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2013 Total Rewards Conference and Exhibition Logo
WorldatWork, the Total Rewards Association
 

Conference Sessions

Part of the value you will receive at the conference comes from the knowledge you will gain from nearly 100 conference sessions. A broad spectrum of topics from foundational principles to advanced solutions will be offered in the areas of total rewards, compensation, executive compensation, benefits, sales compensation and work-life. No matter your level of professional experience, there is a session track that will benefit you and your organization.

This symbol indicates sessions with a global focus.

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Monday Sessions










Monday, 10:15 am to 11:15 am

What CEOs Want from Total Rewards, and What Our Profession Must Do About It
Session Code: C04M1

Guidance coming straight from the horse's mouth - that's what Patricia Zingheim and Jay Schuster have collected for this session. Interviews with CEOs, chief operating officers and CFOs reveal where total rewards professionals must lead to align talent with the business' future and earn a place at the strategic and tactical business table. As opposed to most research based on asking HR professionals what they think, this session will allow attendees to test their view with those of the senior executives accountable for overall organization success.

Focus Level: Strategic/Tactical—90/10


Making Global Compensation Strategy a Reality at Wal-Mart: Lessons Learned by the World's Largest Private-Sector Employer
Session Code: C06M1

Understanding how the overall corporate strategy fits with local relevance is a challenge for HR and compensation professionals when designing the right remuneration program. In 12 years, Wal-Mart has transformed from a U.S. company with international operations to a truly global organization. Hear how C-suite and HR executives answered questions you may be asking in your organization: Should we have a global compensation philosophy? Should it be consistent or vary by business unit or country? What is the best balance between freedom and framework?

Focus Level: Strategic/Tactical—60/40


The Art of Negotiation
Session Code: C17M1

Experience a job-offer negotiation in this role-play activity. Working in pairs, one participant plays the job candidate and the other plays the company representative. In the scenario, the company considers the candidate the top applicant and wants to finalize the hire. However, the candidate has an offer from a rival company and needs to accept or decline the rival's offer the next day. Thus, both sides must reach an acceptable employment arrangement during this negotiation, or the candidate will not be hired. The exercise addresses topics and skills related to negotiation, influence, persuasion, communication, emotional intelligence, planning and conflict resolution.

Focus Level: Strategic/Tactical—50/50


Helping Sales and Human Resources Work Together to Prepare for Organizational Change
Session Code: C23M1

Anticipating the financial, market and organizational dynamics that may have an effect on a sales organization's future performance is not easy. It can be even more challenging to get human resources and sales to work together to respond to those dynamics today, rather than waiting until tomorrow. This session arms you with an early warning system to forecast the need for organizational change that will allow human resources and sales to work together to spot vulnerabilities within the organization, forewarn the executive team and respond accordingly.

Focus Level: Strategic/Tactical—70/30


State of Confusion: Which Equity Plan Is Which?
Session Code: E08M1

As equity plan design continues to take on new shapes and sizes, it is easy to get lost in the myriad of the choices now available. Confusing acronyms might be thrown at you, and you need to know the questions to ask to clarify and speak the same language as your executives, consultants and stakeholders. Spend this time comparing and contrasting administration, communication, pluses and minuses of: nonqualified vs. incentive stock options; restricted stock vs. restricted stock awards vs. restricted stock units; and Section 423 vs. nonqualified employee stock purchase plans.

Focus Level: Strategic/Tactical—50/50


Attracting and Retaining Top Talent in Emerging Markets: PepsiCo Case Study
Session Code: T10M1

Many emerging markets continue to experience significant economic growth with hot labor markets and a war for talent that results in double-digit turnover among professionals. PepsiCo discovered that employee preferences varied significantly in the key emerging markets of Brazil, China, Egypt, India, Mexico, Pakistan, Poland, Russia, Turkey and Vietnam. To attract and retain high-performing and high-potential managers, PepsiCo developed a flexible compensation and benefits tool kit. Hear the success it's achieved with eight financial and nonfinancial programs that have global design guardrails but flexible application so country-specific rewards could be tailored to local preferences.

Focus Level: Strategic/Tactical—80/20


Legislation, Regulation and the Supreme Court: What You Need to Know for 2013
Session Code: T13M1

The effects of the 2012 elections are playing out in the nation's capital. The WorldatWork Policy and Public Affairs team breaks down the election results and what they mean for the policy agenda in Congress, the regulatory agencies and the administration. In addition, the team will discuss the cases to watch in the current Supreme Court term. Come hear and ask questions about what's expected on today's hot-button issues in all areas of federal government.

Focus Level: Strategic/Tactical—90/10


Long-Distance Relationships: Maintaining Work Effectiveness Remotely
Session Code: W06M1

Face-to face meetings are no longer the assumed norm - and are certain to become even less prevalent as technology advances. This is creating new and unique challenges for workers who want to continue to develop and maintain effective working relationships with colleagues. In a candid discussion of the inherent benefits and perils of the increased flexibility with Web meetings, teleconferences and working from home, best practices will be identified for promoting and maintaining good communication. Apply what you hear to the workplace and even to maintain personal relationships with distant family and friends.

Focus Level: Strategic/Tactical—40/60


Leveraging Creative On-Site Corporate Wellness Programs to Change Unhealthy Behaviors in Hard-to-Reach Employees
Session Code: W12M1

You have offered health screenings and know the health status and greatest risks of your employee group. Now, how do you engage your hard-to-reach employees in programs that will achieve high participation and improve health? Programs like "Are You Fit to Deer Hunt," which received the U.S. Department of Health and Human Services Program Innovation Award, have been successful at engaging shift workers, production workers and corporate employees. Learn how to deliver these creative initiatives in wellness to your employees.

Focus Level: Strategic/Tactical—60/40


Emerging Technology in Health Engagement: Survey Results
Session Code: B08M2

Mobile apps, online games and social media tools are everywhere, and the rapid growth makes it difficult to keep up. There is much evidence of how powerful they can be in influencing behaviors, but they're still only emerging in health-care communications. Are we overly protective? Are they just too low of a priority? Do we assume they're only relevant for a small subset of employees? Do we fear the effort or cost required? Or do we just not know where to start? The results of a WorldatWork and Buck Consultants LLC survey from October 2012 will show you how to use technology in health engagement.

Focus Level: Strategic/Tactical—50/50


Executive Compensation Trends and Predictions
Session Code: E12M2

Join a panel of four top executive compensation consultants as they discuss the latest trends and offer their predictions on the future of executive compensation. This dynamic session is designed for everyone interested in executive compensation, including senior HR professionals who want to hear from the best in the business. The panel will cover current trends you should monitor, and share thoughts about what to expect for the future in the complex world of executive compensation.

