The document discusses considerations for developing a global reward strategy that balances global principles with local flexibility. It addresses managing executive pay, incentives, and salaries globally while allowing local control over benefits, non-executive pay, and budgets. It also covers regulatory issues like shareholder votes and gender pay reporting that vary by country. Developing global approaches requires balancing consistency, cultural differences in perceptions of compensation, and flexibility for local markets at various stages of development. An effective strategy adapts global principles to local conditions through geographic or market zoning.
- The document discusses trends in the financial advisor landscape based on research from Cogent Reports.
- It finds that while the total number of advisors is flat, the number of RIAs has increased 7% since 2015. Most advisors now derive over half their compensation from fee-based sources rather than commissions.
- Advisors are increasingly using passively managed and low-fee investments like ETFs and index funds, with allocations to ETFs up 21% since 2015. They also report relationships with fewer mutual fund providers.
The document presents a comparative study on wealth maximization in Tata Motors and Ashok Leyland from 2015-2020. It finds that while both companies' economic value, market value, and cash flow returns fluctuated over the period, Ashok Leyland performed better overall based on metrics like EVA, MVA, and CFROI. It provides recommendations for each company to improve shareholder wealth and suggests investors consider Ashok Leyland for greater returns.
VIOLA HR SURVEY - COVID-19 IMPACT ON 2021 PLANS Viola Group
1) The document reports results from a survey of 70 respondents on their recruitment, wage, and workforce plans during COVID-19.
2) It found that over half of companies plan to recruit above their pre-COVID goals for 2021, and most brought furloughed employees back or reinstated previous wage levels.
3) Most companies also plan salary increases between 3-10% for 2021 and will follow their original budgets for bonuses and benefits.
2018 Scandinavian Life Science Reward and Governance SummaryDeloitte UK
The document summarizes key themes and concerns for remuneration committees in Scandinavian life science companies in 2018. It notes that peer group selection, disclosure of performance targets, and use of discretion are areas of focus. Equity compensation makes up a larger portion of executive pay for US and European biotechs compared to Nordic ones, which rely more on options. Impending European shareholder rights legislation and corporate governance code changes are prompting companies to review reward structures and governance.
Funding for Apprenticeships – changes planned for the future as at February 2016
Comparison of Framework and Standards Funding and Apprenticeship Levy - Issues
Coordination between social protection and agriculture: the key issuesFAO
http://www.fao.org/economic/PtoP/en/
Presented during the From Protection to Production project Consultative Workshop, 17-18 September 2013, Accra, Ghana
The From Protection to Production (PtoP) project is a multi-country impact evaluation of cash transfers in sub-Saharan Africa. The project is a collaborative effort between the FAO, the UNICEF Eastern and Southern Africa Regional Office and the governments of Ethiopia, Ghana, Kenya, Lesotho, Malawi, Zambia and Zimbabwe. Project activities are mainly funded by the Regular Fund, the DFID Research and Evidence Division and the EU.
Smart Beta Strategies for Global REITs Presentation ARES 2015Consiliacapital
This document summarizes a study on developing smart beta strategies for REIT mutual funds. The study analyzed various smart beta strategies applied to a global developed market REIT index from 2004-2014, including strategies based on gross assets, equal weighting, gearing (loan-to-value ratios), valuation (price-to-book), and size. The results showed that several smart beta strategies outperformed the market cap weighted index over the full period, with strategies based on equal weighting, gross assets, and high valuation performing best. The authors concluded the initial results were promising but that further analysis was needed incorporating additional data, strategies, and constraints.
- The document discusses trends in the financial advisor landscape based on research from Cogent Reports.
- It finds that while the total number of advisors is flat, the number of RIAs has increased 7% since 2015. Most advisors now derive over half their compensation from fee-based sources rather than commissions.
- Advisors are increasingly using passively managed and low-fee investments like ETFs and index funds, with allocations to ETFs up 21% since 2015. They also report relationships with fewer mutual fund providers.
