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.
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.
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.
While no other function can boast a more direct impact on the bottom line than sales, most companies devote little resource to sales incentive plan design, and fewer have in-house expertise in this area. Poorly designed sales incentive plans reward the wrong behaviors, misdirects a sales force, can lead to talent exodus. Well conceived and executed sales incentive plans drive the right sales behaviors, rewards the right outcomes, and can propel a sales force to higher levels of performance.
Having worked both sides of the desk as an internal and external consultant, Paul Oliva is in a unique position to share useful insights and observations on sales incentive design best practices. This presentation will cover the sales incentive design process from a best practice perspective. I’ll discuss essential factors to consider and design tenets, the steps in the design process needed to ensure good plan design, and some examples of what good plan design looks like are provided. The presentation will also cover plan design from an Industrial Psychology perspective…i.e., “What sales behaviors do we want to reward /drive through plan design”…What sales behaviors do we not want to reward?
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.
In this session we will discuss the intricacies around running a 100% compliant organization while using valuable Independent Contractors (ICs)
In today’s economy, your organization must be creative with people. People are your most important resource, but it also is your most expensive resource! Yes, the government’s rules and regulations are tight…especially the State’s rules and regulations, but with some education and advocacy, we can navigate our ways through these landmines.
Once we have decided that many of our projects can be satisfied with a contingent or supplemental workforce, how do we go about implementing best practices to assist us with our need for compliant, structured and well-thought-out processes? What payroll options are available to you when bringing on independent contract consultants?
Business partners need skills to solve problems so they stay solved. But skills alone are not enough –practitioners need a robust suite of tools to help manage the vast amount of business, performance and talent data and turn that data into actionable information. Without enabling technology, you are faced with the prospect of saying “NO!” to business partners because your technology cannot support the innovative solution you can visualize but cannot implement without administrative challenges and hours of busy work. There is an alternative. Even “power users” are unfamiliar with the power of Excel solutions with VBA - Visual Basic for Applications. You can deliver innovative solutions without additional software. Specific examples will be provided.
The term “new normal” in the title refers to “globalization”. Globalization has changed the world and greatly changed the way companies operate worldwide.
Companies in the U.S. are having to change their old practices and business models and search/find new methods to be successful. All functions in a company are changing including HR in general -----and total rewards.
HR in general will be changing the way workforce planning, talent acquisition and talent management operate.
Total rewards will be changing as well. In this webinar we will look at how compensation strategy will change as well as some examples of specific programs that might need to be reviewed and overhauled.
This session on Global Issues and Trends in Variable Pay will cover all of the important issues needed to understand variable pay programs in different regions/countries of the world. Answers will be provided with regards to issues that must be thought through - legal, unions, market practice, risk tolerance, culture and emerging trends. It will also provide helpful information needed to educate top management on why variable pay plans cannot be the same worldwide.
A successful sales compensation program motivates your organization and drives performance toward your most important business objectives. However, the sales compensation plan doesn’t operate in isolation. Its success depends upon its alignment with the organization’s sales strategy and sales roles. These pressure points between the "upstream" sales roles and the "downstream" incentive plan can either enable the flow from strategy to motivation or kill a seemingly good plan. But its success depends upon several crucial pressure points – alignment with the organization's sales strategy and sales roles. In this session, Mark Donnolo discusses these pressure points – the top issues companies face with incentive plan alignment – and approaches to apply the right practices to your business.