Focus Level: Strategic/Tactical—50/50





Monday, 2:00 pm to 3:00 pm

On-Site Clinics: Do They Really Work to Reduce Health-Care Costs?
Session Code: B05M3

Two speakers will each take a side in this point-counterpoint debate focused on whether or not on-site employer-based clinics truly work to reduce health-care costs or drive up engagement. This unique format will allow participants to explore both sides and make up their own minds as to whether clinics can perform as they are advertised.

Focus Level: Strategic/Tactical—70/30


Fee Reasonableness - ERISA 408(b)(2): What Does It Mean? How Do You Do It?
Session Code: B13M3

Are you compliant with both new Employee Retirement Income Security Act (ERISA) disclosure regulations? On July 1, 2012, the Department of Labor's ERISA 408(b)(2) Service Provider Fee Disclosure regulations became effective. 60 days later, ERISA 404(a)(5) Participant Fee Disclosure went live. Simply put, as an employer, you aren't protected unless you comply with both regulations. Learn how to test yourself. Fees can only be deemed reasonable if: (1) You know what you are paying for; (2) you determined that the service is necessary; and (3) you comparison shopped. "Fee reasonableness," therefore, is a facts and circumstances test.

Focus Level: Strategic/Tactical—40/60


Perception Is Reality: The Importance of Pay Transparency to Employees and Organizations
Session Code: C07M3

If we know that we have designed fair and equitable compensation programs, why should we care about perception? An organization's culture, salary data on the Internet, or an employee's friends and family can all affect perceptions of pay fairness and employee engagement. In this session, experts will explore how pay transparency - full transparency - can affect employees and organizations, and what compensation leaders and organizations in general can do to improve these perceptions and maximize engagement globally.

Focus Level: Strategic/Tactical—50/50


Reward Next Practices
Session Code: C26M3

As a result of significant economic, demographic, cultural and organizational changes, everyone is in search of best practices. However, exceptional organizations and their rewards professionals do not wait for best practices; they are in search of "next practices." Leading-edge organizations focus on evolving new practices to stay ahead of the curve and keep their employees engaged and motivated, and Hay Group, Loyola University Chicago and WorldatWork will share what these organizations have realized. Hear how the future of rewards strategies, programs and practices has changed with stiff competition for market share and talent.

Focus Level: Strategic/Tactical—30/70


The Case for Differentiated Pay for Performance
Session Code: C27M3

Nearly every company ascribes to the belief of paying for performance. In practice, nearly two-thirds are falling short in providing differentiated rewards. The pressures of attracting and retaining high-performing talent in a global marketplace that is experiencing extreme sensitivity to costs, shrinking margins and an intensified need for productivity make it more critical than ever to focus our limited compensation resources on the strongest contributors. Experience says we should change our ways, and academic evidence will build the case of economic benefits coming from a differentiated approach to pay for performance.

Focus Level: Strategic/Tactical—80/20


Sales Compensation Forensics: How to Identify Problems in Your Plan Design and Payouts, and Fix Them!
Session Code: C30M3

How do you know if your sales compensation plans are really working? If the sales reps aren't complaining, are you successful? If you are responsible for sales compensation or managing overall compensation budgets, join this session to identify and fix potential issues with sales compensation plan design and payouts such as: pay levels misaligned with market; overly complex or too many sales compensation plans; plans not aligned with the various sales and service roles; too high (or too low) compensation cost of sales; crediting issues; and more.

Focus Level: Strategic/Tactical—40/60


Think Global, Act Global: A Strategic and Market-Based Perspective on Granting Equity Awards Globally
Session Code: E10M3

Awarding equity to executives based outside the United States poses a number of challenges to companies: What plan type should we use? Will employees value the awards? Are there tax and legal obstacles? And how much value should we grant? This session will use a case study from IBM to open a discussion of the strategic and tactical issues involved in granting equity globally, with all the required adjustments and customization. New proprietary data from the Towers Watson "International Long-Term Incentives Survey" provides important insights into the practices of 85 major U.S. multinationals.

Focus Level: Strategic/Tactical—50/50


Unilever's Global Total Rewards System
Session Code: T11M3

Learn how a giant global company created one of the largest personalized total rewards online portals attempted in the marketplace. Unilever has 15,000 managers in 100 countries, so designing this portal to be accurate, flexible and relevant to varying preferences and clearly link performance to rewards was no easy feat. With Buck Consultants helping behind the scenes, Unilever has engaged its organization with this homegrown total rewards system and communicated a refreshed value unique to each employee. Follow its path to success and hear what's next.

Focus Level: Strategic/Tactical—50/50


Economic Recovery: What Talent Expects Today and How Leaders Are Responding
Session Code: T12M3

The latest edition of the "Talent Edge 2020" survey by Deloitte and Forbes Insights combines responses from global senior executives, talent managers and employees to examine changing dynamics that will shape talent market trends in the coming decade. Using the survey as a foundation for discussion, this workshop focuses on current and predicted trends by examining what talent expects from employers in terms of leadership, work-like balance, compensation, benefits, career development and other rewards. Learn where the desires of employees and practices or beliefs of employers diverge, and how to respond for success.

Focus Level: Strategic/Tactical—80/20


When More Money Won't Work: Enhancing European Employee Engagement Without Spending More Euro
Session Code: T16M3

The effectiveness of total rewards is not only how attractive the package is compared to the market, but how much employees perceive it as attractive and competitive. Intel's Europe region faced a situation where employees' appreciation of their total rewards (reflected in employee surveys) was lower than the rewards team's expectation. Adding more money to the total rewards package was not an option, so the focus was improving the perception of the current package. This case study shows feedback, communication and personalized information were the greatest tools Intel used for a change in perceived value and retention.

Focus Level: Strategic/Tactical—70/30


Employers to Employees: Don't Just Sit There
Session Code: W01M3

Sitting can be dangerous to the health of your employees and organization. Headlines recently announced that sitting can shave two years off of one's life, and numerous studies show links between a sedentary lifestyle and obesity, cancer, heart disease and more. Employers are awakening to this research and examining how they can interrupt work without disrupting productivity. This workshop will examine the latest research, review why employers should be concerned, share how certain employers are tackling the situation, and discuss how mobile technology and other interventions support employers' objective for healthy, productive employees.

Focus Level: Strategic/Tactical—50/50





Monday, 3:30 pm to 4:30 pm

Behavioral Economics and Choice Architecture Work on Wellness
Session Code: B06M4

A "healthy enterprise" optimizes lifestyle choices, workplace behaviors and organizational culture to reduce health costs, turnover, extended absences and more. While incentives are part of the solution, they rarely achieve optimal results. By understanding behavioral economics (and attending this session as the first step), HR professionals can redesign how health benefits plans and initiatives are configured and communicated in order to nudge people toward better decisions for themselves and better outcomes for the organization.

