Pay transparency is becoming an increasingly important and challenging issue for organizations to address. There is growing pressure to disclose compensation information, not only at the executive-level, but at the employee-level as well. Regulators and those with vested interests are placing new demands on organizations to reveal data that has typically been kept confidential.
Creating Pay Transparency In The WorkplaceBambooHR
View with recording here: http://ow.ly/SFVnK
Pay transparency can be one of those topics that people shudder at. But there are many layers of pay transparency and a good strategy will help boost productivity and retain top talent.
Creating Pay Transparency in the WorkplaceBambooHR
Create pay transparency involves more than publishing employee salaries. This slideshare looks at the different stages of pay transparency and what may be right for your organization.
Creating Pay Transparency In The WorkplaceBambooHR
View with recording here: http://ow.ly/SFVnK
Pay transparency can be one of those topics that people shudder at. But there are many layers of pay transparency and a good strategy will help boost productivity and retain top talent.
Creating Pay Transparency in the WorkplaceBambooHR
Create pay transparency involves more than publishing employee salaries. This slideshare looks at the different stages of pay transparency and what may be right for your organization.
With the increasing access to big data, organizations are finding new ways to utilize this information within their talent acquisition strategy. During this Spotlight Webinar, we’ll focus on HR analytics and how organizations are leveraging this data to strengthen their recruiting strategies when identifying talent.
During this spotlight webinar, learners will:
Identify how analytics play a role in forecasting the time required to identify and hire candidates
Determine how to leverage analytics to strengthen recruiting strategy
Learn how vendor partnerships can provide HR analytics that support workforce planning.
Recruitment challenges a Recruiter must beat before hiring any candidate. The focus of this ppt on recruitment challenges is particularly on how to interview only quality candidates. Follow the below link to know more
https://blog.interviewmocha.com/worst-recruitment-challenges-a-recruiter-must-beat
A Guide to Performance Improvement PlansKristen Zuck
This is a condensed presentation I gave internally regarding our Performance Improvement Process with Happiness Engineers (Customer Support Professionals). It covers what Performance Improvement Plan (PIP) is for, not for, the steps involved, and my tips for running a successful plan with your team member. These plans are not a punishment, and are intended to help a team member succeed long term. By understanding the process fully you are better prepared to help yourself and your team member throughout the process.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
How to Make Sure Your Employees Feel Valued at WorkBambooHR
We have a foundational human need to feel valued, to feel appreciated, to feel like what we do matters, and is recognized. In HR we talk about “total rewards” or “rewards and recognition”. We may use all sorts of tactics to try to improve “employee engagement” but often miss some of the most important elements of this conversation. In this webinar we’ll dive deep into this human need to feel valued.
In this webinar, Tim Low, SVP of Marketing at PayScale, and Rusty Lindquist, VP of Thought Leadership at BambooHR will discuss why feeling valued is the key to sustaining great work and high performance. They will highlight what signals you need to watch out for to know when employees don’t feel appreciated. And most importantly, they will share concrete steps you can take to make sure your employees feel valued.
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchatBelong
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
A Recruitment Process Audit is an unbiased examination and evaluation of systems and processes of an organization in order to demonstrate whether they are in compliance with a standard. Audit includes Pre Assessment, Self Assessment and Audit Report.
This webinar deals with the issues related to pay transparency. The issue is examined from the perspectives of fairness, stakeholder concerns and regulatory requirements.
Webinar - Pay Transparency Legislation Series, Ep. 11: Best Practices RevealedPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney-Employment, Lulu Seikaly as they discuss the current landscape of pay transparency legislation and dig into exciting new data around how organizations are approaching it.
With the increasing access to big data, organizations are finding new ways to utilize this information within their talent acquisition strategy. During this Spotlight Webinar, we’ll focus on HR analytics and how organizations are leveraging this data to strengthen their recruiting strategies when identifying talent.
During this spotlight webinar, learners will:
Identify how analytics play a role in forecasting the time required to identify and hire candidates
Determine how to leverage analytics to strengthen recruiting strategy
Learn how vendor partnerships can provide HR analytics that support workforce planning.
Recruitment challenges a Recruiter must beat before hiring any candidate. The focus of this ppt on recruitment challenges is particularly on how to interview only quality candidates. Follow the below link to know more
https://blog.interviewmocha.com/worst-recruitment-challenges-a-recruiter-must-beat
A Guide to Performance Improvement PlansKristen Zuck
This is a condensed presentation I gave internally regarding our Performance Improvement Process with Happiness Engineers (Customer Support Professionals). It covers what Performance Improvement Plan (PIP) is for, not for, the steps involved, and my tips for running a successful plan with your team member. These plans are not a punishment, and are intended to help a team member succeed long term. By understanding the process fully you are better prepared to help yourself and your team member throughout the process.
This presentation examines the reasons for staff turnover, identifies the costs to the business of this turnover and gives practical tips to maximize staff retention.
