WorldatWork 2023 Total Rewards Conference - San Diego, CA

· Understand the challenges of creating an equitable and accessible total rewards program that is effectively delivered across all dimensions of diversity.

· Learn how to assess existing programs in the context of a sustainable and socially responsible Total Rewards philosophy guided by well-crafted principles.

· Know what it means to take an “activist management” approach to deliver programs that are truly equitable, accessible and inclusive.

What makes a Total Rewards program "equitable and inclusive" (E&I)? And why examine your rewards programs through an E&I lens? Join us for answers to both questions and learn how embedding your organization’s commitment to E&I within your Total Rewards offering requires an “activist management” approach—across your benefits and compensation programs, performance management processes, and career development practices. We’ll share what our wide range of experience has taught us about “activist management” for E&I and how it can benefit your organization.

· Understand the challenges of creating an equitable and accessible total rewards program that is effectively delivered across all dimensions of diversity. · Learn how to assess existing programs in the context of a sustainable and socially responsible Total Rewards philosophy guided by well-crafted principles. · Know what it means to take an “activist management” approach to deliver programs that are truly equitable, accessible and inclusive. What makes a Total Rewards program "equitable and inclusive" (E&I)? And why examine your rewards programs through an E&I lens? Join us for answers to both questions and learn how embedding your organization’s commitment to E&I within your Total Rewards offering requires an “activist management” approach—across your benefits and compensation programs, performance management processes, and career development practices. We’ll share what our wide range of experience has taught us about “activist management” for E&I and how it can benefit your organization.

WorldatWork 2023 Total Rewards Conference - San Diego, CA

· Understand the importance of designing and operating a total rewards program guided by fundamental principles

· Learn new ways of approaching and communicating total rewards program design

· Know how to evaluate whether your program design and communication mechanisms achieve desired outcomes

Are you looking for straightforward guidance to revamp your total rewards program? Join this interactive session to take inspiration from the book Everything I Need to Know I Learned in Kindergarten to identify and explore key principles for program design, operations, and communication (e.g., never stop asking “why”—as in “Why do we offer ‘XYZ’ program?” or “Why do we do it this way?”). Learn how getting back to basics can lead to key program improvements in your organization and have the chance to discuss with your peers on how you can implement these principles within your organization.

WorldatWork webinar

Leveraging insights from 100+ recent pay equity analyses and first-hand experience dealing with these problems in house, Stefan Gaertner of Aon with Nick Rettenmyer of Tableau will present trends and practices from organizations that are “getting it right.” These include utilizing research and data, determining what “things” you are paying for, and identifying opportunities to better align what you are paying for with what you think you should be paying for.

While technology and information-sharing have changed the landscape around pay equity, taking certain steps to address issues before they arise is easier for companies to do than they may realize. Attendees will walk away with this session empowered to address pay equity in a lasting way for their organizations.

WorldatWork 2020 Virtual Conference

During the 1980’s and 1990’s, skill-based pay “1.0” was enthusiastically adopted in manufacturing settings looking to improve quality and efficiency. During the transition from the third to fourth industrial revolution, the service economy has grown to ~ 75% of GDP and the definition of a “job” is evolving. Historically, organizations found people for pre-defined jobs. Disruptive influences facing organizations today are challenging the definition of “work” and “jobs,” and thus the supporting HR infrastructure. In this interactive session, together the presenters and participants will explore if skill-based pay 2.0 (SBP 2.0) is the right model to support today’s turbulent pace of change. Description text goes here

CHRO Exchange

Compensation and Benefits Exchange Panel Feature

Do you know the goals of your rewards program and have they shifted since you first adopted them? How is your workforce responding to recognition? What process do you need to improve? As technology improves and the capabilities of our programs mature, program design must evolve as well. During this panel discussion attendees will learn how to: 

•Reinvent rewards and recognition for increased agility

•Manage intrinsic and extrinsic motivation 

•Make better use of your total rewards data to build a strategy that is employee-centric and cost effective 

•Utilize data to understand how engaged your company is with your recognition program 

•Utilize technology to make your programs trackable and agile

WorldatWork 2016 Total Rewards Conference - San Diego, CA

WorldatWork conference presentation by a panel of experts describing how leading employers are effectively supporting the total well-being of their employees and, as a result, realizing a better return on their human capital investment.

WorldatWork webinar series (2 parts)

n this two-part webinar series, find out why Microsoft abandoned their performance ratings and distribution, and what they have learned after a full performance cycle. In the first webinar, Microsoft shared their story, including the thought process and reasons for their decision. In the second webinar, the presenters discussed recommending and delivering rewards for the first time without ratings under the new approach, highlighted some of the key findings from surveys and analysis (including what they learned, what went well, what they might change) and summarized their plan moving forward.

WorldatWork webinar

In this Webinar, Nick Rettenmyer and Mike Cyran from Microsoft explain and demonstrate the power of using conjoint analysis to better understand total rewards program combinations that are most desired and effective. Beginning with a basic explanation of conjoint analysis, Nick and Mike demonstrate how conjoint analysis can assist in developing total rewards programs, identify considerations for setting up a conjoint analysis and explain some of the advantages and limitations of this approach. This analytical technique results in a quantification of the relative value that individual rewards elements have to your work force, allowing you to better tailor your programs to provide maximum value to employees.

Mercer EMEA Compensation & Benefits Conference

Featured speaker presenting how Microsoft developed and continues to evolve flexible compensation programs and make strategic investments to attract and retain high-performing and high-potential technology managers. With a technology market continuing to experience significant economic growth and a war for talent, the presentation highlighted some of the Reward Segmentation approaches that they have used to secure this critical talent, particularly software engineers, at all levels, from university hires to executives.

Mercer EMEA Compensation & Benefits Conference

Presentation detailing how Tetra Pak, a company with de-centralized operations in over 80 countries, established a Centre of Expertise (CoE) for Global Compensation & Benefits and effectively tackled the challenge of data provider management for market data, job evaluations and mobility data. This session included a summary of the challenges faced, options evaluated and key findings from a series of practical solutions that better aligned critical Compensation & Benefit information acquisition processes and utilization across locations and subsidiaries.