Focus Level: Strategic/Tactical—50/50


Motivating a Creative Organization in a Radically Simplified Way at the BBC
Session Code: C12M4

To remain the leader in reporting world events and creating thought-provoking, quality radio and television entertainment, the BBC must develop and nurture human capital programs, along with the stellar reputation of its admired brand, to attract and motivate brilliant talent. But how can this be accomplished in an economic environment of cutbacks and restricted budgets? This is the question the BBC began to tackle in 2011 with creative solutions that will modernize its pay practices, reward employees for growth and taking on greater challenges, and empower leadership to make informed compensation and career development decisions.

Focus Level: Strategic/Tactical—70/30


Google's Recognition Programs: Focusing on the User Through Research and Technology
Session Code: C14M4

Since its creation, Google has held the belief: Focus on the user and all else will follow. Come learn how the same principle was creatively applied to employee recognition programs. This case study starts with original research conducted at Google, including user experience studies and field experiments, and concludes with new technology to improve the recognition experience in areas such as social recognition and non-cash rewards. By combining study findings with the technical expertise of engineering partners, Google designed and implemented recognition technology to increase perceived value within ongoing cost parameters.

Focus Level: Strategic/Tactical—50/50


Aligning Sales Compensation with Sales Strategy
Session Code: C22M4

Sales compensation serves many roles: motivation, retention and rewards program. However, its primary mission is to help drive the sales strategy. In this session, learn how to interpret sales strategy for sales compensation planning purposes. Identify when the sales compensation program is obsolete and no longer supporting your company's go-to-market strategy. Examine how job design and performance measures hold the key to achieving strategic sales compensation solutions fully aligned to corporate strategy.

Focus Level: Strategic/Tactical—60/40


Realizable and Realized Pay: A New World Order
Session Code: E06M4

As focus on pay for performance becomes more acute, companies are changing the way they speak to shareholders about it. An important new emerging proxy trend is the disclosures of realizable pay or realized pay as alternative definitions of "pay." These disclosures allow companies to provide a counterpoint to the ISS pay-for-performance methodology by correlating what CEOs can actually realize instead of the theoretical value of the equity awards that ISS uses. Get an overview of each alternative pay definition, the significance of each alternative, the impact on pay-for-performance proxy disclosures and trends within the market.

Focus Level: Strategic/Tactical—50/50


Compensation and Benefits Design: Applying Finance and Accounting Principles to Global Total Rewards Systems
Session Code: T06M4

Get the skills needed to credibly talk the language of business - accounting and finance. Speaking this language is vital in an era of economic value creation if HR and rewards professionals are going to be invited to the table by senior executive leaders. It means directly tying compensation and benefits activities in with business strategies in the long term, and tying these activities and their associated expenditures with the short-term bottom line. A tall order, but necessary for your own career development and the success of your organization.

Focus Level: Strategic/Tactical—0/100


Evolving UPS's Employee Value Proposition: Balancing More Than 100 Years of Legacy with a Rapidly Changing Business Environment
Session Code: T08M4

The typical UPS associate has appreciated the employee value proposition of loyalty and trust, job security, promotion from within and wealth creation. But as new operating models are required in a changed business environment, employees need to have confidence that there is something in it for them. UPS recently created an integrated talent and rewards strategy to update programs to meet new realities while maintaining the value of the deep culture and legacy. What worked for UPS? Understanding external practices, stakeholder involvement to build champions, and strategic communications to guide employees in accepting the changing employee value proposition.

Focus Level: Strategic/Tactical—80/20


Lessons Learned from Implementing a Total Rewards Philosophy and Strategy at the Port of Seattle
Session Code: T09M4

In 2012 the Port of Seattle began to implement a new total rewards philosophy and strategy to guide decisions and ensure employee attraction, retention, motivation and engagement. The implementation required human resources to work with the organization's leadership. With other examples from a variety of industries, the presenters will make discussion part of this session. Get answers to your questions on the challenges you face as your organization moves from philosophy and strategy to plan and program implementation, especially in an uncertain regulatory environment.

Focus Level: Strategic/Tactical—50/50


Making the Shift from Traditional Vacation and Sick Leave to a Paid-Time-Off Pool: Is It Right for Your Organization?
Session Code: W05M4

Fueled by a growing emphasis on work-life balance and employee flexibility, more employers are shifting to paid-time-off (PTO) pools. Pooled PTO programs can control costs, reduce unscheduled absences, improve morale and simplify administration. But the transition can be a struggle, especially when faced with the integration of multiple programs into a single streamlined plan. As you address the common concerns, get a better understanding of key decision points, including cost impact implications, to analyze if a pooled PTO program is right for your organization.

Focus Level: Strategic/Tactical—70/30


The Changing Economics of the Part-Time Workforce
Session Code: W13M4

How will the part-time workforce change during the next decade? The ADP Research Institute has used its proprietary research database to identify critical economic trends in the cost and composition of the part-time workforce, including the professional part-time workforce, and its role as part of the total U.S. workforce. With trend data in hand, look at potential impacts associated with health-care reform and proliferating leave administration, and walk through some different scenarios around the future cost of the part-time workforce.

Focus Level: Strategic/Tactical—50/50






Tuesday Sessions






Tuesday, 9:00 am to 10:00 am

Hourly Workforces and Health-Care Reform: Angst or Opportunity?
Session Code: B11T1

Mercer data suggest organizations with large hourly, part-time or seasonal workforces are considering significant changes to benefits strategies to avoid penalties and minimize costs of Patient Protection and Affordable Care Act of 2010 requirements. For example, they could transition large groups of workers to part time to save on benefits costs. But before altering their workforce structure, leaders need a clear understanding of how staffing changes may affect workforce productivity and business performance. Learn how to use analytics to increase the value of human resources' role in organizational change and assess different staffing scenarios to make informed workforce structure decisions.

Focus Level: Strategic/Tactical—80/20


Breaking Up Is Hard to Do: Making Total Rewards Delicious for Kraft Foods
Session Code: C13T1

Go behind the scenes of the latest transformation in the century-old company of Oreos, Planters peanuts, Oscar Mayer hot dogs, Maxwell House coffee, Cadbury confections and more. With Kraft's recent split into Mondelez International (a global snacks business) and Kraft Foods Group (a North American grocery business), company leaders faced the daunting job of building two new total rewards programs simultaneously to address the unique new business needs at each company. Working against a tight deadline, they reinvented pay programs and structures from top to bottom, and created a new culture of employee ownership.

Focus Level: Strategic/Tactical—80/20


Motivating and Incenting Your First-Line Sales Managers
Session Code: C18T1

Companies spend significant time and expense to make sure their salesperson incentive plan is motivating maximum effort toward the right products. Far less effort is spent considering how the sales manager plans should be developed. Of course the sales manager plans should be aligned with the salesperson plans, but the plans do not have to be identical. Walk through the more complex set of motivations that sales managers often hold and how to build the right compensation plans for this unique role.

