C - Compensation
♦
- Foundation
◊
- Advanced
♦ C1:
Maintaining a Competitive Edge - Effective Strategies for
Competitive Market Pay Analysis
The session will use a case study format to present the transition of
American Homecare Supply Co., a 600 employee organization, through its
acquisition by Air Products and subsequent explosion of growth to more than
2,100 employees operating in over 13 states in less than 5 years. Through case
study and interactive discussion with the participants, we will assess the Air
Products Healthcare base pay program and analyze the tools that were critical to
its successful creation and deployment including: 1) developing a consistent,
yet geographically adjusted pay program structure across the organization; 2)
identifying appropriate market data sources; 3) effective techniques for job
matching; and 4) obtaining a commitment from leadership. Human Resource management
staff from Air Products Healthcare will contribute directly to the presentation.
Gregory A. Gast, SPHR, Principal, PROXUS
bio
Jeffrey Green, Principal, PROXUS
bio
Maya Johnson, Human Resources Manager, Air Products
bio
◊ C2:
Solving the Total Rewards Breakdown
AmerisourceBergen Corporation is a Fortune 50
company in the pharmaceutical supply chain. Our Pay for Performance
compensation philosophy emphasizes performance-based pay, and our Total Rewards program supplements the
compensation program with excellent benefits and work/life programs.
We wanted to ensure that our associates consider the excellent benefits, not as “nice extras," but as part of their Total Rewards package, so we set out to brand the Total Rewards program in a way that tied all the components together. Our goal was to develop a catchy tag line and a symbol that employees would immediately identify with Total Rewards. Our project had limited funding, so we turned to internal resources to craft a message that we believe is every bit as impactful and professional as if we’d spent thousands. During this session we’ll show the steps we took to develop our Total Rewards message and share some of our real-life experiences with you.
Donna Dasher, Vice President of Compensation, Benefits and Payroll,
AmerisourceBergen Corporation
bio
Marty Buckley,
Director of Internal
Communications,
AmerisourceBergen
Corporation
bio
♦ C3:
Generational Crossroads: Can Your Rewards Program Really Please Everyone?
Today's workforce is changing, and for the first time in history, four distinct
generations are collaborating in the workplace. With such diversity within organizations, a
"one size fits all" rewards plan may no longer be appropriate. In this
presentation, we will discuss HR challenges in the ever-changing workforce,
including the attraction of new employees, the retention of top talent, and how
reward programs can be targeted to different workforce segments. By sharing our
unique experiences with leading companies, we will show how strategies have
changed to achieve cross-generation harmony and business success.
Laura Lennartz,
Senior Associate, Mercer
bio
Stephanie Penner, Principal, Mercer
bio
◊
C4: Create
High Impact Compensation with a Low Merit Pool
Workshop Description: The
results are in...merit budgets are expected to remain stable for the foreseeable
future, while employers strive for greater differentiation. Forced distribution
of ratings may be part of the solution, but creates its own problems. This
workshop will examine the perennial struggle of delivering High Impact
Compensation with meager funding, and will solve the riddle between ratings
and pay through providing actionable and thought provoking solutions.
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