How to Make Sure Your Employees Feel Valued at WorkBambooHR
We have a foundational human need to feel valued, to feel appreciated, to feel like what we do matters, and is recognized. In HR we talk about “total rewards” or “rewards and recognition”. We may use all sorts of tactics to try to improve “employee engagement” but often miss some of the most important elements of this conversation. In this webinar we’ll dive deep into this human need to feel valued.
In this webinar, Tim Low, SVP of Marketing at PayScale, and Rusty Lindquist, VP of Thought Leadership at BambooHR will discuss why feeling valued is the key to sustaining great work and high performance. They will highlight what signals you need to watch out for to know when employees don’t feel appreciated. And most importantly, they will share concrete steps you can take to make sure your employees feel valued.
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchatBelong
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
A Recruitment Process Audit is an unbiased examination and evaluation of systems and processes of an organization in order to demonstrate whether they are in compliance with a standard. Audit includes Pre Assessment, Self Assessment and Audit Report.
This webinar deals with the issues related to pay transparency. The issue is examined from the perspectives of fairness, stakeholder concerns and regulatory requirements.
Webinar - Pay Transparency Legislation Series, Ep. 11: Best Practices RevealedPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney-Employment, Lulu Seikaly as they discuss the current landscape of pay transparency legislation and dig into exciting new data around how organizations are approaching it.
Pay Transparency Legislation Series, Ep. 10: Planning for the New YearPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney- Employment, Lulu Seikaly, as they discuss legislation passed this year and what to expect in the new one.
Webinar - Planning for Pay Transparency Legislation in the New YearPayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney- Employment, Lulu Seikaly, as they discuss the current landscape of global pay transparency legislation and best practices for remaining compliant in 2024.
There are a number of complicated laws and regulations that organizations must adhere to relating to comparable worth and equal pay. While compliance is important, most organizations do not have an effective way to administer these rules on an ongoing basis.
Webinar - Pay Transparency Legislation Series, Ep. 6: How to Infuse Transpare...PayScale, Inc.
With all of the current and emerging pay transparency legislation, HR and compensation teams need to keep pay transparency top of mind and make it an organizational priority. However, with so much of pay transparency legislation focused on salary ranges, ensuring your ranges are up to date and accurate is a critical first step.
With fall comes the hustle and bustle of getting back into routines and wrapping up projects before year end. However, we at Levenfeld Pearlstein always look forward to fall because that means it's time for our annual Back to School: Employment Law Update. Join us for an informational webinar to review developments over the past year and discuss tips to keep your workplace practices current in the coming year.
TOPICS:
• Update on overtime regulations and standards
• New paid sick and family leave requirements and possible federal action to bring consistency
• Changing standards for independent contractor and joint employer status
• Is sexual orientation protected under Title VII?
• Legalized medical and recreational marijuana and what they mean for employment decisions
• Developing standards for enforcing non-competes/non-solicits and their interplay with social media
• The changing face of the NLRB and what it means for union and non-union employers
• Expanding pregnancy accommodation obligations
• and more...
Employment laws are constantly changing. As we approach year end, it's important to consider recent developments and what's expected in the year to come. In this session, we will discuss the most important employment law developments from 2017 and the issues that are expected to be at the forefront in the coming year.
This session will assist you in...
- Understanding recent employment law developments and how they impact your company
- Evaluating areas where your company may not be in full compliance
- Identifying areas for minimizing risk as part of 2018 planning
The California Fair Pay Act (CFPA) has been in effect since January 1, 2016. The CFPA represents an aggressive effort to ensure pay equality by requiring equal pay for “substantially similar work”—placing the burden on employers to establish one or more specific defenses to any pay differential. Those defenses are narrow and difficult to establish, and the CFPA creates substantial penalties for non-compliance. Furthermore, under the CFPA, “pay” refers to wages or salary plus other forms of compensation and benefits.
Workplace Harassment Training | Clear Law InstituteClearlawinstitute
Complies with California’s SB 1343 and AB 1825 sexual harassment training laws, California’s AB 2053 anti-bullying training law, and California’s SB 396 gender identity, gender expression.
Visit Us: https://clearlawinstitute.com
Fulfills the training requirements of all federal and state laws, including those in California, Connecticut, Delaware, Maine, New York State and New York City.
Visit Us: https://clearlawinstitute.com/
Attention Multi-State Employers – State Employment Laws Ripe for ChangeQuarles & Brady
Please join us to learn about the growing trend of state initiatives expanding employee protections and implementing new employer requirements. These affect many aspects of the employment relationship, including recruiting, hiring, training, leave, accommodation, compensation, and dispute resolution. We will discuss recently enacted and upcoming employment law changes by topic and state. We will help employers, especially those with multi-state operations, prepare for and comply with these developments.
This program will cover the hottest topics in labor and employment law for 2015, including EEOC’s strategic initiatives, recent wage and hour developments, the NLRB’s encroachment into the non-union workplace, policy issues to consider in the year ahead, continuing questions about social media challenges, and more. This program will be a fast-paced look at these and various other trends that will impact employers this year and beyond, and will be aimed at enabling participants to get ahead of the curve to identify potential risks within their organizations.
