factors on how to choose the right candidate for the assignment support them while on assignment and retain them when they return.

The use of external project resources can solve a lot of problems. They free up internal resources. They may bring core expertise that you only need one time. They provide a fresh perspective, suggesting solutions that are overlooked by internal resources. They know how to manage a project.

So, where is the downside? Projects can be complicated, and this often leads to run-away expenses. For larger and longer projects, scope and specifications for a project are not known up front. Success is dependent on a crystal clear project scope of work as well as an efficient process for linking effort and progress to payments.

In this webinar you will learn about:

• Alternative payment models for large projects
• Identifying rates and resources within the Statement of Work (SOW)
• Organizing time reporting and tracking within a team
• Controlling time reporting
• Measuring project and team performance
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Compensation management is one of the most critical and complex processes for a global company: Why is it critical? Not only because it 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.

This webcast will educate you on the challenges, pitfalls, and benefits of implementing an automated global platform for compensation management, whether it be for salary reviews, performance calibration, short term incentive plans, long term incentive plans, sales commissions, royalty sharing, channel compensation, or any combination of these. It will help prepare you to deliver value to the business by implementing a solution that uses compensation effectively to drive performance across the global enterprise, while streamlining processes and eliminating the manual efforts, high costs, and risks involved with using Excel or homegrown solutions to manage compensation in a complex environment. It will draw upon the real life experiences of global companies who have met these challenges, and help you to avoid costly missteps in planning, designing and implementing such a solution.

When evaluating commission systems and return on investment (ROI) what are the hot metrics to include presenting your case? How can you determine whether you are truly seeing the benefit of your system? In the traditional sense of incentive compensation people look to cost saving benefits like error correction, shadow accounting, end user experience and ease of changing plans for ROI. Today organizations are providing a more substantial ROI by combining Coaching with Commissions systems to realize full ROI potential. By focusing on key coaching techniques many organizations experience an increase in revenue that provides an even more compelling case.

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 June 6th & 7th, 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.

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 June 6th & 7th, September 22nd & 23rd, December 12th & 13th, March 19th & 20th and Jun 11th & 12th. Archives of events are available on www.HR.com. To date, over 4,000 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 September 10th & 11th. 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.

Benchmarking Total Rewards, including Executive Benefit Programs, allows plan sponsors to determine how they are positioned within their peer group of companies. In addition to information about cash and equity plans, this benchmarking also provides peer comparisons of retirement benefits derived from corporate contributions to qualified and nonqualified plans.

Companies that know their retirement data can:

• Quantify career retirement income replacement ratios for top executives
• Compare plan designs
• Identify company contributions by source and strategy
• Determine how your retirement plan strategies compare with peers
• Provide analytical data to support:
  • Integrating executive retirement plans with the Total Rewards Strategy
  • Best Practices plan recommendations

HR & Payroll Professionals are keenly aware of the inherent benefits of deploying an electronic pay program within their organization. Upon doing so, their employer can save money and resources associated with payroll processing and distribution costs while employees benefit with the piece of mind of knowing that their wages are accurately and consistently deposited into their personal bank account. In fact, NACHA, the Electronic Payments Association estimates that companies save up to $0.60 per payment by using direct deposit instead of paper paychecks.* This is why employers over the past 25 years have promoted direct deposit to their workforce , achieving a 65% direct deposit participation rate nationwide. However, if you work for an employer whose workforce contains a high percentage of individuals without bank accounts, it is difficult to achieve the desired level of participation in direct deposit programs. These workers are frequently called the unbanked by employers and the financial services community and represent about 10 million households in the United States. In response to the employer community's desire to find a practical method to pay unbanked workers electronically, Visa along with others have developed payroll debit card (paycard) products and services as a cost effective way for payroll professionals to electronically pay their population of unbanked workers.