The document presents a comparative study on wealth maximization in Tata Motors and Ashok Leyland from 2015-2020. It finds that while both companies' economic value, market value, and cash flow returns fluctuated over the period, Ashok Leyland performed better overall based on metrics like EVA, MVA, and CFROI. It provides recommendations for each company to improve shareholder wealth and suggests investors consider Ashok Leyland for greater returns.
VIOLA HR SURVEY - COVID-19 IMPACT ON 2021 PLANS Viola Group
1) The document reports results from a survey of 70 respondents on their recruitment, wage, and workforce plans during COVID-19.
2) It found that over half of companies plan to recruit above their pre-COVID goals for 2021, and most brought furloughed employees back or reinstated previous wage levels.
3) Most companies also plan salary increases between 3-10% for 2021 and will follow their original budgets for bonuses and benefits.
2018 Scandinavian Life Science Reward and Governance SummaryDeloitte UK
The document summarizes key themes and concerns for remuneration committees in Scandinavian life science companies in 2018. It notes that peer group selection, disclosure of performance targets, and use of discretion are areas of focus. Equity compensation makes up a larger portion of executive pay for US and European biotechs compared to Nordic ones, which rely more on options. Impending European shareholder rights legislation and corporate governance code changes are prompting companies to review reward structures and governance.
Funding for Apprenticeships – changes planned for the future as at February 2016
Comparison of Framework and Standards Funding and Apprenticeship Levy - Issues
Coordination between social protection and agriculture: the key issuesFAO
http://www.fao.org/economic/PtoP/en/
Presented during the From Protection to Production project Consultative Workshop, 17-18 September 2013, Accra, Ghana
The From Protection to Production (PtoP) project is a multi-country impact evaluation of cash transfers in sub-Saharan Africa. The project is a collaborative effort between the FAO, the UNICEF Eastern and Southern Africa Regional Office and the governments of Ethiopia, Ghana, Kenya, Lesotho, Malawi, Zambia and Zimbabwe. Project activities are mainly funded by the Regular Fund, the DFID Research and Evidence Division and the EU.
Smart Beta Strategies for Global REITs Presentation ARES 2015Consiliacapital
This document summarizes a study on developing smart beta strategies for REIT mutual funds. The study analyzed various smart beta strategies applied to a global developed market REIT index from 2004-2014, including strategies based on gross assets, equal weighting, gearing (loan-to-value ratios), valuation (price-to-book), and size. The results showed that several smart beta strategies outperformed the market cap weighted index over the full period, with strategies based on equal weighting, gross assets, and high valuation performing best. The authors concluded the initial results were promising but that further analysis was needed incorporating additional data, strategies, and constraints.
The previous AGI Foresight Report from 2010 accurately predicted several trends in the geospatial industry over the following five years, including the acceleration of technology change, the growing dominance of cloud-based solutions, and the rise of open source software due to budget constraints in the public sector. However, some predictions like greater market inroads by Chinese companies did not fully materialize. While the major players in 2010 like Google and Esri remained dominant, the report underestimated the growth of startups in areas like open source mapping. Overall, the report served as a useful benchmark, but also shows how difficult it is to fully anticipate the pace and direction of technological change.
This document discusses training practices in human resource management. It covers how training can contribute to business strategy and competitive advantage. The manager's role in identifying needs, evaluating readiness, and supporting on-the-job training is examined. Different training methods like presentations, hands-on, and group approaches are assessed. The document also addresses evaluating training programs, designing cross-cultural preparation, and developing diversity management.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow, releases endorphins, and promotes changes in the brain which help enhance one's emotional well-being and mental clarity.
This document discusses the economic costs of production for businesses. It defines explicit costs as monetary payments and implicit costs as the value of the next best use of self-owned resources, which together make up total economic costs. Accounting profit only considers explicit costs, while economic profit subtracts both explicit and implicit costs from total revenue. The document also covers short-run and long-run production relationships, costs, and curves, explaining how costs change based on variable and fixed inputs over time. In the long run, all inputs are variable and economies and diseconomies of scale can impact average total costs.
