Archived Webcasts and Podcasts

Employees have spoken – and less than half of them are satisfied with their reward and recognition programs. Do you know how effective your programs and program investments are? Managing and motivating people today demands a deeper understanding of human behavior and motivation, as well as the values, attitudes, preferences and intentions of your own employees. This webinar will share recent insights from human science, particularly from the area of social cognitive neuroscience and behavioral economics that shed new light on what really makes us tick. You will also learn about a recent study that informs new best practices on designing effective reward and recognition experiences, and why you can’t afford not to design your programs with deeper insight from the employee, or human perspective.

Key Performance Indicators (KPI's) are performance metrics that drive important management decisions. There are many commonly used sales performance metrics, including total sales revenues, number of products sold, average order value, and year-to-date sales. Individually, these metrics yield significant insight, but management sometimes lacks deeper knowledge into how specific metrics impact overall business performance. By analyzing trends and relationships between individual KPIs, a more complete picture emerges than informs more effective strategic decision making.



In this course, Iconixx Software's Bruce Jackson and Carolyn Jenkins review best practices for utilizing KPIs for sales leadership, and present approaches for insuring the right metrics are presented in the right strategic context for optimal management insight.

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.

What is the role of a C-Level in the sales compensation design process? To poke his head into a conference room and ask a few questions, or to become involved at certain key points? After all, sales compensation the single biggest expense for most companies with the motivational power to move financial mountains, but many executives squander this opportunity to connect the business strategy to the sales organization. Based on the new book What Your CEO Needs to Know About Sales Compensation, due in bookstores in January 2013, author and managing partner of SalesGlobe Mark Donnolo outlines when and why highly successful companies involve the C-level in the design and implementation of their comp plans.

THIS IS A DEMO. NO CERTIFICATION CREDITS WILL BE GRANTED.

There's more to incenting your sales team than just rewarding revenue. You need something that will motivate the team to perform beyond expectations. Today's complex selling environment demands that HR professionals implement compensation and incentive plans geared toward achieving competitive levels of growth. We'll show you how to keep your sales team focused on all the right measures including tips based on proven research to help HR professionals drive winning behaviors and develop focused, diligent reps who consistenly reach quota. When done right, automating your incentive compensation boosts rep productivity and company profits. You'll potentially see 36% faster revenue growth. When done wrong, you waste time, energy and resources. What's worse: you might actually discourage your reps from selling. We'll touch on some best practices for incentive plans:

* Choose effective and clear incentives to align reps with company goals. You may consider tailoring incentives to your unique sales force for even better results.

* Communicate your plan thoroughly. By incenting right - and effectively communicating changes - you'll help sales reps sell more.

* Pick the right metrics for your growing organization. Make sure they motivate success and deliver the results you want.

* Use an automated dashboard. Everything from prospect to payroll is visible for you and your reps. You can see how the team is progressing towards goals, how the product mix is being sold, and how industries are being penetrated.

Instead of guessing what will motivate your team, you'll know the best rewards to get your reps to move the revenue needle.
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There's more to incenting your sales team than just rewarding revenue. You need something that will motivate the team to perform beyond expectations. Today's complex selling environment demands that HR professionals implement compensation and incentive plans geared toward achieving competitive levels of growth. We'll show you how to keep your sales team focused on all the right measures including tips based on proven research to help HR professionals drive winning behaviors and develop focused, diligent reps who consistenly reach quota. When done right, automating your incentive compensation boosts rep productivity and company profits. You'll potentially see 36% faster revenue growth. When done wrong, you waste time, energy and resources. What's worse: you might actually discourage your reps from selling. We'll touch on some best practices for incentive plans:

* Choose effective and clear incentives to align reps with company goals. You may consider tailoring incentives to your unique sales force for even better results.

* Communicate your plan thoroughly. By incenting right - and effectively communicating changes - you'll help sales reps sell more.

* Pick the right metrics for your growing organization. Make sure they motivate success and deliver the results you want.

* Use an automated dashboard. Everything from prospect to payroll is visible for you and your reps. You can see how the team is progressing towards goals, how the product mix is being sold, and how industries are being penetrated.

Instead of guessing what will motivate your team, you'll know the best rewards to get your reps to move the revenue needle.

Please Note: DEMO only, no certification granted.

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.

Employees have spoken – and less than half of them are satisfied with their reward and recognition programs. Do you know how effective your programs and program investments are? Managing and motivating people today demands a deeper understanding of human behavior and motivation, as well as the values, attitudes, preferences and intentions of your own employees. This webinar will share recent insights from human science, particularly from the area of social cognitive neuroscience and behavioral economics that shed new light on what really makes us tick. You will also learn about a recent study that informs new best practices on designing effective reward and recognition experiences, and why you can’t afford not to design your programs with deeper insight from the employee, or human perspective.

Still way-undefined, this new term is on the cusp of a rapidly growing body of knowledge, spurred on by recent studies and new techniques in neurological research. What we are beginning to learn is: • Why employees become engaged • What management can do to drive engagement, and • How engagement can be quantified to determine ROI Recent studies illustrate how the cultural components of the workplace, including leadership and the total rewards mix creates an emotional buy-in for employees and supports the process of engagement. Take away a better understanding of employee engagement along with some immediate and practical HR applications.