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Overview:

Some companies believe that a "Compensation Program" is simply paying employees "a fair day`s wage for a fair day`s work." But knowledgeable Human Resource professionals and practitioners know that there are many advantages to building what is known as a "formal" (i.e. organized, structured, comprehensive) Compensation program. This is a multi-phase process that builds equity (i.e. "fairness") into the program, and that simplifies decision making and administration. But beyond these important advantages, a well-designed Compensation program will provide a competitive advantage when compared to those companies whose Compensation programs are in disarray, and that don't facilitate the attraction, retention and motivation of employees. In this seminar, presented by David J. Wudyka, SPHR, MBA, David will describe the steps and methods for building a formal Compensation program.

Why should you attend?

You should attend this Seminar if you are responsible for building or re-designing your company's Compensation program. Mr. Wudyka will describe each of six steps for building a formal Compensation program in-depth. You will learn about your options for various design elements that will be compatible with your company's pay philosophy. If employee morale is low, you will benefit by learning strategies that can help to strengthen equity (i.e. fairness) and simplify pay program decisions and administration. When you finish this Seminar, you will have the knowledge that you need to embark upon the design process in your company. 

Course Outline:

 2 day course will include the following topics

Day One (9:00 AM – 6:00 PM EDT)

 

Lecture 1:     The six steps for building a formal Compensation program

Lecture 2:      The study of work: three options for collecting information

Lecture 3:      The most strongly preferred company approach for the "study of work"

Lecture 4:      Writing job descriptions: is there a "standard format"?

Lecture 5:      Why job descriptions are more important than ever before

Lecture 6:      How to build a "fully defensible" pay program

Lecture 7:      Quantitative and qualitative approaches to Job Evaluation

Lecture 8:      How to evaluate all of your company's jobs in just 24 hours!

Lecture 9:      Why can't we just "price" our jobs using pay surveys?

Lecture 10:    How can we get pay data for "non-benchmark jobs"?

Lecture 11:    Why can't we conduct our own pay survey?

Lecture 12:    What is the best kind of Compensation Survey for our company?

Lecture 13:    Why do we need pay ranges??

Lecture 14:    What's the difference between "Broadbanding" and "traditional" pay ranges?

Lecture 15:    How to design pay ranges with the right amount of "overlap"

Lecture 16:    The options for moving base pay rates through pay ranges 

Day Two (9:00 AM – 6:00 PM EDT) 

Lecture 1:      How to build "Essential Functions" into job descriptions

Lecture 2:      Establishing fair internal pay relationships via "pay planning"

Lecture 3:      How to evaluate the worth of non-benchmark jobs

Lecture 4:      How to price jobs without buying a pay survey

Lecture 5:      How to predict and price the CEO's base pay level

Lecture 6:      Writing job descriptions: is there a "standard format" or "elements"?

Lecture 7:      Why job descriptions are more important than ever before

Lecture 8:       How to build a "fully defensible" pay program (and where that term came from!)

Lecture 9:       How to determine job worth in a hierarchy without a committee

Lecture 10:     How to evaluate all of your company's jobs without a formal job evaluation plan

Lecture 11:     Why you might NOT want to use on-line pay survey data!

Lecture 12:     How do we get pay data when we don't have pay surveys?

Lecture 13:     Why you might want to drop that "Median based" pay analysis approach!

Lecture 14:     What is the best kind of Compensation Survey for our company?

Lecture 15:     "Oh no! There are no promotions anymore when we use "Broadbanding!"

Lecture 16:     Our pay ranges are too close together!” “Our pay ranges are too far apart!"

Lecture 17:     The fallacy about "Cost of Living Increases" 

About Speaker:

David J. Wudyka, SPHR, MBA, has been a Professional in the Human Resources field for over 30 years. His experience and education includes:

  • fifteen years as an HR Professional in private sector companies in the Fortune 100, in companies such as Raytheon and United Technologies
  • twenty five years as an independent HR Consultant as Managing
  • Principal of Westminster Associates
  • Certified as a Senior HR Professional by the Society for Human Resource Management 

Date, Venue and Price:

Location:  Orlando, Florida | October 3rd & 4th, 2013 | 9:00 AM to 6:00 PM EDT
Venue: Will Be Announced Soon 

Price: $595.00

Register now and save $200. (Early Bird)

Until September 10, Early Bird Price: $595.00

From September 11 to October 01, Regular Price: $795.00

Contact Information

Event Coordinator

Toll free: +1-800-385-1627

Fax: 302 288 6884

Email: support@trainhr.com

Website: http://bit.ly/144wQD6

Don't wait to register for the 2-days In-person Seminar On "How To Build A Formal Compensation Program And Solving Compensation Program Problems" At Orlando. You'll meet influential people and maximize your opportunities for success. Start now by accessing the information below.

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Website: http://bit.ly/144wQD6...
Conference/Event Dates: 10/03/2013 - 10/04/2013
Conference/Event Hours: 9 AM - 6 PM
Classification: B2B
Primary Industry: Human Resources
Other Industries: Business, Human Resources
Audience: Human Resource Managers
Compensation Analysts
Compensation Managers, and Financial Managers of HR Departments
In smaller companies
CEO's and General Managers
Venue: Venue TBD

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David J. Wudyka, SPHR, MBA, has been a Professional in the Human Resources field for over 30 years. His experience and education includes:

  • fifteen years as an HR Professional in private sector companies in the Fortune 100, in companies such as Raytheon and United Technologies
  • twenty five years as an independent HR Consultant as Managing
  • Principal of Westminster Associates
  • Certified as a Senior HR Professional by the Society for Human Resource Management
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