• Goals for this webinar - Agenda
• Agency Update
• EEOC Strategic Initiatives
• Medical Issues in the Workplace
• Wage and Hour Developments
• The NLRB in Your Workplace
• Social Media Challenges
• Unemployment
• Reminders and Next Steps
Top 10 Things You Need to Know Now about Employment LawSnag
Jackson Lewis, one of the nation's leading employment law firms, covers top employment law trends for 2016 and beyond, including wage and hour laws, paid sick time, pregnancy leave, equal pay and much more.
Webinar - Pay Transparency Legislation Series Ep 9PayScale, Inc.
Join Payscale’s Chief Product Evangelist, Ruth Thomas and Senior Corporate Attorney- Employment, Lulu Seikaly as they discuss the current landscape of global pay transparency legislation and best practices for remaining compliant.
Workforce volatility can profoundly impact productivity for individuals, departments or across entire organizations. From competitive job markets to rising employee turnover, there’s a common way employers of any size, in any industry, can overcome these workforces challenges – strategic compensation.
When you pay your employees right, you remove barriers to organizational success by attracting and retaining the best talent for your organization. The challenge is that most organizations are faced with a volatile regulatory environment, decreasing salary budgets, increasing turnover, ineffective performance-based pay programs and a challenging labor market.
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than we’ve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a “free agency” model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
HR technology expert Jacqueline Kuhn shares tips on how the various types of HR technology systems can be leveraged for planning and monitoring your total rewards strategy. Get insider tips on how to select the best total rewards technology for your organization along with best practices for implementation and adoption to ensure your system successfully increases engagement and lowers turnover costs for your organization.
Practical Tips for Reducing Compensation Cycle Time & Stress. The presentation provides practical, executable advice and techniques that have been proven to work regardless of company size, location. The types of compensation plans you use are also unimportant when learning these new skills. Learn how to plan for nearly everything and see why you may have had problems in the past, and what you can do about them in the future.
Retaining top talent is an art and at times can be costly. Check out these top pre & post hiring strategies to ensure you are doing all you can to be efficient & retain your top employees.
With all of the applications and technology out there in the HR space, presenter Rick Barfoot shows you how to Effectively Connect HR Cloud Applications To Save Time & Money.
The DOL has published its final rules on Exemption and New Overtime Rules which President Obama predicts 4 to 5 million additional workers will be eligible for overtime pay. The effective date for the new rules is December 1, 2016 and healthcare employers need to start now to assess their current position classification levels and understand the various options to ensure compliance of the new rules by the effective date. This webinar will provide insight to the current and new rules and steps a healthcare employer will need to take to meet the new rules.
Total compensation statements are a great tool to drive employee engagement and retention - the problem is that traditional printed annual statements are not only outdated from the time they are printed but are expensive and time consuming to produce for HR teams with limited resources.
In these slides, former Director of HRIS & HR Operations for Silicon Valley Bank Christopher Ford will share how leading HR departments are transforming an outdated compensation statement process into a value-driven total rewards system that generates measurable improvement in engagement at a lower cost.
The DOL has published its final rules on Exemption and New Overtime Rules which President Obama predicts 4 to 5 million additional workers will be eligible for overtime pay. The effective date for the new rules is December 1, 2016 and employers need to start now to assess their current position classification levels and understand the various options to ensure compliance of the new rules by the effective date. This webinar will provide insight to the current and new rules and steps an employer will need to take to meet the new rules.
Total Rewards encompasses a broad range of offerings from tangible (pay and benefits) to less quantifiable (policies, practices, flexibility) benefits, all of which are designed to attract and retain top talent. The challenge Compensation and Rewards professionals face today is finding a way to communicate the value of employment to an expanding number of employment roles in extremely competitive job markets coupled with rising turnover costs and decreasing engagement.
In this exclusive training webinar, special guest Tony Kerekes will share inside strategies from his 20+ years of designing and implementing total rewards programs for leading organizations. Get insights and ideas on how to adapt to the changing workforce and job market (contractors and freelancers will be 40% of the workforce) with a more effective total rewards program that gets results.
In this practical, “how to” webinar you’ll learn:
· Keys to building an effective total rewards engagement strategy (for employees, contractors and freelancers)
· How to develop a calendar of just-in-time communication (that you can keep up with)
· Tips and strategies for communicating total rewards to today’s workforce
· How to leverage varied communication styles and approaches
· How to turn total rewards into retention
Everyone knows that sending an employee off on an international assignment is an expensive proposition, but those big bucks are only the tip of the iceberg as to what can go wrong. And when things do go wrong you're still find yourself paying out the same dollars. In our session we'll be exploring how to go about creating a win-win scenario for both the company and the assignee - and where the problems are laying in wait to mess things up. If you follow a few basic guidelines, what we call rules of the road, your organization can avoid a great many of the failures that so often plague this experience.
A few key points to be discussed:
- Why the experience is so complex and costly
- Determining the business case for the assignment
- How the candidate selection process can doom you from the start
- Having a policy and following it
- The devil is in the details
- The assignee's perspective
Many compensation leaders are faced with the annual challenge of flawlessly executing a long and complicated compensation cycle both tactically and strategically. The reality is with tight timelines and even tighter budgets compensation planning can become more administrative than strategic. Ever wonder how you can do both successfully?