Focus Level: Strategic/Tactical—30/70


Is It Still Possible to Introduce Pay for Performance in a Post-Dan Pink World? Nokia Shows How It Can Be Done
Session Code: C24T1

In 2011 Nokia employees received a memo from their CEO describing the "burning platform" they were standing on. Nokia needed a new strategy. Join this session to hear members of the Nokia compensation and benefits team share their insights into Nokia's decision to adopt a performance-based culture linked to pay. The session covers best-practice approaches, including practical advice for launching such a change and testing ideas with employees. Bring your own opinions on pay for performance with you to participate in a vote.

Focus Level: Strategic/Tactical—60/40


Long-Term Performance Plans: Do They Really Work?
Session Code: E09T1

There is a growing chorus asking for a stronger connection between executive pay and performance. Companies are shifting away from stock options to use full-value shares, typically with potential vesting tied to the achievement of specific performance goals over time. As performance plans increase, commentators, compensation committee members and plan participants are asking the question: Do these plans really work? Become a better judge of your program's success and learn what to watch out for in a new or changed program.

Focus Level: Strategic/Tactical—40/60


The New Rules of Engagement
Session Code: T01T1

Millennials. The Great Recession. Social media. A 24/7 virtual connection to the job. The renewed war for talent. With all the disruptions that have occurred since most employee engagement approaches were devised, what worked before simply doesn't work anymore. Grounded in behavioral economics, Rodd Wagner is sharing his new rules of engagement, the 10 imperatives for any organization that intends to succeed through its employees' best work. Implement these new rules for employees who reciprocate with the intensity that creates a substantial competitive advantage.

Focus Level: Strategic/Tactical—70/30


Leveraging HR Technology to Build a Strategic Human Capital Platform
Session Code: T07T1

Perrigo's growth rate has created a strategic challenge: how to scale HR infrastructure without eroding margin. This session tells the 24-month story of how Perrigo analyzed the HR technology landscape to develop and implement a human capital strategy through global data governance, processes and analytics. By examining the global HR technology vendor selection and implementation processes and addressing change-management solutions and challenges, this session delivers an in-depth case study of global HR architecture that scales with a fast-paced acquisition integration environment.

Focus Level: Strategic/Tactical—80/20


Fork in the Road: Changing Programs vs. Changing Perceptions to Align What Employees Really Value
Session Code: T18T1

To ensure their total rewards programs are truly valued by employees, many Aon Hewitt clients have participated in a total rewards optimization study, asking employees to make trade-off decisions about their rewards to understand employee preferences. But with these results, companies must decide what to act on. If there are disconnects between what employees value and what the company is focused on, does it make sense to change or even discontinue the program? Or should companies attempt to change the perception of the program? Discuss some guiding principles for making tough decisions when faced with that fork in the road.

Focus Level: Strategic/Tactical—80/20


Motivation Innovations: What Really Works to Improve Employee Health
Session Code: W02T1

It is one thing to know how to alter one's behavior, but it is an entirely different matter to be motivated to do so. The success or failure of worksite wellness programs and their ability to reduce health-care costs and increase productivity hinges on employee motivation. Carrots vs. sticks, or intrinsic vs. extrinsic rewards. In an entertaining and informative manner, get the key behavior modification techniques, including the strategic use of incentives, that can help initiate and maintain employee motivation to make positive lifestyle changes and become wiser health-care consumers.

Focus Level: Strategic/Tactical—50/50


National Workplace Flexibility Study: Managers Tell the Truth About Flexibility
Session Code: W14T1

The "National Workplace Flexibility Study" sought to understand the effect that a targeted intervention to prepare managers for the challenge of leading a flexible and often mobile team would have on the success of an organization's flexibility initiative. Participants identified and addressed managers' concerns related to flex and provided solutions to help them lead more effectively so their organizations could better achieve strategic workforce goals. Hear the results, highlighting an important reality for organizations to consider - basic tools and support can go a long way toward changing a culture and enabling better ways of working.

Focus Level: Strategic/Tactical—50/50


Tuesday, 9:30 am to 11:30 am

Creating Dynamic Incentive Models Using the Power of Excel
Session Code: C11T7

Are you looking for an effective and efficient solution for testing and modeling your incentive plans? If so, join this highly interactive session about Excel tools and techniques you can use to determine if your incentive plans are affordable, pay at the right level, differentiate adequately and motivate employees appropriately. This hands-on session gives you the chance to not just discuss models, but create them too. Be sure to bring your own laptop with Excel 2007 or a later version in order to fully participate in this ever-popular session. Please note: There are only 30 seats available for this session.

Focus Level: Strategic/Tactical—30/70





Tuesday, 10:30 am to 11:30 am

Emerging Frontiers in Health and Wellness Technology
Session Code: B10T2

Review the cutting-edge innovation touching all areas of wellness: tracking devices, caregiving, transparency tools, incentive platforms, medication adherence tools and intervention, and more. You'll probably be introduced to a few you weren't aware of. Did you know there are apps to track your stress levels or provide mini fitness challenges on a daily basis? More than just a review of what technologies are in the market, this session covers the trends that companies should be tracking now. Don't wait! Stay abreast of all the latest wellness resources revealed here.

Focus Level: Strategic/Tactical—10/90


Reward, Risk and Regulation
Session Code: C02T2

HR and reward risks need to be assessed and mitigated as part of overall corporate risk management. Discuss the key drivers of reward risk, including unintended consequences of pay for performance. Together, we will explore the current stakeholder environment, importance of effective collaboration and communication, and potential imminent changes. The session will provide examples from leading companies in both the financial and nonfinancial sectors and will offer perspectives from Europe and the United States.

Focus Level: Strategic/Tactical—80/20


Fantasy and Reality in Academic Research on Rewards
Session Code: C09T2

Compare the popular wisdom and controversial issues on several important executive rewards topics with the latest research findings. Panelists will discuss how executives are measured and paid in terms of performance, the effect of pay on individual performance, new organizational structures and pay, and how incentives motivate performance. Is popular wisdom more consistent with myth or reality? Bring your questions to this presentation.

Focus Level: Strategic/Tactical—80/20


Working on Overtime
Session Code: C15T2

The overtime pay rate is 1.5 times an employee's regular rate of pay as defined in section 7(e) of the Fair Labor Standards Act of 1938. The regular rate is determined by dividing all hours worked in a workweek by all remuneration for employment earned in the same workweek. It's not so simple, however. What is work? What compensation must be included in regular rate of pay? Come work through actual overtime calculations for nonexempt employees who receive weekly incentive pay or annual bonuses, or who are paid on a salary basis.