Este documento introduce Arduino, una plataforma de hardware abierto para el desarrollo electrónico. Explica que Arduino es una placa sencilla con entradas y salidas digitales y analógicas que se programa usando el lenguaje Processing/Wiring. Detalla los componentes necesarios como la placa Arduino, cable de comunicaciones, fuente de alimentación y software de desarrollo. Además, describe los pines y elementos con los que se puede interactuar en la placa.
This document outlines the UK BIM Alliance's strategic plan to facilitate adoption of BIM Level 2 across the UK construction industry by 2020. It presents the vision, mission, values and goals of the Alliance. The strategic plan details six key strategies: 1) Raising awareness of BIM Level 2, 2) Education and training, 3) Sharing case studies, 4) Developing business cases, 5) Fostering innovation, and 6) Establishing governance. Metrics and targets are defined to measure the success of reaching 75% adoption levels across both the supply and demand chains by 2020.
Este documento ofrece instrucciones para redactar un ensayo, incluyendo una definición de ensayo, características de un ensayo, y pasos para redactar un ensayo como definir una pregunta, encontrar información, escribir ideas y redactar la introducción, cuerpo y conclusión. Explica cómo redactar cada sección de un ensayo expositivo de manera concisa y organizada.
This document provides guidance on how surveying fits into the Building Information Modeling (BIM) process. It discusses the key roles and considerations for surveyors at each stage of a construction project, from strategy through to operation. The document is intended to help both clients and survey practitioners understand how geospatial data collection and management can contribute to a successful BIM implementation and project outcomes at each stage of a project's lifecycle.
23.11.2015 состоялся бесплатный модульный вебинар Клуба бухгалтеров НКО: (1) обзор изменений в законодательстве по НКО за III квартал 2015 года, (2) тема «Особенности налогообложения средств, поступивших в НКО из бюджетов всех уровней» и (3) ответы экспертов на вопросы руководителей, бухгалтеров и активистов социально ориентированных некоммерческих организаций.
Дополнительная информация и видеозапись вебинара http://bclub-ngo.ru/blog/?p=693
Software testing is an essential activity of the software development lifecycle. To ensure quality, applicability, and usefulness of a product, development teams must spend considerable time and resources testing, which makes the estimation of the software testing effort, a critical activity. This presentation presents a simple and useful method called qEstimation to estimate the size and effort of the software testing activities. The method measures the size of the test case in terms of test case points based on its checkpoints, preconditions and test data, as well as the type of testing. The testing effort is then computed using the size estimated in test case points. All calculations are embedded in a simple Excel tool, allowing estimators easily to estimate testing effort by providing test cases and their complexity.
This document lists various occupations including baker, bus driver, dancer, doctor, fisherman, hairdresser, nurse, pilot, reporter, policeman, singer, waiter, and teacher.
Geo-Enable BIM - What can you do to helpMartin Penney
The document discusses five key challenges (referred to as "The Big 5") for geo-enabling Building Information Modeling (BIM): accuracy, metadata, interoperability, level of detail, and generalization. It analyzes the current maturity levels of each area in both the BIM and geospatial industries and argues they must be improved to fully realize the benefits of BIM, such as reducing infrastructure costs. In particular, the geospatial community needs to help solve issues regarding spatial referencing, data integration from different sources, and representing real-world assets at appropriate definition and information levels.
This short document promotes creating presentations using Haiku Deck, a tool for making slideshows. It encourages the reader to get started making their own Haiku Deck presentation and sharing it on SlideShare. In just one sentence, it pitches the idea of using Haiku Deck to easily design slideshows.
ScottMadden Finance Shared Services Benchmark Highlights 2016ScottMadden, Inc.
The document summarizes findings from ScottMadden's 2016 Finance Shared Services Benchmarking Study. It provides demographics on the 108 participants in 2016 and 302 total participants. Key findings include that most participants have mature shared services centers operating for 5+ years across multiple countries, with global/regional models dominating. Policy differences were the biggest challenge to global services. Top performers had significantly better staffing ratios and lower costs than other participants.
