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, 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 webinar will delve into the planning and implementation of health and wellness initiatives to ensure they are aligned with company objectives and generate desired results. We have identified 5 key elements for consideration as you map out the shape and objectives of your H&W program. Participants will learn what steps are needed to plan health and wellness activities in their organization. Through collaboration with internal staff and outside experts you can build the necessary programs and policies that help support employee health in areas that are important to them. Programs customized to the needs of your workforce and based on the research, guidance and expertise required to maximize impact and ROI of your health and wellness efforts. This is a critical stage of your program development and will ultimately result in success or failure.
Because of his extensive experience developing and implementing broadbanding, Oliva has a unique practitioner’s perspective that goes beyond a text book. This inside the belt-way look at broadbanding is intended to provide useful how-to instruction and insights on how to do it successfully. This presentation will discuss what broadbanding is and what it can do for an organization. The advantages of this approach to salary management and administration will be discussed in detail along with the benefits experienced in both the private and public sectors. It will provide a step by step development process to follow, including how to make the case for broadbanding with senior executive management and win their buy-in/approval, and how to ensure the success of this important project initiative as you move forward. We will discuss important surrounding issues that need to be addressed during the development process, including salary administration and your organization’s compensation philosophy. Finally, this presentation will also discuss mistakes to avoid during the development process and how to maintain its relevance to the organization after its launch, including making sure that it supports the culture of the organization and thus ensure its long term success.
If you've ever asked the question, Why Should I Get Certified? This Webcast will provide you with the answers you need to make the best decision.Certification gives you the chance to advance above the competition by proving that you are staying in touch with current issues and the constant changes in the industry. HR.com is the ONLY PLACE where you can earn IHR (Institute for Human Resources), HRCI and WorldatWork (benefits and compensation webcasts only) credits all at the same time.
We will review:
- The Importance of Certification
- Earning HRCI Recertification Credits (PHR, SPHR, GPHR)
- Earning WorldatWork Recertification Credits
- Picking the right IHR Program (Expert Certification & Certificate Program)
- Searching for Webcasts
- How to use your "My Certification" profile
- Registration and Exam Process
If you are in the process of completing your HRCI recertification this webcast will show you how to utilize HR.com to get the credits you need on your schedule. The presentation will be followed by a Q&A session and onsite demonstration.
**This webcast is not approved for Certification Credits**
As the president of Kinema Fitness, a full service employee wellness program I know quite a lot of about corporate wellness. I will share my thoughts, experience, and insights on how to implement, maintain and ultimately grow a successful wellness program for your company.
There are so many different types of wellness programs out there and a lot of them are extremely ineffective but doing nothing is also ineffective. This session will be very beneficial to understand all the benefits and risks of implementing a wellness program. I will also explain how to scale a program from the beginning and how it should evolve over time. Wellness programs have stages and how they progress from one stage to the next is vital to the success of the program.
Stewart Daly specializes in the practical side of compensation management…how to get things done within the function so that you can move on to the interesting projects. In that vein, this presentation covers the survey participation process and how to make it easier.
The presentation will cover delegating responsibilities to the experts (e.g., stock administrators, international HR groups), defining the fields you’ll need to report, understanding the differences between domestic and international surveys and deciding when to say no to certain survey company requests. We’ll also describe the mistakes that drive the survey companies crazy and how to avoid them.
Participants will receive a checklist and a calendar for ensuring survey participation goes smoothly this year.
What does a successful, behavior-based financial wellness program look like? Sure, seminars are nice and provide a quick boost in the area of education and motivation, but all too often the freshness wears off, and employees lose interest.
In this seminar attendees will learn what other tools are available, how they are used and what level of success can be expected within organizations and companies. The research has been compiled by a professional team of financial coaches who are involved in creating and administering financial wellness programs in companies throughout the United States.
Participants will receive the necessary information required in order to implement a behavior-based wellness program.
An open discussion around Trends and Patterns in Compensation Planning and Award and Recognition. Attendees will hear about movements to revenue and profit based plans, the mechanics behind these measures (e.g. linkages, caps and thresholds) and new monetary and non-monetary award and recognition programs. Specific topic areas include:
What measures are companies using in their compensation plans?
What is more common? – Quota based compensation plans or commission based compensation plans.
Which compensation plan works best and in what situations?
The current use of Stock grants for sales, signing bonuses and SPIFF and award perks.
Are geographic pay differentials still valid for sales.
What are some of the monetary and non-monetary award and recognition programs organizations are using?
Managing risk around equity and deferred compensation programs is challenging. A key area of risk garnering attention these days is employee mobility.
Employee mobility has historically been made up of personnel taking on long-term assignments abroad for the organization; expatriate assignements for example. Fast forward to today and now, more than ever before, employees and executives are traveling.
While this is very exciting for the business - it can keep owners of equity and deferred compensation programs up at night – literally… Please join us as we discuss risks of employee movement and what organizations are doing today to tackle it!
How often have you heard: “I wish my boss would take this training!” Most first-time leaders lack formal leadership experience and are often left to sink or swim without strong role models or much help from their direct boss. How can you build the skills of managers so they can better support the development of their direct reports? How can you gain buy-in and involve them to help model and reinforce skills to boost “stickiness”? Join this webcast where we’ll present ways managers can engage, excite, and encourage leadership development, as well as steps to build shared responsibility and accountability between the leader and his or her manager.