Focus Level: Strategic/Tactical—0/100


Herding Cats: Fitting All the Pieces of Sales Effectiveness Together (Lessons from Top Sales Organizations)
Session Code: C25T2

You changed the incentive plan. Performance and engagement were unchanged, and costs went up. What happened? Effective salesforce management is too often distilled down to the incentive plan. It is far more complicated than that. Hay Group and WorldatWork researched the struggles organizations feel in salesforce effectiveness beyond just rewards programs, with participants including Dell, Siemens, American Express and ADP. Join the discussion on what other elements go into overall success and how to align them for ongoing high performance.

Focus Level: Strategic/Tactical—70/30


Pay for Performance vs. Retention and Motivation: Can You Have It Both Ways?
Session Code: E05T2

Since the advent of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 legislation, pay for performance has become the new mantra across corporate America. Companies are voluntarily defining their pay-for-performance metrics, revising equity programs to better align executives with investors, and clearly disclosing and communicating their results. With Intel as an example, this presentation will study how companies can manage the challenges of pay for performance, practice the art of goal setting, keep their senior team focused on the right things and encourage the retention of talent critical to long-term success.

Focus Level: Strategic/Tactical—60/40


Redefining Total Rewards and the Associate Value Proposition at Honda: Attracting, Retaining and Motivating a Diverse Workforce
Session Code: T14T2

With recent economic changes, HR leaders within Honda came to the realization that they needed to be thinking more holistically and collaboratively about their rewards programs. Honda embarked on a path to break down the traditional silos of compensation and benefits across its many businesses and create a unique, flexible and value-driven total rewards philosophy to position Honda for future success. Hear how the leaders not only developed the program, but also detailed guiding principles and articulated the changes to employees and teams.

Focus Level: Strategic/Tactical—80/20


Economic Recovery: What Talent Expects Today and How Leaders Are Responding
Session Code: T22T2

The latest edition of the "Talent Edge 2020" survey by Deloitte and Forbes Insights combines responses from global senior executives, talent managers and employees to examine changing dynamics that will shape talent market trends in the coming decade. Using the survey as a foundation for discussion, this workshop focuses on current and predicted trends by examining what talent expects from employers in terms of leadership, work-like balance, compensation, benefits, career development and other rewards. Learn where the desires of employees and practices or beliefs of employers diverge, and how to respond for success.

Focus Level: Strategic/Tactical—80/20


From Work-Life Balance to Work-Life Blend: Redefining the Work-Life Relationship in a New Era of Work
Session Code: W04T2

The idea that work and life are separate entities is an illusion. Work is increasingly bleeding and blending into the rest of our lives. This is a natural result of dual-income families with more flexible work hours, advances in communication technology, and companies that benefit from higher service levels and the ability to conduct business across multiple time zones. The traditional concept of work-life balance that most employers incorporate into their HR program design needs to change. Stop striving to deliver a work-life balance, and attend this session to start helping employees craft a work-life blend.

Focus Level: Strategic/Tactical—100/0


Improving Workplace Outcomes and Employee Retirement Readiness Through Financial Wellness
Session Code: B09T3

With the disappearing defined benefit plan, economic instability and rising health-care costs, employees are facing unprecedented challenges and uncertainty as they approach retirement, and all of this keeps them from concentrating and performing optimally at work. Typical financial education programs don't do much to drive behavioral change, but employee financial wellness initiatives offer a targeted and proactive approach that leads to action. Discuss the realities of employee retirement readiness, and identify best practices that will help your organization implement solutions that can better address the growing concerns.

Focus Level: Strategic/Tactical—40/60


Executive Compensation 101
Session Code: E14T3

Whether you've decided to make executive compensation the next step in your career path or executive compensation is currently part of your responsibilities, this informative webinar will help you understand this exciting and challenging specialty area by providing an overview of the fundamentals of executive compensation program design. Attendees will hear what makes executive pay so different and why it attracts so much interest. Join us as we discuss the five elements of an executive compensation program, how executive pay differs from other compensation practices, and how accounting, tax, legal and regulatory aspects contribute to the complexity of executive compensation.

Focus Level: Strategic/Tactical—50/50




Tuesday, 1:30 pm to 2:30 pm

Beating Benefits Bewilderment: Tips for Making Your Communications a LOT More Engaging
Session Code: B02T4

This workshop will illuminate ways to dramatically improve a company's benefits communication efforts, leaving employees smarter about their benefits and more appreciative of their HR and benefits departments (as they should be, right?). Sharing stories from their lives in the writer's room and on the HR front line that might make you laugh, the presenters offer tips and lessons learned to take back to your department.

Focus Level: Strategic/Tactical—50/50


Choosing the Right Pharmacy Benefit Strategy in a Rapidly Changing Landscape
Session Code: B07T4

In today's economy, implementing the right drug benefit strategies - balancing overall satisfaction with lowering plan costs - for an employee benefits program is essential. Now that the generic opportunity has been mostly captured, which plan design strategies and intervention programs offer optimal plan performance? How do plan sponsors best manage the specialty pharmacy benefit, the fastest-growing health-care expense line? Get answers to these questions based on industry survey results and real-life employer examples, with insights to help address the difficult issues facing employee benefits managers today.

Focus Level: Strategic/Tactical—30/70


Evidence-Based Rewards Management
Session Code: C01T4

Decisions about how the organization defines, measures and rewards performance should be guided by relevant evidence and research. But popular literature is filled with claims that are unsupported or contradicted by scientific evidence, and valid research findings are often published in journals not read by practitioners. Yes, research should focus on topics that are of interest to practitioners, but practitioners must extend the effort to understand what research tells us. Take the first step in this session so your recommendations to senior management have a greater chance of being approved, and to gain more confidence that those recommendations will produce the desired results.

Focus Level: Strategic/Tactical—70/30


What Your CEO Needs to Know About Sales Compensation
Session Code: C05T4

This will be an interactive session based on research from the new book, "What Your CEO Needs to Know About Sales Compensation. "The traditional CEO may pop into a sales incentive meeting and ask the cursory, "Is this going to cost me less than last year?" This misses the opportunity to employ sales compensation as a powerful tool to steer salesforce performance and help achieve business goals. Based on research and personal interviews with top sales executives, the executive-level perspective revealed here will help you understand the power and effect sales compensation can have on the business. Leave with tools to help develop that strategic connection and maintain it all the way to the field.

Focus Level: Strategic/Tactical—90/10


Reward Program Consistency and Segmentation: A Panel Discussion and Review of Recent WorldatWork Research
Session Code: C34T4

Earlier this year, WorldatWork's Compensation Advisory Council conducted a research initiative to understand the appropriate balance between consistency and segmentation in reward program strategy and design. On one hand, our fellow practitioners report that the economic downturn has caused them to become more globally consistent in their reward programs. At the same time, organizations say they are focused on uniquely aligning rewards with values and cultures that vary across the organization and employee groups. Learn more about these research findings and get a chance to ask how leading organizations balance these seemingly competing objectives.