Asset managers and distributors are invited to learn the importance of developing targeted and successful strategies that increase their reach and impact among financial advisors. Join Cogent for up-to-the-minute thought leadership on advisor preferences and insightful guidance on how to strengthen partnerships.
The previous AGI Foresight Report from 2010 accurately predicted several trends in the geospatial industry over the following five years, including the acceleration of technology change, the growing dominance of cloud-based solutions, and the rise of open source software due to budget constraints in the public sector. However, some predictions like greater market inroads by Chinese companies did not fully materialize. While the major players in 2010 like Google and Esri remained dominant, the report underestimated the growth of startups in areas like open source mapping. Overall, the report served as a useful benchmark, but also shows how difficult it is to fully anticipate the pace and direction of technological change.
This document discusses training practices in human resource management. It covers how training can contribute to business strategy and competitive advantage. The manager's role in identifying needs, evaluating readiness, and supporting on-the-job training is examined. Different training methods like presentations, hands-on, and group approaches are assessed. The document also addresses evaluating training programs, designing cross-cultural preparation, and developing diversity management.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow, releases endorphins, and promotes changes in the brain which help enhance one's emotional well-being and mental clarity.
This document discusses the economic costs of production for businesses. It defines explicit costs as monetary payments and implicit costs as the value of the next best use of self-owned resources, which together make up total economic costs. Accounting profit only considers explicit costs, while economic profit subtracts both explicit and implicit costs from total revenue. The document also covers short-run and long-run production relationships, costs, and curves, explaining how costs change based on variable and fixed inputs over time. In the long run, all inputs are variable and economies and diseconomies of scale can impact average total costs.
Este documento introduce Arduino, una plataforma de hardware abierto para el desarrollo electrónico. Explica que Arduino es una placa sencilla con entradas y salidas digitales y analógicas que se programa usando el lenguaje Processing/Wiring. Detalla los componentes necesarios como la placa Arduino, cable de comunicaciones, fuente de alimentación y software de desarrollo. Además, describe los pines y elementos con los que se puede interactuar en la placa.
This document outlines the UK BIM Alliance's strategic plan to facilitate adoption of BIM Level 2 across the UK construction industry by 2020. It presents the vision, mission, values and goals of the Alliance. The strategic plan details six key strategies: 1) Raising awareness of BIM Level 2, 2) Education and training, 3) Sharing case studies, 4) Developing business cases, 5) Fostering innovation, and 6) Establishing governance. Metrics and targets are defined to measure the success of reaching 75% adoption levels across both the supply and demand chains by 2020.
Este documento ofrece instrucciones para redactar un ensayo, incluyendo una definición de ensayo, características de un ensayo, y pasos para redactar un ensayo como definir una pregunta, encontrar información, escribir ideas y redactar la introducción, cuerpo y conclusión. Explica cómo redactar cada sección de un ensayo expositivo de manera concisa y organizada.
This document provides guidance on how surveying fits into the Building Information Modeling (BIM) process. It discusses the key roles and considerations for surveyors at each stage of a construction project, from strategy through to operation. The document is intended to help both clients and survey practitioners understand how geospatial data collection and management can contribute to a successful BIM implementation and project outcomes at each stage of a project's lifecycle.
23.11.2015 состоялся бесплатный модульный вебинар Клуба бухгалтеров НКО: (1) обзор изменений в законодательстве по НКО за III квартал 2015 года, (2) тема «Особенности налогообложения средств, поступивших в НКО из бюджетов всех уровней» и (3) ответы экспертов на вопросы руководителей, бухгалтеров и активистов социально ориентированных некоммерческих организаций.
