Workscape is the industry leader in providing compensation planning solutions for complex, global organizations.  This demo highlights some of the features in Workscape Compensation Planner that enable global organizations to achieve their compensation objectives.

Workscape’s flexible, configurable solutions support multiple languages, currencies, and regional differences in compensation, performance, and manager self-service to meet the dynamic needs of global organizations.

A Special Report on Business Conditions, Compensation Trends and What Leading Companies are Planning in 2009 and Beyond by noted author and compensation expert Thomas B. Wilson.

HCI (Human Capital Institute) and Workscape surveyed hundreds of HR leaders and the nation's leading compensation and talent management gurus to learn whether the current backlash and public outcry over executive salaries and bonuses (even among companies not receiving government bailouts) might result in different, more conservative approaches to compensation in future.

Key findings of this study show that just over 35 percent of respondents have integrated HR, payroll and compensation solutions. This figure is considerably low, particularly when compared to the 83 percent of respondents that cited integrated functionality as either critical or highly important. Download the complete survey report.

This study was conducted by the Human Capital Institute and Workscape in February 2009. It is based on a survey of 308 HCI members, more than half of whom are human capital and human resources managers, directors and executives. This study was co ‐ developed and underwritten by Workscape .

In this edition of Workscape’s Practitioner’s Webinar Series, Donna Dupre, Manager Outsourced Benefits Administration, Workscape and Diane Mulhall, Manager, Implementation Consulting, will discuss how recent healthcare changes and trends in compensation are affecting organizations, and what has worked and what hasn’t as companies have labored through 2009 and move into 2010. Veterans of dozens of compensation and benefits projects in the US and abroad, Dupree and Mulhall will share the lessons learned from their participation with dozens of companies that have been challenged and either succeeded or failed at overcoming their compensation and benefits issues.

Building a business case for a complex process like compensation planning isn’t easy.  Defining and measuring what you do today, finding industry averages to compare yourself to, comparing apples to oranges, all are challenging. At Workscape we took on those challenges and will share not only the findings, but the hurdles we had to overcome to define accurate guidelines and streamline the ROI process. Working with a respected industry analyst and multi-national organizations, Workscape took a deep dive into the challenges and benefits of the before and after of automating compensation planning. 

The average 25- to 34-year-old employee stays with a company for approximately three years, according to a 2010 report by the U.S. Department of Labor, and those younger won’t stay even that long. How do you, as an HR professional, build a program that will retain these valuable members of your team? Balancing compensation, career opportunities and goals is a winning recipe for keeping your best and brightest.

This webinar covers best practices for:

• Setting and communicating goals to keep employees engaged.
• Using limited compensation budgets to promote retention.
• Leveraging future career options to keep high performers.
• Supporting generational differences through shifting reward strategies.

The past 18 months we have experienced layoffs, salary cuts and budget freezes. As we move into a time of economic recovery, we need to take a holistic look at our compensation program in order to fairly reward employees. Particularly when discussing high performers, we need to be cognizant that many employees may be in "job search" mode in an upturn. Thus, we have a unique opportunity to increase employee engagement, loyalty and retention through compensation. Join us for this hour of discussion as we take a look at our current compensation data model and learn how to update it fairly and judiciously in a way that has positive impact to the bottom line.

You must be a member of Human Captial Institute to view this recording.

Communications between managers and their staff around performance expectations and compensation are difficult in the best of situations. But when managers have diverse teams in remote locations the challenges can quickly seem insurmountable. As technological advances shrink our world, our jobs as managers are becoming more complex. And while we must be many things in the role called "Manager," being a global compensation expert is not one of them. 

Join David Turetsky, Director of Talent Management Strategies and Robert Mattson, Senior Product Marketing Manager as they explore ways that organizations can better support managers with compensation communications.  This session:

• Discusses the challenges inherent in communicating compensation news - both good and bad - across geographies, cultures, and generations
• Shares some tenets for good compensation and rewards communications
• Provides real-world examples of good and bad messaging around compensation communications

Attendees will gain an appreciation for the challenges managers face and the support they need in this new and changing world.