In this webinar, the former VP of Compensation and HRIS for the NBA, Jean Casner, shares her insider secrets on how she has successfully implemented global compensation and total rewards programs throughout her career. Jeans shares her 5 secrets to a successful compensation planning cycle including:
1. Planning: 4 basics every successful comp cycle must have
2. Management: how to effectively include all HR, C-Level, & Manager roles in the process
3. Strategy: how to maximize your budget & avoid last minute re-planning
4. Reporting: how to communicate plan objectives and outcomes to HRBP's, managers and employees
5. Improvement: how to conduct an objective & constructive review of your process
The number of choices for benchmarking pay data and pricing jobs is growing fast. Compensation professionals are faced with a dizzying array of benchmarking surveys, online databases, economists’ services, government statistics, and proprietary reports from recruiters, staffing companies, consultants, and even the media. There are a number of exciting possibilities for using more powerful market intelligence, but the choices are confusing and it is challenging to determine what source to trust.
Join us as Greenwich.HR CEO Cary Sparrow shares how to take advantage of new data capabilities so your compensation team can create even more strategic value. Cary will discuss how compensation professionals are evolving to become the experts of talent economics and share practical examples of how you can adjust your compensation practices to reduce the time you spend on administration.
In this webinar you will learn:
• Current trends in pay & benchmarking data
• Pros and cons of various types of data services
• How to use your data to build a competitive benchmarking model
• How to use big data to save time on your salary & comp planning process
More from HRsoft - Talent Management Software (20)
OpenFOAM solver for Helmholtz equation, helmholtzFoam / helmholtzBubbleFoamtakuyayamamoto1800
In this slide, we show the simulation example and the way to compile this solver.
In this solver, the Helmholtz equation can be solved by helmholtzFoam. Also, the Helmholtz equation with uniformly dispersed bubbles can be simulated by helmholtzBubbleFoam.
AI Pilot Review: The World’s First Virtual Assistant Marketing SuiteGoogle
AI Pilot Review: The World’s First Virtual Assistant Marketing Suite
👉👉 Click Here To Get More Info 👇👇
https://sumonreview.com/ai-pilot-review/
AI Pilot Review: Key Features
✅Deploy AI expert bots in Any Niche With Just A Click
✅With one keyword, generate complete funnels, websites, landing pages, and more.
✅More than 85 AI features are included in the AI pilot.
✅No setup or configuration; use your voice (like Siri) to do whatever you want.
✅You Can Use AI Pilot To Create your version of AI Pilot And Charge People For It…
✅ZERO Manual Work With AI Pilot. Never write, Design, Or Code Again.
✅ZERO Limits On Features Or Usages
✅Use Our AI-powered Traffic To Get Hundreds Of Customers
✅No Complicated Setup: Get Up And Running In 2 Minutes
✅99.99% Up-Time Guaranteed
✅30 Days Money-Back Guarantee
✅ZERO Upfront Cost
See My Other Reviews Article:
(1) TubeTrivia AI Review: https://sumonreview.com/tubetrivia-ai-review
(2) SocioWave Review: https://sumonreview.com/sociowave-review
(3) AI Partner & Profit Review: https://sumonreview.com/ai-partner-profit-review
(4) AI Ebook Suite Review: https://sumonreview.com/ai-ebook-suite-review
Globus Compute wth IRI Workflows - GlobusWorld 2024Globus
As part of the DOE Integrated Research Infrastructure (IRI) program, NERSC at Lawrence Berkeley National Lab and ALCF at Argonne National Lab are working closely with General Atomics on accelerating the computing requirements of the DIII-D experiment. As part of the work the team is investigating ways to speedup the time to solution for many different parts of the DIII-D workflow including how they run jobs on HPC systems. One of these routes is looking at Globus Compute as a way to replace the current method for managing tasks and we describe a brief proof of concept showing how Globus Compute could help to schedule jobs and be a tool to connect compute at different facilities.
top nidhi software solution freedownloadvrstrong314
This presentation emphasizes the importance of data security and legal compliance for Nidhi companies in India. It highlights how online Nidhi software solutions, like Vector Nidhi Software, offer advanced features tailored to these needs. Key aspects include encryption, access controls, and audit trails to ensure data security. The software complies with regulatory guidelines from the MCA and RBI and adheres to Nidhi Rules, 2014. With customizable, user-friendly interfaces and real-time features, these Nidhi software solutions enhance efficiency, support growth, and provide exceptional member services. The presentation concludes with contact information for further inquiries.
Innovating Inference - Remote Triggering of Large Language Models on HPC Clus...Globus
Large Language Models (LLMs) are currently the center of attention in the tech world, particularly for their potential to advance research. In this presentation, we'll explore a straightforward and effective method for quickly initiating inference runs on supercomputers using the vLLM tool with Globus Compute, specifically on the Polaris system at ALCF. We'll begin by briefly discussing the popularity and applications of LLMs in various fields. Following this, we will introduce the vLLM tool, and explain how it integrates with Globus Compute to efficiently manage LLM operations on Polaris. Attendees will learn the practical aspects of setting up and remotely triggering LLMs from local machines, focusing on ease of use and efficiency. This talk is ideal for researchers and practitioners looking to leverage the power of LLMs in their work, offering a clear guide to harnessing supercomputing resources for quick and effective LLM inference.