Дополнительная информация и видеозапись вебинара http://bclub-ngo.ru/blog/?p=693
Software testing is an essential activity of the software development lifecycle. To ensure quality, applicability, and usefulness of a product, development teams must spend considerable time and resources testing, which makes the estimation of the software testing effort, a critical activity. This presentation presents a simple and useful method called qEstimation to estimate the size and effort of the software testing activities. The method measures the size of the test case in terms of test case points based on its checkpoints, preconditions and test data, as well as the type of testing. The testing effort is then computed using the size estimated in test case points. All calculations are embedded in a simple Excel tool, allowing estimators easily to estimate testing effort by providing test cases and their complexity.
This document lists various occupations including baker, bus driver, dancer, doctor, fisherman, hairdresser, nurse, pilot, reporter, policeman, singer, waiter, and teacher.
Geo-Enable BIM - What can you do to helpMartin Penney
The document discusses five key challenges (referred to as "The Big 5") for geo-enabling Building Information Modeling (BIM): accuracy, metadata, interoperability, level of detail, and generalization. It analyzes the current maturity levels of each area in both the BIM and geospatial industries and argues they must be improved to fully realize the benefits of BIM, such as reducing infrastructure costs. In particular, the geospatial community needs to help solve issues regarding spatial referencing, data integration from different sources, and representing real-world assets at appropriate definition and information levels.
This short document promotes creating presentations using Haiku Deck, a tool for making slideshows. It encourages the reader to get started making their own Haiku Deck presentation and sharing it on SlideShare. In just one sentence, it pitches the idea of using Haiku Deck to easily design slideshows.
ScottMadden Finance Shared Services Benchmark Highlights 2016ScottMadden, Inc.
The document summarizes findings from ScottMadden's 2016 Finance Shared Services Benchmarking Study. It provides demographics on the 108 participants in 2016 and 302 total participants. Key findings include that most participants have mature shared services centers operating for 5+ years across multiple countries, with global/regional models dominating. Policy differences were the biggest challenge to global services. Top performers had significantly better staffing ratios and lower costs than other participants.
Asset managers and distributors are invited to learn the importance of developing targeted and successful strategies that increase their reach and impact among financial advisors. Join Cogent for up-to-the-minute thought leadership on advisor preferences and insightful guidance on how to strengthen partnerships.
Strategic & Business Plan Template - Copy.pptxeslamhamdy43
This document outlines the steps and models to be used in developing a strategic plan. It lists various sources of data for conducting external and internal analysis, including government and industry sources. It then describes the Fred R. David strategic planning model to be followed, which involves developing a vision, mission, values, and analyzing the external and internal environment. It lists various models that can be used within each step, such as PESTEL analysis, Porter's Five Forces, EFAS, and IFAS. The document provides details on how to apply these models to assess opportunities, threats, strengths, and weaknesses. It also outlines steps for formulating strategies using various matching models and selecting a strategy. The plan describes implementing and evaluating strategies using a
Woolworths' sales growth is forecast to be 6.15% in 2021, 5% in 2022 and 2023, and 3% until 2025. Gross profit margin is assumed to be 30% until 2025. Depreciation and amortization is assumed to be 2% of sales based on Woolworths' historical ratios. Operating expenses are assumed to be 21% of sales based on Woolworths' average. Lease depreciation is assumed to be 1.86% of sales and the interest rate on leases is assumed to be 5% based on Woolworths' 2020 ratios. The document discusses key assumptions and variables to forecast when valuing a company.
Team Medallion, Optimity'21, Final RoundAfnan Faruk
Team Medallion's investment philosophy focuses on building a strong core portfolio that is protected from uncertainties, while also seeking out opportunities from market inefficiencies. They use a top-down and bottom-up approach to stock selection, first analyzing macro trends, industry dynamics, and individual company fundamentals. Their valuation models are tailored to each sector based on growth prospects and dividend payout ratios.
Make the most out of your claim of GIPS compliance - Incorporating the Global...Chris Spaulding
The Global Investment Performance Standards are globally recognized as best practice when it comes to presenting investment returns to prospective clients. Investing in GIPS compliance and GIPS verification can help a firm attract more assets but to truly benefit from GIPS compliance and GIPS verification it's important you understand how to market your claim of compliance. This presentation, given by David Spaulding CEO of The Spaulding Group and John Molesphini from eVestment tells you what you need to know about leveraging your claim of GIPS compliance from a sales and marketing standpoint.
