Upcoming Webcasts

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.

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.

Many traditional forms of recognition and compensation are not working and executives want to know why. It used to be easy; recognition was all about logoed, trophy-value awards that were custom-made to carry a lasting company message to predominantly Baby Boomer employees. Today, there are four distinct generations in the work force and the Millennials are demanding very different approachs to recognition and compensation … or at least that’s how it appears!

The vendors, who forever have been simply proving the “stuff” assuming that their clients know why they’re buying it and how to properly hand it out, are partly to blame. We as an industry have not done a very good job of teaching our customers the difference between recognition and compensation, how to best use these tools, and most importantly, how to measure the results and prove ROI.

“There is more to do than any compensation department can possibly get done.” This is a common lament among compensation professionals. There simply isn’t enough time to do everything as well as you would like. The experts at Performensation will walk you through a proven process for planning and executing every aspect of your compensation calendar. Learn when to start each project and how to target and achieve specific goals to move your compensation department forward regardless of your company size, region or industry.

This presentation is unique in look, feel and content. We will discuss how to go home earlier, be more effective and get more done using practical, and immediately applicable, techniques to streamline every moment and all the moments of your job.

We will review common annual compensation calendars and how to get everything done by teaching them the secret to our 5D-4W-3M-2Q-1Y coded approach to scheduling and executing on your goals.