May Marketo Masterclass, London MUG May 22 2024.pdfAdele Miller
Can't make Adobe Summit in Vegas? No sweat because the EMEA Marketo Engage Champions are coming to London to share their Summit sessions, insights and more!
This is a MUG with a twist you don't want to miss.
Globus Connect Server Deep Dive - GlobusWorld 2024Globus
We explore the Globus Connect Server (GCS) architecture and experiment with advanced configuration options and use cases. This content is targeted at system administrators who are familiar with GCS and currently operate—or are planning to operate—broader deployments at their institution.
Providing Globus Services to Users of JASMIN for Environmental Data AnalysisGlobus
JASMIN is the UK’s high-performance data analysis platform for environmental science, operated by STFC on behalf of the UK Natural Environment Research Council (NERC). In addition to its role in hosting the CEDA Archive (NERC’s long-term repository for climate, atmospheric science & Earth observation data in the UK), JASMIN provides a collaborative platform to a community of around 2,000 scientists in the UK and beyond, providing nearly 400 environmental science projects with working space, compute resources and tools to facilitate their work. High-performance data transfer into and out of JASMIN has always been a key feature, with many scientists bringing model outputs from supercomputers elsewhere in the UK, to analyse against observational or other model data in the CEDA Archive. A growing number of JASMIN users are now realising the benefits of using the Globus service to provide reliable and efficient data movement and other tasks in this and other contexts. Further use cases involve long-distance (intercontinental) transfers to and from JASMIN, and collecting results from a mobile atmospheric radar system, pushing data to JASMIN via a lightweight Globus deployment. We provide details of how Globus fits into our current infrastructure, our experience of the recent migration to GCSv5.4, and of our interest in developing use of the wider ecosystem of Globus services for the benefit of our user community.
We describe the deployment and use of Globus Compute for remote computation. This content is aimed at researchers who wish to compute on remote resources using a unified programming interface, as well as system administrators who will deploy and operate Globus Compute services on their research computing infrastructure.
Accelerate Enterprise Software Engineering with PlatformlessWSO2
Key takeaways:
Challenges of building platforms and the benefits of platformless.
Key principles of platformless, including API-first, cloud-native middleware, platform engineering, and developer experience.
How Choreo enables the platformless experience.
How key concepts like application architecture, domain-driven design, zero trust, and cell-based architecture are inherently a part of Choreo.
Demo of an end-to-end app built and deployed on Choreo.
Exploring Innovations in Data Repository Solutions - Insights from the U.S. G...Globus
The U.S. Geological Survey (USGS) has made substantial investments in meeting evolving scientific, technical, and policy driven demands on storing, managing, and delivering data. As these demands continue to grow in complexity and scale, the USGS must continue to explore innovative solutions to improve its management, curation, sharing, delivering, and preservation approaches for large-scale research data. Supporting these needs, the USGS has partnered with the University of Chicago-Globus to research and develop advanced repository components and workflows leveraging its current investment in Globus. The primary outcome of this partnership includes the development of a prototype enterprise repository, driven by USGS Data Release requirements, through exploration and implementation of the entire suite of the Globus platform offerings, including Globus Flow, Globus Auth, Globus Transfer, and Globus Search. This presentation will provide insights into this research partnership, introduce the unique requirements and challenges being addressed and provide relevant project progress.
Enterprise Resource Planning System includes various modules that reduce any business's workload. Additionally, it organizes the workflows, which drives towards enhancing productivity. Here are a detailed explanation of the ERP modules. Going through the points will help you understand how the software is changing the work dynamics.
To know more details here: https://blogs.nyggs.com/nyggs/enterprise-resource-planning-erp-system-modules/
Custom Healthcare Software for Managing Chronic Conditions and Remote Patient...Mind IT Systems
Healthcare providers often struggle with the complexities of chronic conditions and remote patient monitoring, as each patient requires personalized care and ongoing monitoring. Off-the-shelf solutions may not meet these diverse needs, leading to inefficiencies and gaps in care. It’s here, custom healthcare software offers a tailored solution, ensuring improved care and effectiveness.
Check out the webinar slides to learn more about how XfilesPro transforms Salesforce document management by leveraging its world-class applications. For more details, please connect with sales@xfilespro.com
If you want to watch the on-demand webinar, please click here: https://www.xfilespro.com/webinars/salesforce-document-management-2-0-smarter-faster-better/
Into the Box Keynote Day 2: Unveiling amazing updates and announcements for modern CFML developers! Get ready for exciting releases and updates on Ortus tools and products. Stay tuned for cutting-edge innovations designed to boost your productivity.
Quarkus Hidden and Forbidden ExtensionsMax Andersen
Quarkus has a vast extension ecosystem and is known for its subsonic and subatomic feature set. Some of these features are not as well known, and some extensions are less talked about, but that does not make them less interesting - quite the opposite.
