Differentiating Pay For Performance: A Step-By-Step System For Defining Your Needs, Metrics, And Goals
As the economy continues to improve and jobseeker confidence has top performers looking around, you need to make sure your organization stands out when it comes to your compensation packages.
According to Towers Watson’s 2014 Global Workforce Study, only half of the employees surveyed believed they are paid fairly in comparison to other people in similar positions in their organizations. That’s a lot of people who don’t feel valued, and who are likely to be looking around at other organizations.
Fewer than six in ten employees feel their employers do a good job when it comes to explaining their pay programs.
In addition, Say on Pay voting for executive compensation and a generally higher shareholder activism rate has swiftly transformed executive compensation programs from service-based metrics augmented by performance to performance-based metrics augmented by length of service.
Now more than ever it is essential that business leaders, HR experts, and compensation professionals have a thorough understanding of the best practices and potential pitfalls of pay for performance, and how you can use it to make your organization stand out from the crowd.
Join us on to learn the practical framework for how to differentiate your pay levels based on performance, complete with tactical steps to take to plan and execute your strategy, and to communicate with both employees and executives.
- Why performance is the new normal for many jobs that never were held to this standard before
- How this impacts the perception of P4P for executives and other corporate pay programs
- Who loves and who hates P4P—and why
- How to define your needs, metrics, and goals, including why you are measuring, what is being measured, and how they are related to achievement levels and timing
- Tips for tracking your progress and communicating achievements, rewarding success (or not), and celebrating accomplishments
- Techniques for explaining why your pay for performance program is different, to employees and candidates
- How to align your P4P program with your corporate goals, and effectively communicate that to stakeholders
- How to track, how often to track, and what to track
- Five great reasons to embrace P4P
- The biggest risks of pay for performance and how to maneuver around them
- Your action plan for establishing or improving P4P practices right now
- And much more!
About Your Presenter:
John Rubino is the founder and president of Rubino Consulting Services. He has more than 30 years of experience designing and implementing human resources programs for a wide variety of organizations in the financial services, technology, manufacturing and public sectors - as both a practitioner and consultant. Prior to forming his own company, he was senior manager of consulting for Ernst & Young LLP and director of executive compensation for The Equitable Life Insurance Company.
As an internationally acclaimed speaker, Mr. Rubino conducts numerous presentations to global audiences. He is also a speaker, course developer and seminar leader for WorldatWork (formerly the American Compensation Association) and the American Management Association, as well as a speaker for SHRM's annual conferences. John is the author of two books: “Developing Compensation Programs: Job Analysis, Evaluation and Classification” and “Communicating Compensation Programs: An Approach to Providing Information to Employees.” A Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), Global Remuneration Professional (GRP), and Work-Life Certified Professional (WLCP), and SPHR.
|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
British Columbia: 1.5
New Brunswick: 1.5
Newfoundland and Labrador: 1.5
Northwest Territories: 1.5
Nova Scotia: 1.5
Prince Edward Island: 1.5
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
||Contact Us For More Information
||Share on Facebook
Share on Twitter
Share on Google+
|Keywords For This Course:|
Pay for Performance, Compensation, FLSA
|Currently Scheduled Dates For This Webcast|
|Differentiating Pay For Performance: A Step-By-Step System For Defining Your Needs, Metrics, And Goals||CD/On-Demand||$229.00||
How To Properly Complete A Form I-9
Workplace Investigations 101: The Basics For Conducting Workplace Investigations
Certificate Program For HR Generalists
Employee Handbook Updates for 2017: How To Ensure Legal Compliance And Avoid Liability
PTO Plan Or Traditional Vacation And Sick Time? The Pros and Cons Of A Paid-Time-Off Plan
Pre-Employment Screening: Can I Ask That Question?
Agile Basics For HR
Strategic HR Basics: A Practical Approach To Working More Strategically In HR
Internal Investigations Certificate Program
Certificate Program In FMLA &ADA Compliance
Basics Of Affirmative Action Planning
How To Identify And Investigate Claims Of Bullying
How To Change The Perception Of The HR Department
The Essentials Of HR Law
FMLA Training &Certification Program
ADA Training &Certification Program