You and your executive team may have a clear view of your total rewards program-- but if that view isn't being communicated effectively to your employees and recruits, you may be missing a valuable opportunity to attract, retain and develop your best employees.  Rewards in 2010 means a lot more than just base and bonus-- and this webcast will show you how to create a proposition that reflects where your organization stands on a total compensation plan.  We'll discuss how it should be drafted to include all aspects of the plan, how it can be best communicated to employees, and what you can do to make it a strategic marketing tool for potential hires.

You must be a member of Human Captial Institute to view this recording. 

Every spring compensation professional say that the focal compensation planning period seemed more complex than last year.  Also, more comments back from managers and employees complained about the budgets, guidelines or the lack thereof.   Each year the planning period gets even more challenging for many organizations than in prior years, especially when the economic outlook battles with employee expectations.  This session will review the issues faced by leading companies across the globe in their compensation programs and the techniques that can be used to overcome them.

Topics include how to:

  - Manage global compensation programs while respecting local laws and customs
  - Deal with the differences between employee expectations and economic realities with regard to compensation
  - Leverage limited compensation budgets to drive engagement and retention
  - Battle last minute changes in compensation guidelines, decisions and budgets

Featuring:
David Turetsky, Director of Talent Management Strategy, Workscape

This session looks at the methods to ensure that the discussion with Finance about salary increases and bonus funding doesn’t need a referee. In HR we can be proactive and prove to them that there is incremental benefit to those marginal compensation resources. We will discuss methods of how we can ensure that our friends in Finance will have confidence that we are spending that money wisely and with an eye to the future.

Watch the recording

What are the challenges for managing compensation on a global basis?  Is it supporting data privacy?  Finding accurate market data?  Or, supporting different standards for each country or locale?  The challenges for managing compensation on a global basis can be any of the three questions mentioned and much more. Learn how to face these challenges head on.  Join Robert Mattson, Senior Manager of Product Marketing from Workscape as he walks through customer examples and the knowledge derived by interactions with industry luminaries to illustrate the challenges and solutions in these areas

When building a Pay-for-Performance culture, it is about more than process and systems. Success comes from also understanding the impact of the new culture on employee communication and manager behaviors. It is a journey and this webcast explores some of the common questions, challenges and triumphs related to building a pay-for-performance culture.

There’s no shortage of news, facts and figures detailing how current economic conditions are creating challenges for businesses and individuals alike. From a Human Resources perspective, however, there hasn’t been a comprehensive review of how the down economy is affecting this critical business function… until now.  Workscape has teamed-up with the Human Capital Institute and created a study aimed at gaining a comprehensive snapshot of how HR teams are responding to today’s unprecedented economic events. During this informative webcast, we’ll share the results with you.

Share client engagement managers’ experiences implementing HR solutions for some of the most complex organizations in the world and discuss the mistakes some made, and the techniques used that drove not only successful projects, but long term benefits. 

Take this opportunity to hear the lessons learned over years of real-world technology implementations working with some of the most sophisticated HR teams in the world.

Learn the results of a new, nationwide study into total rewards trends for 2010 and beyond, and the impact of the new health care legislation.

The results offer insight into how the economic upswing is affecting compensation and benefits strategies of organizations large and small and across all industries. Hear the survey results and receive a free copy of the white paper and presentation slides.

Learn how companies responded to important questions about Total Rewards programs and trends for 2010/11.

Join Workscape for the second annual Look Back/Look Ahead webinar.  After conducting market research, having direct conversations with industry analysts and leading HR professionals and reviewing the news of the day; Moschetto and Mattson assess HR trends and events that occurred in 2009 and how they affected HR practitioners.  In addition, they will look into how the events of today and potential happenings in 2010 will drive change in the coming 12 months.  Join Workscape for a forward looking, interactive and entertaining session with these two industry thought leaders.  Moschetto and Mattson have been published in Talent Management Magazine, Workspan, The Compensation Handbook, HRO Today and EBPR.