Come join this talk to see some tips and tricks for using Quarkus and some of the lesser known features, extensions and development techniques.
In 2015, I used to write extensions for Joomla, WordPress, phpBB3, etc and I ...Juraj Vysvader
In 2015, I used to write extensions for Joomla, WordPress, phpBB3, etc and I didn't get rich from it but it did have 63K downloads (powered possible tens of thousands of websites).
In 2015, I used to write extensions for Joomla, WordPress, phpBB3, etc and I ...
Effective Strategies for Dealing with Pay Transparency Demands
1. Effective
Strategies for
Dealing with
Pay Transparency
Demands
TalentTakeaways
webinar & podcast series
Guest Presenters:
Tom Burke, Conduent
Donna Westervelt, Conduent
3. AGENDAAGENDA
✓ Resource Library
✓ Product Information
✓ Product Tour & Demo
The Sponsor
Talent Takeaways Series
Talent Management Made for Managers
4. AGENDAWebinar Info
Talent Takeaways Series
✓ We are informal (and fun)
✓ Ask Questions!
✓ Q&A Session at end
✓ HRCI Credit
✓ Slides will be available after
5. AGENDAAbout the Presenters
Talent Takeaways Series
Tom Burke is a Principal and the Global Leader of the Career
Consulting Practice at Conduent Human Resource Services. In this role,
Tom serves as the leader of the firm’s consulting services associated
with compensation and talent management. He is accountable for
client and employee satisfaction and retention, business development
and growth, oversight of projects and client relationships, staffing,
team collaboration, as well as resource and financial management.
Tom holds a B.A. degree in Economics from Duquesne University and
has more than 30 years of consulting experience.
Donna Westervelt is a Principal in the Engagement Consulting Practice
at Conduent Human Resource Services. In this role, Donna partners
with clients to develop compelling, comprehensive, and tailored
engagement strategies that help drive desired employee (and other
participant) behaviors.
Donna holds an M.A. degree in Industrial/Organizational Psychology
from Hofstra University and a B.A. degree in English and Psychology
from the University of Massachusetts at Amherst. Donna’s career spans
more than 15 years as a consulting and compensation and benefits
practitioner.
7. April 25, 2017 7
Today’s Session
• Pay transparency is becoming an increasingly
important and challenging issue for
employers.
• Pressure is growing to disclose compensation
information, not only at the executive-level,
but at the employee-level as well.
• Lawmakers, regulators, stockholders and
others with vested interests are placing new
demands on organizations to reveal data that
has typically been kept confidential.
Dealing with Pay Transparency Demands
8. April 25, 2017 8
Today’s Session
• Understanding the driving forces
• Emerging pay transparency trends at the state
and local level
• Potential compliance pitfalls and traps to avoid
• Ways to ensure pay transparency without
breaching confidentiality
• Best practices for effectively communicating
pay to managers and employees
Key Takeaways
9. April 25, 2017 9
What is Pay Transparency?
In its simplest form . . .
The practice of providing clear insight as to how
much one is paid.
A more dynamic and contemporary definition is . .
.
A way to achieve fair and equal pay by making
information open and accessible. Doing so helps
to eliminate bias, favoritism, and prejudice
associated with pay decisions.
11. April 25, 2017 11
Pay Transparency: A Means to an End
• The end or goal is Pay Equity.
• Other driving forces include
inherent fairness, stakeholder
demands, legislation and
regulation.
• These forces also drive pay
transparency.
PAY
EQUITY
Stakeholder
Demands
Legislation
andRegulation
Pay
Transparency
15. April 25, 2017 15
Stakeholder Demands
• U.S. Women’s National Soccer Team
• U.S. Women’s National Hockey Team
• Glassdoor
• Company Shareholders
• Equal Pay Day
18. April 25, 2017 18
Patchwork of Federal Regulations
• Equal Employment Opportunity Commission
• Internal Revenue Service
• Office of Federal Contract Compliance
Programs
• U. S. Department of Labor
• U. S. Securities and Exchange Commission
19. 19
Federal Regulations
• Amended Fair Labor Standards Act of 1938 to prohibit
sex-based wage discrimination between men and
women in the same establishment
• who perform jobs that require substantially equal skill,
effort and responsibility under similar working
conditions,
• except where such payment is made pursuant to (i) a
seniority system; (ii) a merit system; (iii) a system which
measures earnings by quantity or quality of production;
• or (iv) a differential based on any other factor other than
sex . . .
Equal Pay Act of 1963
April 25, 2017
20. 20
Federal Regulations
Prohibits employers with at least 15 workers
from discriminating against their employees
on the basis of race, color, religion, sex or
national origin in all terms and conditions of
their employment, including pay.
Title VII of the Civil Rights Act of 1964
April 25, 2017
21. 21
Federal Regulations
Prohibits federal contractors and
subcontractors from discriminating in
employment decisions (including
compensation) on the basis of race, color,
religion, sex or national origin, on contracts
exceeding $10,000
Executive Order 11246 (1965)
April 25, 2017
22. 22
Proposed Federal Regulations
• Introduced in every session of Congress since 1997,
but has never passed.
