Archived Webcasts and Podcasts

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.

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.

This presentation will provide the audience with a review of the basic principles of stock-based compensation account. The presentation will address the following topics:

• History of accounting for stock-based compensation
• Reasons for the need to expense the stock-based compensation on the financial statement
• The different methods of valuation for stock-based compensation
• Special intricacies associated with stock-based compensation accounting
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• Expected term
• Options Categories
• How the design of stock-based compensation plans can affect its accounting from the following perspectives:
• Vesting schedule
• Performance criteria
• Type of equity instrument (e.g. options, restricted shares, share appreciation rights, …
• Method of settlement (cash versus equity
• Employee Share Purchase Plan
• Global Trends in stock based compensation

This is a demo. No Certifcation Credit will be granted.

If you need the best possible information and the best possible analyses in order to hire, motivate and retain highest quality people, CompXpert is the software solution for you.

Most companies agree that hiring, motivating and retaining highly skilled workers is fundamental to their success, but few approach their labor market as rationally as they do their consumer markets. The key to maximizing competitive advantage is combining all available information to properly allocate your internal labor resources against the external labor market where you compete for talent.

Once the commitment has been made to use external benchmarks to guide compensation, the struggle for the compensation department is to perform the analysis as productively and efficiently as possible. How can you possibly manage, evaluate and analyze all the various types of data available? How do you balance your internal value and labor strategy against the external market for pay decisions? Is your evaluation process efficient and reliable? Is the vendor subscription data you gather at a high cost reliable? For sake of getting the process complete, do you just quickly match your job titles to the market titles, call it good and then run out of time to analyze your competitive strategy?

CompXpert helps companies from all sizes and industries to get the best value out of their market data. With CompXpert you and your compensation team are able to quickly:
• Prescreen your market data with over 30 individual metrics that ensure the integrity of your market data investment
• Market price jobs and develop market composites for all components of Total Cash
• Develop a comprehensive picture of the competitive market position for your company jobs, both for on-off valuations and the annual complete benchmark development process
• Design new and update existing salary structures using sophisticated analytical tools
• Apply a flexible but consistent labor market strategy throughout the enterprise
• Organize your survey submission process – not just a simple export of matched employee data but with a full featured submission, collect and add to the vendor request general policy practices in the vendors exact template with all survey job profiles and descriptions.

With CompXpert, making better competitive pricing decisions is a snap. We have a CompXpert solution that not only fits your analysis needs today, but will grow with you as your needs change both tomorrow and far into the future – all at a price that fits your budget perfectly!

THIS IS A DEMO - NO CERTIFICATION CREDIT TO BE GRANTED.

If you need the best possible information and the best possible analyses in order to hire, motivate and retain highest quality people, CompXpert is the software solution for you.

Most companies agree that hiring, motivating and retaining highly skilled workers is fundamental to their success, but few approach their labor market as rationally as they do their consumer markets. The key to maximizing competitive advantage is combining all available information to properly allocate your internal labor resources against the external labor market where you compete for talent.

Once the commitment has been made to use external benchmarks to guide compensation, the struggle for the compensation department is to perform the analysis as productively and efficiently as possible. How can you possibly manage, evaluate and analyze all the various types of data available? How do you balance your internal value and labor strategy against the external market for pay decisions? Is your evaluation process efficient and reliable? Is the vendor subscription data you gather at a high cost reliable? For sake of getting the process complete, do you just quickly match your job titles to the market titles, call it good and then run out of time to analyze your competitive strategy?

CompXpert helps companies from all sizes and industries to get the best value out of their market data. With CompXpert you and your compensation team are able to quickly:
• Prescreen your market data with over 30 individual metrics that ensure the integrity of your market data investment
• Market price jobs and develop market composites for all components of Total Cash
• Develop a comprehensive picture of the competitive market position for your company jobs, both for on-off valuations and the annual complete benchmark development process
• Design new and update existing salary structures using sophisticated analytical tools
• Apply a flexible but consistent labor market strategy throughout the enterprise
• Organize your survey submission process – not just a simple export of matched employee data but with a full featured submission, collect and add to the vendor request general policy practices in the vendors exact template with all survey job profiles and descriptions.

With CompXpert, making better competitive pricing decisions is a snap. We have a CompXpert solution that not only fits your analysis needs today, but will grow with you as your needs change both tomorrow and far into the future – all at a price that fits your budget perfectly!

If you need the best possible information and the best possible analyses in order to hire, motivate and retain highest quality people, CompXpert is the software solution for you.

Most companies agree that hiring, motivating and retaining highly skilled workers is fundamental to their success, but few approach their labor market as rationally as they do their consumer markets. The key to maximizing competitive advantage is combining all available information to properly allocate your internal labor resources against the external labor market where you compete for talent.

Once the commitment has been made to use external benchmarks to guide compensation, the struggle for the compensation department is to perform the analysis as productively and efficiently as possible. How can you possibly manage, evaluate and analyze all the various types of data available? How do you balance your internal value and labor strategy against the external market for pay decisions? Is your evaluation process efficient and reliable? Is the vendor subscription data you gather at a high cost reliable? For sake of getting the process complete, do you just quickly match your job titles to the market titles, call it good and then run out of time to analyze your competitive strategy?

CompXpert helps companies from all sizes and industries to get the best value out of their market data. With CompXpert you and your compensation team are able to quickly:
• Prescreen your market data with over 30 individual metrics that ensure the integrity of your market data investment
• Market price jobs and develop market composites for all components of Total Cash
• Develop a comprehensive picture of the competitive market position for your company jobs, both for on-off valuations and the annual complete benchmark development process
• Design new and update existing salary structures using sophisticated analytical tools
• Apply a flexible but consistent labor market strategy throughout the enterprise
• Organize your survey submission process – not just a simple export of matched employee data but with a full featured submission, collect and add to the vendor request general policy practices in the vendors exact template with all survey job profiles and descriptions.

With CompXpert, making better competitive pricing decisions is a snap. We have a CompXpert solution that not only fits your analysis needs today, but will grow with you as your needs change both tomorrow and far into the future – all at a price that fits your budget perfectly!

Please Note: DEMO only, no certification granted.

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 non-profit environment is continuing a shift toward efficient performance, quality service and reduced costs. Leaders are retiring, planning for succession and transitioning. Healthcare reform is here to stay. In healthcare, young physician leaders, high tech entrepreneurs and others continue to innovate, offering solutions and approaches supporting efficiency and efficacy while striving to retain the intangibles of compassionate, committed patient care. Apart from these changes, higher education, foundations, healthcare, religious-based organizations and other nonprofits face increasing scrutiny of executive compensation and IRS audits. Under IRS Intermediate Sanctions, boards and managers face personal penalties for unreasonable compensation. Balanced against these constraints, an organization sometimes needs to be innovative and pro-active to attract and retain needed talent. Sometimes an organization needs to pay above average for turnaround talent or to reward outstanding performance. How can executive compensation be a conversation rather than a source of irritation and discouragement? How can boards respond to tightening conditions?

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.

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.