According to experts the recession ended in June of 2009, but 2010 did not see the return of pre-recession compensation or benefits levels.  Listen as David Turetsky, Director of Talent Strategy (contributor to the Compensation Handbook), and Jessica Cote, Benefits Administration Product Manager, look back at 2010 to review the events in compensation and benefits and look forward to the future trends of 2011.

Topics include:

• Techniques to effectively leverage smaller compensation budgets
• Advancements in wellness and wellness programs during 2010
• Methods to retain top performers in a rebounding job market
• Strategies to communicate benefits value to your employees

Learn about best practices that drive year-round performance management while improving communications between managers and their direct reports. Hear specific tips and real world examples. Get visibility into questions like: What are the keys to driving performance 365 days a year? How can you make it easy and part of your day, not an added task? How can you balance focus across the process, not just on the evaluation? What’s the best way to ensure the discussion is about more than the score/rating? What are the benefits of a 365 Performance Management process to you, your direct reports, and your organization?

Compliance, governance and transparency: for those in the corporate compensation world, these terms have recently taken on more significance and gravity than ever before.  Featuring noted HR and compensation expert Steven Goldberg, this timely Webcast will help you gain greater insight into today's corporate compensation challenges, as well as identify steps you can proactively take within your own organization to transform these challenges into opportunities.

Each year there are regular processes that employees and managers hate.  Performance reviews.  Compensation planning.  Setting goals.  Not only are these laborious, but what is the real value they are providing to the company and employees?  In this webinar, Robert Mattson, Senior Manager of Product Marketing details how and why to change annual HR-driven compensation and performance processes into employee embraced activities that are part of day-to-day life and enable better communication and engagement.  Using insights into recent economic history, real-life company examples and the results of hundreds of conversations with HR thought leaders, he will provide the tools and techniques to get more out of your compensation and performance processes.

Creating a culture of productivity and success requires appropriate communication around compensation. Inappropriate compensation conversations can be detrimental to the psyche of employees and may have legal or governance ramifications. This session explores corporate policies around compensation communication. 

What do the numbers 17, 300 and 16,000 have in common? In research by Gallup, they found:

• 17% of the workforce is actively disengaged.
• The impact of this disengagement is approximately $300b in lost productivity per year.
• The cost of an actively disengaged employee is $16,000 per year.

Businessweek recently released a study that showed the number of disengaged employees increased by 45% in the past year.  What if we could help you deliver world class benefits that help you turn unhappy, disengaged employees into active, engaged workers?  Please join us for a 1 hour webinar that discusses the impact of disengaged employees and what a firm can do about them to become a world class organization.

Automating the compensation process is something that thousands of companies have accomplished and thousands more want to start. While the results are worth the effort, there are many hurdles that must be jumped to streamline your compensation process, implement change and turn the yearly challenge of compensation planning into a smooth and event-free process. Robert Mattson, Sr. Manager of Product Marketing, shares the lessons learned by Fortune 500 companies when they automated their compensation processes.

Automating the compensation process is something that thousands of companies have accomplished and thousands more want to start. While the results are worth the effort, there are many hurdles that must be jumped to streamline your compensation process, implement change and turn the yearly challenge of compensation planning into a smooth and event-free process. Robert Mattson, Sr. Manager of Product Marketing, shares the lessons learned by Fortune 500 companies when they automated their compensation processes.

There are many reasons that Pay for Performance works and does not work in different cultures, locations, and professions. This session explores the basic tenets underlying the philosophy of Pay for Performance and asks the hard questions regarding how Pay for Performance can be leveraged in more circumstances and how challenges can be mitigated

Join Allan Schweyer, David Turetsky and Robert Mattson for a presentation of findings from new research by Workscape, an ADP Company into compensation technology trends for 2010. In this interactive online seminar you'll learn what other organizations are doing to manage complex compensation and payroll processes.

