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Virtual Conference Webcast
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.

Date: Jun 7 2013
Time: 2:00 PM - 3:00 PM
Presenter:
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Ramy Taraboulsi
SyncBASE Inc

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SyncBASE Inc
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
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.
Date: Jun 6 2013
Time: 1:00 PM - 2:00 PM
Presenter:
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Joe Kaddis
beqom

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Didier Katz
beqom

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beqom
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Standalone Webcast
Given the uncertainty of future tax rules, limited marketability of a closely held business, and the growing number of business owners approaching retirement age, now is the time to understand how ESOPs (Employee Stock Ownership Plans) work. Come learn about the current ESOP environment from two panelists who serve hundreds of ESOP companies nationwide.

Employee Stock Ownership Plan (ESOP) Basics I. Succesion Planning Options
II. ESOP Overview
  • A. What is an ESOP?
  • B. Why ESOP?
  • C. ESOP Tax Incentives and Mechanics
  • D. How to implement an ESOP
III. Advanced ESOP Concepts (Optional Presentation at a future meeting)
  • A. Plan Design
  • B. Valuation
  • C. Administration
  • D. Living with an ESOP
  • E. Current Transaction Environment
III. Q&A
Date: Jan 7 2013
Time: 11:00 AM - 12:00 PM
Presenter:
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Tom Roback
Blue Ridge ESOP Associates

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Blue Ridge ESOP Associates
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
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.

Date: Dec 4 2012
Time: 1:30 PM - 2:30 PM
Presenter:
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Joe Kaddis
beqom

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beqom
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Is your executive compensation program competitive and effective? Is your company paying its top executives (your CEO and heads of HR, Operations, Finance, Sales, Marketing and R&D)competive bases salaries, benefits, perks, bonuses and equity incentives? Find out what other private companies are paying these executives and how some of the most successful companies are using their executive compensation programs as competitive tools.This session will provide highlights from Chief Executive Group's definitive CEO and Senior Executive Compensation in Private Companies Report www.ChiefExecutive.net/comp Find out what other private companies are paying their senior executives and how they are structuring these compensation programs to be able to recruit, retain and motivate the right people and the right behaviors.
Date: Dec 4 2012
Time: 11:00 AM - 12:00 PM
Presenter:
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Wayne Cooper
Chief Executive Group

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Michael Bamberger
Chief Executive Group

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Chief Executive Group
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
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
  • <
    • 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
Date: Dec 3 2012
Time: 12:30 PM - 1:30 PM
Presenter:
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Ramy Taraboulsi
SyncBASE Inc

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SyncBASE Inc
 
You must view the archive in order to receive your credit(s). Audio and slides do not grant credit(s) into your account.
 
Virtual Conference Webcast
Everything we say and do is communication. As is everything we do not. When you determine corporate objectives and goals, you are setting the foundation for communication. When you design your plan, you are communicating what your company cares about. When your executives and managers act they either communicate an agreement with your compensation communication or they specifically tear-down any communication you have put in place. We have created a simple strcuture for improving communication. Discover a new and immediately actionable 8-step approach to communications that will transform how to plan, act, think and talk about your compensation programs.This presentation introduces new informal survey data, involves the audience through live polling functions and links Design, Testing, Measurement, Implementation, Measurement and more into one easy to use model. Learn how repetition and patterns, words and pictures, numbers and details will allow you to immediately improve your communications and create a long-term revolution in how your employees (and management) understand (and appreciate) any and every aspect of compensation, without spending much time or effort. Get practical action items based on new research on total rewards communications. Leave with new data, a communications effectiveness checklist and a "fill-in-the-blanks" project plan to get started in the new compensation conversation the day you attend the conference.
Date: Sep 10 2012
Time: 3:30 PM - 4:30 PM
Presenter:
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Margaret O'Hanlon
Re Think Consulting

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Dan Walter
Performensation

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Ann Bares
Altura Consulting Group, LLC

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Re Think Consulting Performensation Altura Consulting Group, LLC
 
This webcast is not valid for certification credit for current year.
 
Standalone Webcast
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
Date: Aug 21 2012
Time: 11:00 AM - 12:00 PM
Presenter:
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Kristine Kopsiaftis
Fulcrum Partners, LLC

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test
Bruce Brownell
Fulcrum Partners, LLC

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Fulcrum Partners, LLC
 
This webcast is not valid for certification credit for current year.
 
Standalone Webcast
C-Suite credibility requires mastery of planning techniques and the ability to model pay and performance options quickly and clearly for a busy, non-specialist audience. This requires an enabling technology. Unfortunately, Core HR technology solutions are built to address the very important compliance and administration tasks largely driven by Payroll, Benefits, and record keeping. It is very difficult to develop robust planning tools or administer multiple approaches with a payroll system. We show how to use Excel and VBA to improve your use of MS Office capabilities, to its fullest extent possible. This will not be a VBA training course. We will show you an alternative to cumbersome spreadsheets, expensive system modifications, or costly "add on" software that usually trades one set of limitations for another and creates data silos. Excel and VBA can be part of an HRIS strategy that uses the core HRIS for what it does well, and Excel and VBA to give you all the 'good stuff' you need to be an effective business partner.
Date: Jul 11 2012
Time: 11:00 AM - 12:00 PM
Presenter:
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Roy Farrell
HR Value, LLC

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test
Svetozar Batoev
HR Value, LLC

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HR Value, LLC
 
This webcast is not valid for certification credit for current year.
 
Virtual Conference Webcast
C-Suite credibility requires mastery of planning techniques and the ability to model pay and performance options quickly and clearly for a busy, non-specialist audience. This requires an enabling technology. Unfortunately, Core HR technology solutions are built to address the very important compliance and administration tasks largely driven by Payroll, Benefits, and record keeping. It is very difficult to develop robust planning tools or administer multiple approaches with a payroll system. We show how to use Excel and VBA to improve your use of MS Office capabilities, to its fullest extent possible. This will not be a VBA training course. We will show you an alternative to cumbersome spreadsheets, expensive system modifications, or costly "add on" software that usually trades one set of limitations for another and creates data silos. Excel and VBA can be part of an HRIS strategy that uses the core HRIS for what it does well, and Excel and VBA to give you all the 'good stuff' you need to be an effective business partner.
Date: Jun 12 2012
Time: 1:30 PM - 2:30 PM
Presenter:
test
Roy Farrell
HR Value, LLC

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test
Svetozar Batoev
HR Value, LLC

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HR Value, LLC
 
This webcast is not valid for certification credit for current year.
 
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