• Would amend Equal Pay Act to narrow the “bona fide
factor other than sex” defense and modify the “same
establishment” requirement.
• Protect against retaliation for asking about, discussing
or disclosing salaries with co-workers.
• Prohibits applicant screening based on salary history
and using salary history during the hiring process.
• Create a negotiation skills training program for
women and girls.
Paycheck Fairness Act (1997)
April 25, 2017
23. 23
National Policy Strengthens
• Lilly Ledbetter Fair Pay Act (2009)
– Extended time to bring equal pay lawsuit
under Title VII
• Dodd-Frank Wall Street Reform and
Consumer Protection Act (2010)
– Say-on-Pay
– CEO Pay Ratio
• National Equal Pay Task Force
• White House Equal Pay Pledge
• Employers for Pay Equity Consortium
Momentum Begins to Build Under President Obama
April 25, 2017
24. 24
Focus Broadens to Include Pay Transparency
• Executive Order 13665
– Protects employees of federal contractors against
reprisals for disclosing or discussing compensation
information.
• Equal Employment Opportunity Commission
– EEO-1 form will require companies with 100 or more
employees to report summary pay data categorized
by employees’ gender, race and ethnicity starting on
March 31, 2018.
• New Overtime Rules under the Fair Labor Standards
Act
Federal Legislation in Motion
April 25, 2017
25. 25
2016 Presidential Election is a Game Changer
• CEO Pay Ratio put on hold
• New FLSA Overtime Rules on appeal, as we
await a new Secretary of Labor
• Paycheck Fairness Act introduced again in
2017 in the 115th Congress (11th consecutive
session), but . . .
New Administration Takes Office
April 25, 2017
26. 26
States Expand Protections
California, Maryland and New York have each enacted
sweeping changes to their equal pay laws within the past
year that:
• Adopt a more expansive standard than the “equal
work” standard under the Equal Pay Act
• Broaden the comparison between jobs
• Narrow defenses available to employers in pay
disparity matters
April 25, 2017
27. April 25, 2017 27
State Equal Pay Regulations
Source: U.S.
Department of
Labor website
State Equal Pay Laws
• The District of Columbia and 48
states have laws that address
equal pay.
• Mississippi and Alabama do not
have equal pay regulations.
28. 28
State Pay Transparency Laws
April 25, 2017
State Transparency Laws
• Anti-discrimination laws that prohibit sex-
based pay discrimination are being expanded
and equal pay laws amended to include pay
transparency provisions.
• The District of Columbia and 13 states now
provide pay transparency protections.
• Most recently, Maryland, Delaware and
Massachusetts have enacted laws prohibiting
employers from taking adverse action against
employees who disclose or discuss their
wages.
Source: U.S.
Department of
Labor website
29. 29
Leveling the Paying Field
• Prohibit employers from restricting employees’ ability to
discuss wages with coworkers
• Bar employers from firing or discriminating against
employees who ask about or disclose their own or other
employees’ pay
• Allow employees to discuss wage information without
reprisal
• Prohibit employers from requiring employees to waive
their right to discuss their wages
• Laws promoting pay transparency do not require
disclosure of individual salary information
Pay Transparency Laws in General
April 25, 2017
30. 30
Restricting Salary History Inquiries and Use
• Massachusetts enacted the country’s first statewide
prohibition on employers requesting or requiring a
job seeker’s wage history.
• California enacted a law precluding employers from
using prior salary history to justify a wage disparity
between employees performing similar work.
• Philadelphia became the first U.S. city to prohibit
salary history inquiries during the hiring process.
• New York City council passed a bill that prohibits
employers from asking about job candidates’ salary
history during all stages of the employment process.
A Key Issue to Watch
April 25, 2017
31. April 25, 2017 31
City Regulations
• New Orleans, LA
• New York, NY
• Philadelphia, PA
• Pittsburgh, PA
• Washington, DC
A growing number of
U.S. cities are adopting
regulations that prohibit
the use of salary history
information in the hiring
process.
32. April 25, 2017 32
Polling Question 1
Which type of pending future pay-related legislation most concerns you?
A. Federal
B. State
C. Local
D. Two of the above
E. All of the above
34. Substantially
Equal
Equal
Similar
Comparable
April 25, 2017 34
Know the Lingo
Pay equity may differ from regulation to regulation.
For example, the new Massachusetts
law uses this definition:
“Comparable work,” work that is
substantially similar in that it requires
substantially similar skill, effort and
responsibility and is performed under
similar working conditions; provided,
however, that a job title or job
description alone shall not determine
comparability.
35. April 25, 2017 35
Caution!
• Using pay history to set starting pay levels.
• Paying employees below the minimum of the pay
range for their jobs.
• Making pay decisions on a case-by-case basis without
any defined criteria or written guidelines.
• Allowing managers full discretion when it comes to
starting pay amounts, pay increases, and promotions.
• Not having a stated compensation philosophy and
strategy.
• Paying for performance without defining and measuring
performance.