Employee performance management can play a major role in determining the success or failure of any business endeavor, yet for many organizations, there’s room for improvement.

• 23% of organizations define and adjust employee goals dynamically throughout the year, but nearly half wait until performance review time to do so
• 66% admit an inability to realign employee goals to corporate goals as they change throughout the year
• Only 11% of organizations subscribe to the performance management best practice of providing ongoing performance feedback and measurement against goals

With so much at stake – particularly during the slow road to economic recovery – organizations need to make talent management a priority. We recently teamed-up with the Human Capital Institute to conduct a survey of HR practitioners and identify current talent management trends. Nearly 700 individuals participated and now we would like to share those results with you.

Far-sighted companies have cast a cold eye over how they have been served by their Reward and Talent professionals. Often, the verdict is not flattering. They want to know why traditional Reward & Talent strategies have failed them during recent tough times. There is a new mood of single-mindedness. Old ways are being replaced by newer, stripped-down approaches which question the value of every investment in Talent and Rewards.

Please join Workscape - an ADP Company, and Alan Gibbons, Managing Director of The Reward Practic.

How do you know that your software project is completely scoped when working with a vendor?  There are many factors that need to be considered in an implementation, including resource availability, system integration, training, change management, etc. To get a full grasp of potential costs requires that you AND the vendor have a complete understanding of the complete project requirement that drive effort and final cost.  If you are getting numbers from vendors without proper scoping, all that does is lead you to believe it is a good number…but it may potentially come around to bite you later on. This webcast is not designed to bash vendors but rather arm you with the information you need to work with vendors to get more accurate implementation numbers the first time and avoid having to find more budget to finish items you thought you were getting in the first place.

On January 25th, 2011, The SEC adopted its final rules on executive compensation and shareholder advisory votes. The primary issue is that beginning in 2011 public companies need to put their executive compensation program to a “confidence vote” of its shareholders – Say-on-Pay. This vote puts the Board of Directors and executive management out in the open regarding shareholders’ concerns with executive pay. While this is focused on public companies, this type of compensation transparency trend is becoming more common in many industries as boards, customers and employees drive for more insight into business practices.

Join Tom Wilson, a national authority on compensation and author of Innovative Reward Systems for the Changing Workplace (McGraw Hill) and Rewards That Drive High Performance (AMACOM), for this insightful look at industry trends in compensation, visibility and Say-for-Pay.

The importance for companies to communicate effectively with their employees regarding compensation cannot be overstated. Regardless of economic conditions, compensation is an emotional topic and employers must go well beyond merely automating the compensation process. To create a culture of productivity and success, employers must follow key tenets of good compensation and rewards discussions, observe general guidelines and laws, and importantly, train managers to communicate successfully.

Gain greater insight into today's corporate compensation challenges, as well as identify steps you can proactively take within your own organization to transform these challenges into opportunities. Authored by noted HR and compensation expert Steven Goldberg.

Nine Methods to Ensure Value and Improve Return on Marginal Compensation Investments

Ask most any CEO what is the most important asset in their company and the answer you will get 90% of the time is “our people”. But if this is the case, wouldn’t managing that most valuable asset be the most important agenda item for management? In fact, shouldn’t maximizing the efficiency and performance of employees be on the top of the daily to do list of every member of the company? Read on to learn more.

Automating off-cycle activities for line managers can yield meaningful and measurable improvements for the organization in a variety of areas, including time savings, tighter budget control, and improvements in the quality of the execution of those off-cycle events. This white paper quantifies these benefits by explaining the requirements and demands of the typical current process and highlighting the areas where improvements can yield substantial benefits.

A study conducted by Knowledge Infusion suggests there are tangible and intangible benefits to be had by implementing a compensation management solution. Compensation planning processes administered by HR and enabled by enterprise technology may save costs and drive value in several ways.