Archived Webcasts and Podcasts

Performensation invites you to join Sam Reeve in a discussion on Global Pay for Performance. During this webcast you will learn the foundation systems and processes that are necessary to establish compensation and performance programs across the globe. The global expansion into markets of opportunity is a critical growth period for many firms and ensuring your talent is supported by a high performing compensation and performance program is vital. If you are already a part of a multinational company or are soon planning to reach beyond the borders, this webinar will provide you with essential knowledge that you can use in your global pay for performance planning process.

As organizations seek to improve the effectiveness of contingent labor management programs, a holistic view of the workforce and strategies for optimizing spend is essential. A solution that combines information about full time and contingent workforces provides visibility into total talent and allows organizations to more effectively source talent, control costs and manage a blended workforce.

This webcast will provide insight into ways that organizations can achieve visibility into their talent pipeline. Key takeaways from the presentation will include:

• How an integrated system can manage permanent and contingent workforce
• How reporting can be used to change recruitment behavior across your entire workforce
• How technology can be used to drive change through the business

New advances in technology result in employees expecting more flexibility, information and empowerment. Is your organization ready to meet these demands? Will your Workforce Management solutions stand up to the challenges coming your way?

In this one-hour seminar, we'll analyze the issues that 'the wave of the future' causes. We'll help employers understand and evaluate the why. Why today's employees expect more flexibility. Why your organization should consider embracing technological advances as an advantageous method of progressing your company’s culture. Then, we'll analyze the how. How to manage your employees effectively while still entrusting them with ‘loose reigns.’ How to comply with the increasing, ever more burdensome, legal regulations imposed by the Department of Labor.

Total compensation is typically over two thirds of an organization’s budget, yet compensation practices are seldom reviewed or measured for effectiveness. Employee engagement and other research has clearly identified that having a clear total compensation strategy, appropriate practices and especially effective employee communication are important elements in a portfolio of rewards to attract, retain and engage employees.

This presentation will cover the various elements total compensation, key compensation policy and design decisions, and how these can be customized for your organization to achieve your strategic goals and within your budget.

At the end of this session, you should understand the basics of total compensation, how to evaluate the effectiveness of your current practices, and how your organization can better use its resources to attract and retain talent.

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.

Lean, Six Sigma and other quality and Continuous Improvement initiatives are increasingly being adopted by industries outside of manufacturing like healthcare. Lean processes offer benefits in terms of quality, safety, productivity and cost. HR is often not involved in these operational initiatives. Is HR missing a big opportunity? Applying Lean processes to Compensation and HR functions, can free-up time to work with managers on important facilitation and employee engagement issues. More importantly, by incorporating Lean into compensation-related tools, and through the use of incentives, HR can enhance value to operational managers, and help to build a Lean Culture of Continuous Improvement.

Wondering about the effects of email, instant messenger or pornography on your business? How much overtime are you paying to employees who punch in early or stay late? And then there is always “buddy punching” – what is that costing your business? The material in this session will cover these topics as well as help identify some tools you can implement to counter their corrosive effects. Understanding just a little more about the foot print and fingertips of your employees can make a huge difference on your bottom line. Even if you already deploy Time and Attendance or employee monitoring, you will like learn more about these topics in this session.

HR and compensation professionals are being tasked with developing and implementing compensation management programs that foster company / organization goals and reward the employees who are contributing to meeting these goals. As a human resources or compensation professional, are you at risk by endorsing too much or too little compensation management structure for your organization? The weakened and slowly growing economy is placing greater emphasis on the balance and effectiveness of formalized compensation management systems that include base pay and variable compensation options. HR professionals will gain greater confidence in their ability to determine when to recommend a formalized comprehensive compensation management system to management, and how to sell that idea to management when appropriate.

This session is focused on how to set up a compensation program in a foreign country when a company has never had operations overseas before. It includes advice/information on: 1) Need to understand country labor/employment laws 2) Need to understand any cultural issues that might impact how you design your compensation plans 4) Need to understand the local competitive market 5) How to select the best survey for the new country and how it will differ from U.S. surveys 6) What corporate compensation decisions need to be made --- what is kept global and what is allowed to be local 7) How to develop a merit budget 8) The need to educate corporate management on the differences between overseas compensation practices and U.S. compensation practices This session is a very practical guide for HR people that are in the beginning stages of learning how to deal with international HR issues for the first time.

The greatest challenge in business today is that of following a principle-based path in our work and demonstrating courage in the face of constant pressure to conform or “follow the leader.” Simply put, demonstrating integrity and courage places all that we value most, (job security, family, friends and home), at personal risk. However, we have also seen the results of blind obedience in the scandals at such corporate giants as Enron, Lehman Brothers and most recently the debacle unfolding at J P Morgan Chase. The watchdogs, auditors and admired leaders were there, at the moment when decisions were made that clearly turned these companies toward the abyss. This is not to say that those of us that practice Compensation and HR influence decisions that necessarily hold the potential to topple companies, but how we choose to apply integrity and courage in our work, ultimately determines our character. This webinar is designed to help compensation and HR professionals better understand our role in the organization and how important it is for each of us take the risk and act with integrity, courage and character.