Six situations to avoid
36. April 25, 2017 36
Polling Question 2
To what extent do you use market pay to determine the value of jobs in your organization?
A. It’s the primary factor that we use.
B. We use it as a guideline and also consider other factors.
C. We use it as a tie-breaker.
D. We rarely or never use it.
37. April 25, 2017 37
What About Using Market Pay?
• Male-dominated jobs tend to be paid more than
female-dominated jobs.
• Doing so continues a historical bias in favor of
males and perpetuates pay disparities.
• Job segregation is a major factor in pay
discrimination.
Legal, but opposition may intensify.
38. April 25, 2017 38
Guidelines for Using Market Pay
• Use credible and multiple compensation
survey sources.
• Document survey job matches and have
them reviewed – DO NOT rely on one
person’s opinion.
• Consider adopting a plan, system, or process
that takes into account factors other than
market, such as skill, effort, responsibility,
working conditions, seniority or performance.
While it is permissible to use market data, relying solely on it may be problematic.
39. April 25, 2017 39
Guidelines for Using Market Pay
• Be careful to evaluate jobs not people, which
can be particularly challenging in cases of
single-incumbent jobs.
• Review and test market-based compensation
programs, processes, and results to ensure
there are no systemic biases or unexplained
gender-based correlations.
40. April 25, 2017 40
A Word about the CEO Pay Ratio
• Define what median compensation means
• Set the narrative around the Compensation
Discussion and Analysis (CD&A), which is a
required part of a company's annual proxy
statement
• State the organization’s compensation philosophy
and how it links to business strategy
• Explain how and why the organization pays the way
it does
• Tell employees what to do if they have questions
about their pay
The median (and the media attention) will be what’s new.
41. April 25, 2017 41
How Much Transparency?
I know how much
I’m paid.
I know how mypay
wasset.
I know how mypay was
setand how it
comparesto others’at
myorganization.
That bonus wasa
complete surprise!
I know mybonus
target andhow what
I do influences the
amount.
I monitored myown
performance and the
company’s
performance against
plan throughout the
year.
42. April 25, 2017 42
Get There through Planning and Education
Have you considered whether…?
• Your organization has a documented compensation philosophy?
• It reflects current business strategy?
• Your pay programs align with that philosophy?
• Employees understand their compensation and how their performance influences
it?
• Employees trust and believe messages about pay?
• Interviewers know what pay-related questions they can ask?
Have you considered who…?
• Makes decisions about pay?
• Informs employees about pay changes or incentive payments?
• Responds to questions about pay from employees?
Before communicating
with employees, make
sure that managers or
other messengers are
prepared for their role.
43. April 25, 2017 43
Polling Question 3
If you use a pay structure, composed of pay ranges or bands for your jobs, to whom do you
communicate this information?
A. Managers only
B. Both Managers and Employees
C. Neither Managers nor Employees
44. April 25, 2017 44
Polling Question 4
If you have an incentive or variable pay program for employees, with whom do you share bonus
pool funding information?
A. Managers only
B. Both Managers and Employees
C. Neither Managers nor Employees
45. April 25, 2017 45
Potential Topics to Communicate
Base pay
Find the combination that’s right for your organization.
• Compensation framework
• Pay ranges/bands/grades
• Position in pay range
• FLSA classification
• Market competitors
• Connection to individual performance
Short-term incentives
• Funding pools
• Company/division/team performance
measures
• Ongoing communication of performance
against measures
• Individual performance measures
• Timing
• Unpredictables that may affect payouts
Long-term incentives
• Eligibility
• Mechanics (RSUs, PSUs, options)
• Performance measures
• Vesting schedule
• Ownership requirements
How does pay fit in to the larger picture of total rewards? How does pay connect to individual performance?
46. April 25, 2017 46
Potential Communication Methods
• Interactive and scenario-based training for managers,
interviewers, HR and other pay communicators
• One-on-one conversations with personalized leave-behind
• Broad-based education through videos, brochures, learning
modules to explain philosophy, measures, program structure
• Dashboard to share company/team performance progress and
results
• Personalized total rewards summaries
47. 47
Closing the Gaps
• Will employee discussions about pay no longer be taboo?
• Are employees really willing to disclose their salaries?
• How important will websites like Glassdoor become?
• Will fake information emerge?
• What role will social media play?
• What about data analytics?
• Will privacy concerns temper transparency demands?
“Knowledge is Power” – Sir Francis Bacon, 1597
How far will Pay Transparency initiatives take us?
April 25, 2017
48. April 25, 2017 48
How Should Employers Prepare?
• Plan ahead.
• Develop a pay transparency policy.
• Review current pay programs and practices.
• Formulate an effective communication strategy.
49. April 25, 2017 49
Closing Remarks
• Employers that hide or fail to disclose how pay is
determined may inadvertently contribute to a culture
of distrust and lower employee engagement.
• Greater transparency, however, requires sound
compensation policies and programs.
• Employers should have confidence they are doing
the right things when it comes to pay.
• Employers that are upfront with employees about the
organization’s pay policies and practices are more
likely to prove that pay equity is a top priority.
In conclusion . . .