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.

At Workscape, we understand that controlling HR costs and optimizing corporate performance are the responsibilities of every employee. That’s why we offer a comprehensive Outsourced Benefits Administration (OBA) solution that transforms the annual benefits enrollment process from a routine transaction to a strategic business process.

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 Workscape's third annual Benefits Trends Survey, see how companies are adjusting their benefits decisions during the economic recovery.

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.

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.

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

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.

What's happening with benefits?  Join this webcast to hear the results from Workscape's 3rd Annual Benefit's Survey. As healthcare plan costs continue to increase, this year’s survey examined four areas: costs savings; communications; economic pressures; and political issues. A total of 868 responses were collected from individuals with benefits program knowledge; titles included benefits manager; vice president, HR; and CEO.

This large survey covers trends in practices to reduce health care costs, improve the health of employees, and handle administration issues like open enrollment. The survey also looks at how employees are reacting to stress and what organizations have done in light of the pending changes in health care legislation.

With 15+ years of experience in the HR arena, Jan Brockway will lead this online seminar on implementing performance management principles. This webcast will teach how to deploy a performance management system that cultivates true employee development in order to support organizational objectives. During this virtual seminar, participants will learn how to define what improvements they would like to drive and discover how to integrate those goals into an overall performance management system that generates results.

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.

An Ebriefing from HCI - for community members - this is a free membershp but you must sign up to view the ebriefing

Presented by: Jamie Resker, Boston University Corporate Education Center, Boston University

When asked how she gives employee feedback, Carol Bartz (CEO of Yahoo) had this answer: "I have the puppy theory. When the puppy pees on the carpet, you say something right then because you don't say six months later, "Remember that day, January 12th, when you peed on the carpet?" That doesn't make any sense. "This is what's on my mind. This is quick feedback." And then I'm on to the next thing." Especially important in this economic climate are the following questions: How does your organization manage feedback to employees? An annual review can be such a generalized view of a given employee's performance, with few concrete areas for improvement that relate back to specific areas of concern. How is your organization currently handling reviews? Does it seem outdated, or do both employees and leaders see meaningful gains following reviews? Join us for this webcast to examine how more regular communications and changes in process enable organizations to retain top performers, drive better performance and heal the grudges and grievances caused by the recession.

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?

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.

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.

As a benefits leader, it is imperative for you to be able to provide business insight and perspective on the proposed health care changes to your organization. The new plan proposal directly impacts how you provide and deliver benefits to your employees. For an up-to-the-minute perspective on the challenges you are expected to face and the issues you’ll need to address, join us for a briefing on the 2009 Affordable Health Choices Act -- Its impact to HR and Benefit Professionals, their employers and employees. This discussion is lead by Marie Armenio, SPHR. Marie is a former Chief Human Resources Officer and has worked in the benefits arena for a number of years. She has guided organizations through the maze of benefit legislation and regulation and her business perspective and common sense approach will leave you with things to consider as you prepare your organization for the significant changes to come.

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.

Presented by Workscape and HCI - When you are striving to be an employee-centric employer, your goal is to provide your employees with a holistic and collaborative experience. To retain and attract high performers, it's crucial to align your rewards program with their expectations. In this fragile economic climate with shifting demographics, can you be sure what those expectations are and how they may shift in the next decade? Walking the tightrope between total rewards and cost containment is inevitable for many of us as we face monetary and generational challenges. Therefore, it's more important than ever to understand what your priorities should be-- retirement? health care? or something else entirely? This webcast will address trends in total rewards and what you can do to stay on the cutting edge of employee needs while still balancing your budget. Additionally, we'll address how to communicate those rewards-- and examine how best information practices can be a reward in itself.

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.

What ever happen to the paperless office? Benefits administration would appear to be a good area to move towards paperless but it has not materialized on a wide scale basis. Is your organization thinking about going electronic for your participant communications? It may be the right choice for you and your organization, but it’s not always the best fit for each situation. Margaret Powers, Benefits Communications Manager has created and managed creative HR communication programs for dozens of companies as the head of the communications team at Workscape.

Margaret answers the questions about all aspects of communications programs and how they can impact your organization in a number of different ways

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.

It’s conventional wisdom that an organization’s people are inherently the basis of any competitive advantage. But merely employing people is not  enough to achieve that advantage. It requires a broad and deep level of employee engagement. To succeed, the organization must ensure that employees are much more than passive bystanders content to simply work in perfunctory and uninspired ways.

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.

During a time when bonus pools are drying-up and merit increases are being cut, employers need a way to help key employees stay focused, productive and – most of all – loyal. Total Rewards or Total Compensation statements are becoming increasingly popular ways to accomplish this task. This whitepaper provides a comprehensive overview.

This whitepaper explores the topic of driving high performance and high employee engagement, to help to understand the behaviors that are common to both an engaged workforce and a high-performing workforce and, most importantly, provide some insight and best practice advice on how you can more successfully motivate and communicate with your workforce.