Focus Level: Strategic/Tactical—50/50


The Expanding Role of Nonqualified Retirement Plans: Understanding the Financial Implications for Employers and Executives
Session Code: E02T4

Though there's a renewed interest and prevalence in nonqualified retirement plans, that hasn't come with a better understanding of the financial implications for plan sponsors and executives. The plans can help retain next-in-line executives; deferred, pretax compensation will remain compelling; and companies transfer the responsibility of saving to the executive. If nonqualified retirement plans are something your company would consider for your leaders, attend this session for a review of market trends, strategic uses and financial implications for the organization and the individuals.

Focus Level: Strategic/Tactical—60/40


Tales from the Trenches: Managing Executive Performance Share Programs
Session Code: E04T4

A panel of in-house experts at Fortune 500 companies involved in the design and management of executive performance share programs gives a candid, first-hand perspective about what worked, what had to be fixed and what it would most like to change if it could. Among the key issues to be discussed: how the performance plan was tailored to each company's unique needs and culture; how performance demands are balanced with retention concerns; how ISS, Glass Lewis and institutional investor points of view continue to influence plan designs; and how to assess the plan as competitive, effective and cost-efficient.

Focus Level: Strategic/Tactical—30/70


Creating a Compensation and Benefits Program from Scratch
Session Code: T04T4

This case study presentation covers the challenges and design implications of developing global compensation, sales compensation and benefits programs for a new joint venture between IBM and Ricoh, and the evolving plan design changes for the total rewards framework as the joint venture became fully owned by Ricoh. The lessons learned and future opportunities for more plan changes can be applied to a variety of business situations.

Focus Level: Strategic/Tactical—60/40


Influencing Employee Engagement in Challenging Times
Session Code: T17T4

Employee engagement survey scores have trended downward since the onset of the current national economic issues more than five years ago. However, Aon Hewitt's Best Employers are focusing on total rewards, a strong employee value proposition and good communication to make up for the continued economic uncertainty and address engagement issues head on. So what are they doing differently? Data from Aon Hewitt's "2012 Trends in Global Employee Engagement Report" and "2012 Total Rewards Survey" demonstrate what other organizations can learn to engage employees and positively impact the overall attraction, retention and engagement of their workforce.

Focus Level: Strategic/Tactical—80/20


Workplace Flexibility: A Triple Win - People, Profits, Planet
Session Code: W03T4

More than three-quarters of employees say they want to work flexibly, and more than a third would take a pay cut in exchange for the opportunity. The promotions and rewards that motivated the top performers just a few years ago are losing potency. As work evolves into something you do, not a place you go to, innovative organizations are embracing workplace flexibility as an essential business strategy, in pursuit of measurable returns. Using real-life case studies, this session demonstrates the quantitative and qualitative value of the flexible workplace.

Focus Level: Strategic/Tactical—50/50





Tuesday, 3:00 pm to 4:00 pm

New Frontiers in Reward Design: Six Key Learnings from Behavioral Economics
Session Code: C19T5

Do higher rewards for a few top performers outweigh the negative experience of those who receive lower rewards? Does communicating target award levels for incentive programs create an unrealistic reference point that leads to the disappointment of the majority of participants? Are a few larger promotions better than many smaller ones? Answers to these questions are beginning to emerge from the exciting new field of behavioral economics. This interactive session highlights six key learnings from behavioral economics and shows their direct impact on reward program design, from base pay to long-term incentives to change management.

Focus Level: Strategic/Tactical—70/30


Extreme Compensation Makeover: How Jones Lang LaSalle "Remodeled" Incentive Compensation Within the Context of Total Rewards
Session Code: C20T5

With changes in its business, its workforce demographics and the marketplace, Jones Lang LaSalle Inc. had to overhaul its total rewards strategy. Learn how the team philosophically and practically addressed the review and redesign of the first program updated in the new strategy, an annual incentive plan for more than 5,000 employees designed to replace approximately 40 discrete plans. A new employee value proposition is the foundation for this remodel. This case study also includes how the revised incentive plan is being rolled out with key messaging and engagement objectives.

Focus Level: Strategic/Tactical—70/30


Driving Financial Outcomes Through Sales Compensation Effectiveness
Session Code: C21T5

Only 43% of sales leaders are satisfied with their sales compensation plan's ability to drive corporate growth and key organizational objectives. In this session, define the optimal mix of base and variable pay for sales representatives and outline the top drivers of sales performance to help you maximize the effect of compensation on sales outcomes. You'll also learn effective methods for differentiating sales compensation across different levels of performance, sales roles, products and regions.

Focus Level: Strategic/Tactical—40/60


Global Mobility Enables Talent Strategy: Ensuring the Right Staff in the Right Location at the Right Time
Session Code: C28T5

Many leading multinational organizations are aligning their mobility program with their talent strategy as they realize the talent needs cannot always be filled locally. New solutions are being applied to global mobility to attract, retain and motivate the talent to move across borders where their skills are needed. Panelists from four of these innovative companies will discuss their challenges, experiences and practical solutions to how they have been able to introduce new thinking in the ever-changing global mobility space.

Focus Level: Strategic/Tactical—60/40


Reinforcing a Pay-for-Performance Orientation Through Alternative Approaches to Peer Group Selection
Session Code: E07T5

Peer group selection plays a crucial role in setting executive pay opportunity and comparing pay for performance. However, a one-size-fits-all mentality has arisen, leading to selection of peer groups that are illogical and inappropriate, and the true alignment of pay and performance is obscured. This presentation will review the shortcomings inherent in the peer group selection methodologies used among proxy advisory firms in 2012 and how these methodologies influenced the 2012 say-on-pay votes of leading companies. Discuss how companies have changed how their peer groups are constructed and how the reasoning behind those peer groups is communicated.

Focus Level: Strategic/Tactical—60/40


From New Technology Smog to Cloud 9: An Overview of Today's Hot Technologies and What's Right for Your Organization
Session Code: T05T5

The potential promise of using technology to improve total rewards processes, employee engagement and business outcomes is enormous. However, without the right focus, many HR functions find themselves engulfed in "new technology smog." It's no wonder. The HR technology landscape has changed dramatically - from new technologies to repurposed old technologies to consolidated vendors. Get out of the haze to be more aware of current trends (such as cloud, gamification, social and mobile technologies), and learn how to evaluate what's right for your organization to achieve better business outcomes.

Focus Level: Strategic/Tactical—40/60


Pathways to Career Success in Total Rewards
Session Code: T20T5

Aside from having the "right" technical skills, what does it take to create a successful career as a total rewards executive? With cross-industry experience in both HR specialist and generalist roles, a dynamic panel examines key decision points in building their career paths, and leadership lessons learned along the way. Panel members will engage the audience, soliciting career stories and insights to spark networking and potential mentor/mentee relationships. Attendees of all experience levels will both benefit from and contribute to this discussion.

