Compensation Program 'Do's and Don'ts' 2013

Key Topics

• What is a "formal Compensation program"?
• Why using a structured approach to pay program design is important
• Four goal-based characteristics of "pay strategy"
• The six steps in building a "formal Compensation program"
• The difference between "Procedural" and "Distributive Justice"
• The importance of pay equity, and the two forms it takes
• Is it ok to use more than one pay system "under one roof"?
• Qualitative vs. Quantitative performance assessment: which is better?
• Job Evaluation? Why can`t we just "market price" our jobs?
• Why is it important to use "pay ranges"?
• The controversy about the use of Weighted Averages vs. Medians
• How can we get the most out of our modest merit budget?
• The most common pay program problem in companies of all sizes
• "We can get pay survey data for free? Where?!"
• Don`t have enough cash compensation? Consider "cost shifting"!
• Who are your "key contributors" and why are they so important?
• Considering mimicking your competition? Don`t do it!
• Common confusion about "cost of living increases"
• Considering conducting your own pay survey? Don`t do that either!

Who should Attend

• Compensation Analysts
• Human Resource Managers
• Financial Managers of HR Departments
• Compensation Managers
• CEO`s and General Managers of small companies