Session 1: Designing Rewards for the Future of Work
How will technology and a changing workforce transform Reward and Benefit Strategies?
There is no doubt, the “Future of Work” is upon us and Rewards professionals must be ready to question the fundamentals of how we support changes around redesigned work, growing mobility and the assertiveness of well-informed employees and candidates.
In this forward-thinking presentation, we will explore future opportunities to create more engaging reward and benefits strategies through new technology, including:
- How we can harness the power of new technology to engage a multi-generational workforce; and
- How the future of work and changes in workforce trends will influence reward and benefits approaches.
Session 2: Total Reward Philosophy: How to Design a Holistic Benefits Package and an Enticing Employee Value Proposition
Organizations are increasingly moving away from purely providing monetary compensation to developing an attractive Total Reward Strategy in order to stay ahead of competition.
In this Summit, you will learn from an organization, with best-in-class value proposition, on how you can adapt your strategy to attract and retain the right talents, while keeping within your budget, and discuss:
Join this session to learn, understand and assimilate:
- What a strong employee value proposition looks like;
- The best ways to approach segmentation and offer flexibility to your employees; and
- New insights to improve employee engagement, including non-monetary rewards and employee recognition ideas.
Session 3: Building Your Employee Financial Well-being Strategy
In this learning session, participants will understand how to build the business case for their financial well-being, while learning key steps to creating and implementing an effective strategy that is inclusive and addresses the unique needs of all employees.
Join this session to understand and learn:
- How to objectively measure and benchmark the financial well-being of your employees;
- How to build a financial well-being strategy based on research and insights into employees’ saving and spending attitudes and habits; and
- The importance and gains of encouraging employee savings as the foundation of a solid financial well-being strategy through a case study
Session 4: Optimizing Total Rewards with Analytics that Matter
In this highly disruptive era of business, it is imperative for organizations to maximize the benefits of their Rewards Programs. To stay on top of the ROI that Rewards is generating, HR must optimize the Rewards Programs of the organization using the best tools and Knowledge Management available.
Today, one in every three organizations globally provide analytics on the effectiveness of Talent and Rewards management strategies. Are you one of them?
Take the first step to identify, investigate and address the underlying issues that hinder your CB policies. Use dashboards and visualizations to address questions that matter.
Session 5: Sales Compensation Formula Mysteries Solved
Where do sales compensation formula come from?
Sometimes, it seems like a mystery. Reading a sales compensation plan for the first time raises questions like, “How was that payout rate determined?” “How does that extra bonus work?” and “What’s the math behind these numbers? “
Attend this learning session to hear from our speaker explain how to build effective Sales Compensation formula, avoid unintentional payouts and assess proposed incentive formula designs.
Session 6: Total Rewards and the Multi-Generational Workforce
Today HR practitioners are dealing with a workforce that includes 5 generations with each generation carrying different Rewards DNA and expectations. This presentation will summarize Total Reward Strategies and Trends, and how they are influenced by this multi-generational workforce.
Attendees will be exposed to valuable lessons and strategies to help HR leaders learn ways to better manage total rewards.
Session 7: Engaging Employees with a Culture of Caring
A recent Gallup study estimates that disengaged employees cost the U.S. up to $605 billion in lost productivity per year. Based on these findings, more and more employers are taking a deep dive into understanding employee engagement and are undertaking significant human capital investments to diagnose.
The first step is to understand what are the key drivers of employee engagement at your respective organization. While each organization is going to have different facts and circumstances, often times it is revealed that Compensation is a part of the equation; but not one of the leading causes of employees being disengaged at work.