Focus Level: Strategic/Tactical—80/20


The Power of Benefit Integration: Increasing Employee Engagement and ROI
Session Code: W10T5

It's not uncommon for an employer to offer more than 10 independent employee benefit packages. The problem is that engagement tends to be low for all the ancillary benefits. Employees may not know how to access them or even that they exist. In contrast, when all employee benefits are integrated, engagement rates tend to double. Employees see integration as about more than just the organization saving money; integrated benefits are a service to them. This case-study presentation demonstrates how integrating employee benefits leads to maximum value, increased administrative efficiency and increased productivity.

Focus Level: Strategic/Tactical—50/50


To Pay or Play: That Is the 2014 Question
Session Code: B01T6

Listen in on this point-counterpoint debate focused on 2014 health-care planning and the choice employers may face of staying in the health-care offering game (play) or moving employees to the public and/or private exchange systems (pay) as a result of the Patient Protection and Affordable Care Act of 2010. The debate will address the many pros and cons for employers to consider as they work through the various scenarios of pay or play as they relate to what is changing in the benefits space overall, including arguments for and against defined contribution strategies or defined benefit approaches.

Focus Level: Strategic/Tactical—60/40


Reading and Interpreting Proxy Statements to Better Understand Executive Compensation
Session Code: E11T6

Required by the Securities and Exchange Commission (SEC), the annual proxy statement provides investors with a clearer picture of executive and director compensation. Join us for this educational webinar and find out how the top five executives included in the proxy are determined, how to navigate and interpret the various tables and graphs, and what is included in the narrative Compensation Discussion and Analysis (CD&A) intended to explain the "why" and "how" of pay programs. We will cover the latest SEC guidance on executive and director compensation disclosure rules and how companies are going beyond just complying to effectively communicate with their shareholders about executive pay.

Focus Level: Strategic/Tactical—50/50


Big Data and Its Implications for Total Rewards
Session Code: T15T6

As the competition for talent heats up, organizations are doing more to mine data to understand how they can get the right program in front of the right employees to drive desired behaviors. From the moment potential employees submit their résumés to when we save their exit interviews, we have collected a massive amount of data on each employee — from pay increases and performance review scores to engagement scores and preferences for benefits. Talk through the applications of big data, the skills needed to leverage it and the insights that can be gained by harnessing this power.

Focus Level: Strategic/Tactical—70/30







Wednesday Sessions




Wednesday, 8:00 am to 9:00 am

Private Health-Care Exchanges: Helping Employers Break Away from the Health-Care Trend
Session Code: B12W1

Rising health-care costs, new approaches to managing health and new compliance requirements are challenging employers to think differently about their health insurance responsibilities for employees, dependents and retirees. One emerging trend is private health-care exchanges, where insurance companies are connected with individuals or employees wishing to purchase group-based health insurance. The more exchange participants, the greater the economies of scale that increase carriers' ability to offer competitive prices. Learn more about these exchanges, and get a first-hand look at proprietary participant enrollment data and employee behavior from Aon Hewitt's 2013 corporate exchange enrollment period.

Focus Level: Strategic/Tactical—70/30


What's Up With R&D: How Pfizer Retooled Its Reward Strategy to Support Innovation
Session Code: C08W1

Research and development (R&D) is a long-term process in the pharmaceutical industry, taking up to 15 years for a drug to reach the market, with hundreds of scientists and researchers involved with the drug development. The challenge is how to recognize, reward and engage the staff throughout the development cycle. Hear Pfizer's journey to review, redesign and launch its revised R&D reward strategy, incentive compensation and recognition program. Discuss how other leading R&D organizations inside and outside of pharmaceuticals reward their staff, with best practices for plan design and implementation.

Focus Level: Strategic/Tactical—70/30


Where Have All the Ratings Gone? A New Approach to Managing Performance and Compensation
Session Code: C16W1

Based on employee and manager feedback, Expedia Inc. eliminated performance ratings for the majority of its employee base. Learn why the organization made this decision. It might just cause you to re-evaluate how performance is managed for your workforce. This unusual approach has enabled Expedia managers to focus on performance conversations, rather than assigning a number to each employee. Discuss how Expedia communicated the change, trained managers to think about the conversations and allocated compensation in this new environment.

Focus Level: Strategic/Tactical—50/50


Insights from the Inside: Private vs. Public Global Equity Compensation
Session Code: C33W1

The world of private-company equity plans can be dramatically different from their public-company counterparts. From plan design to administration and the ultimate monetization of awards, the challenges appear very different, but some insights can prove applicable to both. Attendees at this session will hear experts and issuer representatives from top private and public companies compare and contrast their use of equity around the globe, discuss their challenges and provide equity compensation best practices applicable to any environment.

Focus Level: Strategic/Tactical—50/50


Comp-Busters: Compensation Myths Undone
Session Code: E01W1

The basic tenets of compensation are continually being challenged in today's environment. Legislators, the media and even compensation professional insiders are challenging some of the most traditional principles of compensation. Compensation expert Brent Longnecker has decided to decipher myth from reality on some of the most debated topics. Join him for this thought-provoking discussion.

Focus Level: Strategic/Tactical—60/40


Executive Short-Term Incentives Plan Fundamentals
Session Code: E15W1

An effective and reliable executive annual incentive plan can pay significant dividends if constructed appropriately. However, designing such a plan is one of the more difficult challenges compensation professionals face. Striking a balance between motivation and retention of key talent, and shareholders' insistence on alignment between pay and performance will continue to dominate the conversation. This webinar is designed to bring the design of more effective executive annual incentive plans to life, from an overview of fundamentals to a discussion of innovative techniques that address today's challenges.

Focus Level: Strategic/Tactical—50/50


The Six Universal Drivers of Employee Engagement
Session Code: T02W1

Does your organization have inspiring leadership, effective supervision, true teamwork, job enrichment/professional growth and valued employee contributions, and does it nurture employee well-being? In this session, you'll hear why this is what it takes for true employee engagement and total rewards. These six universal drivers come from analysis of 2.1 million engagement surveys at small, medium and large companies. They can be applied to unique cultures anywhere, so learn how to put your own signature on them for your employees.

Focus Level: Strategic/Tactical—50/50


Advancing Above and Beyond in the Total Rewards Profession: The Keys to Success!
Session Code: T03W1

In many organizations around the world, total rewards has finally obtained the importance it deserves. People implications of business operations have become a primary strategic consideration for success, especially in the critical search for scarce talent and related retention and motivation issues. Senior executives are increasingly turning to you as a business partner in developing a cadre of the best and brightest employees. This increase in prestige and responsibility has presented you with new challenges and tremendous opportunities. Discuss what it takes to position yourself for success - knowledge, skills, competencies, behaviors and reputation.

Focus Level: Strategic/Tactical—40/60


Working Caregivers: Transforming Crisis into Opportunity
Session Code: W08W1

In the past, many businesses were under the impression that working caregiver productivity and distraction were soft costs that could not be quantified nor reduced. It's actually quite the opposite. Through employer demographic information and recent surveys and studies, these costs are now easily measured. HR professionals have an obligation to reduce costs for their organization when possible. Get tools to assist your working caregivers and maximize savings. Some of these include educating caregivers on services in their employee assistance program, local community resources, backup care, flexible scheduling, referral services, care management and more.

Focus Level: Strategic/Tactical—50/50



Wednesday, 8:30 am to 10:00 am

Overcoming Compensation Challenges with the Help of Excel
Session Code: C31W3

Do you often wonder if other compensation professionals are facing the same issues and challenges you are? Come find out as Dianne Auld discusses the trends and hot topics she saw and heard about during her recent six-city tour. In addition to identifying the top issues, Auld will showcase the power of Excel for overcoming some of these challenges. The demonstrations are sure to be fast-paced and are meant to provide an awareness of potential Excel options (not to teach Excel functionality).

Focus Level: Strategic/Tactical—50/50


Wednesday, 9:15 am to 10:15 am

All Stumble, Little Science: How Employers Offer and How Employees Choose/Use Benefits
Session Code: B03W2

Decision making among workers who have a choice of benefits is, at best, haphazard. Only one-third of employers and employees believe that benefits communications are effective. Another study confirmed only 40% of workers feel extremely or very informed about benefits. Some employers have stepped back to review worker decision making and have responded with various forms of "choice architecture" designed to improve results and change worker behaviors. This session recounts the journey of one Fortune 100 early adopter of behavioral economics to tease out worker preferences and relative values among rewards and benefits.

Focus Level: Strategic/Tactical—70/30


Health-Care Reform: How the U.S. Postal Service Plans to Minimize Potential Play or Pay Penalties
Session Code: B04W2

The U.S. Postal Service has many noncareer employees who work full time within the meaning of the Patient Protection and Affordable Care Act of 2010 and have never received benefits, even though the vast majority are eligible to receive health insurance coverage under the Federal Employees Health Benefits Program. Without an affordable offer for health-care coverage that qualifies as minimum essential coverage to these full-time employees, the postal service could be subject to billions of dollars in penalties annually. This session covers the postal service's plan to minimize the play or pay penalties, how that plan was developed and how a variety of stakeholders were involved.

Focus Level: Strategic/Tactical—60/40


Making the Case for Compensation Technology
Session Code: C10W2

Although a number of solutions for managing compensation analysis, program design and administration have been on the market for years, most organizations still manage compensation data and processes in spreadsheets. Meet three senior compensation leaders who chose to leverage technology for core-market analysis and program-design tasks, made a case for the investment and gained major benefits along the way. Imagine automated management of the annual merit increase cycle! The individuals selected to sit on the panel represent several stages of technology adoption, and each will bring a unique perspective to the discussion.

Focus Level: Strategic/Tactical—70/30


Getting the Employee Value Proposition and Total Rewards Right: Results of a Towers Watson and WorldatWork Study
Session Code: C29W2

With accelerating change in talent markets and workforce demographics, the challenges of attraction, retention and engagement will continue to be with us. The stakes are high, and so is the pressure to tightly manage costs. A solid total rewards strategy and employee value proposition can help. The annual talent management and rewards survey provides concrete directions companies at any level can follow to transform their employee deal into an engine of attraction, retention, sustainable engagement and financial performance. Join this session to learn how to create big wins for employers and employees.

Focus Level: Strategic/Tactical—50/50


Commissions Vs. Quotas: The Classic Debate
Session Code: C32W2

When it comes to sales compensation, are commissions or quotas better? In this session, attendees will learn about the differences between straight commission plans and quota/bonus sales compensation programs. Topics will include the perceptions of the employee value proposition used in attracting different types of sales talent, the implications for sales strategy, the differences in cost, the relative impact on sales territories, and the techniques for communicating and administering the plans effectively. At the conclusion of the session, attendees should have a comprehensive view that allows them to make the right choices for sales roles in their organizations.

Focus Level: Strategic/Tactical—50/50


Keep on Truckin'! Con-way's Path to Effective Performance-Based Long-Term Incentive Plan Design
Session Code: E03W2

With all of the pressure to add more performance-based compensation, more public companies are reducing or eliminating the use of stock options or restricted shares and adding performance-based stock plans. But performance shares can be difficult in terms of identifying the right metrics and setting meaningful goals that management feels it can actually control. This was a lesson Con-way learned several years ago when it first tried adding a performance share plan for the executive team - with very poor results. But last year Con-way decided to try again. Learn its approach for long-term incentive plan design the second time around.

Focus Level: Strategic/Tactical—60/40


Executive Long-Term Incentives Plan Fundamentals
Session Code: E13W2

Long-term incentives are often the largest component of an executive's pay package and are a key means for aligning executive leadership with shareholder interests. During this session we will discuss the important role long-term incentives play and the various types of and potential combinations of long-term incentive vehicles. We will also address key design considerations including objectives, eligibility, performance measurement, time frame, share utilization, tax and accounting considerations, ways to incorporate performance criteria, and key characteristics of an effective long-term incentive plan.

Focus Level: Strategic/Tactical—50/50


Legislation, Regulation and the Supreme Court: What You Need to Know for 2013
Session Code: T21W2

The effects of the 2012 elections are playing out in the nation's capital. The WorldatWork Policy and Public Affairs team breaks down the election results and what they mean for the policy agenda in Congress, the regulatory agencies and the administration. In addition, the team will discuss the cases to watch in the current Supreme Court term. Come hear and ask questions about what's expected on today's hot-button issues in all areas of federal government.

Focus Level: Strategic/Tactical—90/10


Total Rewards Tailoring: The "Why" Before the "What"
Session Code: T23W2

Your organization is unique, and that's why you have developed a total rewards strategy that is aligned with your business goals. Each person in your organization is unique; do you tailor to each individual? We know top talent is attracted to organizations that offer meaningful work and meaningful rewards. But there are so many questions to answer before rewards can be customized. Share your ideas and concerns about tailoring total rewards with other professionals who have faced the same barriers. Spend time testing strategies to help you frame your objectives and think through implications and impediments.

Focus Level: Strategic/Tactical—80/20


Selling the Business Case for Flex Work: Looking Beyond the Reward
Session Code: W09W2

Join our panel of three consultants who specialize in flex work program development and implementation to discuss building the business case for flex work as an effective enterprisewide strategy and not just a solution or perk to be applied on a case-by-case basis. The panel approach shares three unique business perspectives (that of workforce performance, generational issues and financial implications) for how flex work supports work-life balance; employee wellness; and attracting, inspiring and retaining top talent. The panelists will share their insights on the risks, rewards and best practices of flexible working arrangements.

Focus Level: Strategic/Tactical—80/20


 
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