This document provides an overview of OPEB (Other Post-Employment Benefits) investments and implications for school boards. It notes that playing it safe with OPEB investments carries risks, as bond proceeds may deplete or earnings may be lower than costs. The document recommends amending investment policies to allow longer-term, diversified portfolios that can achieve higher returns than restrictive local policies. It advises boards to estimate trust life, review policies, and work with experts to prudently manage OPEB liabilities and obligations.
The document summarizes a balanced scorecard created for Luxottica, an Italian eyewear company. The balanced scorecard includes objectives and key performance indicators across four perspectives: financial, customer, internal processes, and learning and growth. The financial perspective focuses on growth and profitability. The customer perspective aims to improve customer satisfaction and brand management. Internal processes emphasize efficient manufacturing and logistics. Learning and growth targets training and innovation. The balanced scorecard is intended to help Luxottica measure and manage performance across key strategic areas.
International Marketing Management PowerPoint Presentation Slides SlideTeam
Every organization needs to adapt to the ever-changing business environment. Sensing this need, we have come up with these content-ready change management PowerPoint presentation slides. These change management PPT templates will help you deal with any kind of an organizational change. Be it with people, goals or processes. The business solutions incorporated here will help you identify the organizational structure, create vision for change, implement strategies, identify resistance and risk, manage cost of change, get feedback and evaluation, and much more. With the help of various change management tools and techniques illustrated in this presentation design, you can achieve the desired business outcomes. This business transition PowerPoint design also covers certain related topics such as change model, transformation strategy, change readiness, change control, project management and business process. By implementing the change control methods mentioned in the presentation, you will be able to have a smooth transition in an organization. So, without waiting much, download our extensively researched change management framework presentation. With our Change Management Presentation slides, understand the need for change and plan to go through it without any hassles.
F14 Summer Intern Amrita Sengupta Final PresentationAmrita Sengupta
Rita Sengupta presents two projects for Small Planet Foods: 1) Developing new product guidelines to formalize criteria for new product launches, and 2) A benchmarking analysis comparing key Small Planet Foods categories to internal analogs to help inform margin goals. For project 1, Rita outlines proposed new product guidelines covering metrics like volume, incrementality, gross margin, and incremental profit. For project 2, Rita analyzes Cascadian Farm Cinnamon Crunch cereal versus a similar product to identify differences in trade practices, material costs, manufacturing, and logistics that impact gross margin. The analysis finds opportunities in manufacturing through co-production and logistics through volume forecasting and distribution structure.
Linking Strategic Planning with Operational Planning, Thomson ReutersInnovation Enterprise
Thomson Reuters is proposing changes to better link strategic planning with operational planning by aligning operating segments with market segments. This would allow market growth projections to be used as a leading indicator for business growth. It would also provide a more robust analysis by tying market share and revenue to business forecasts. The goal is to execute strategic planning by informing large investments, acquisitions, and capital expenditures based on consistent targets across market and operating segments. This approach provides increased visibility but reduces flexibility around targets.
This document discusses pricing and reinsurance strategies for fixed indexed annuities (FIAs). It begins with an overview of the FIA market opportunity and struggles with pricing FIAs. It then presents a numerical example of a sample FIA, showing the financial results under US statutory and US GAAP accounting standards. Various methods to improve returns are discussed, including the use of reinsurance. Reinsurance is explored as a tool to improve returns by positively impacting elements of the DuPont analysis like operating margins, asset leverage, and tax rates. The document concludes that reinsurance can enhance both statutory and GAAP financial results for FIAs.
Decision Analytics: Revealing Customer Preferences and BehaviorsLarry Boyer
This presentation was given at the World Economic Outlook Conference on 22 October 2009 as an introduction to decision analytics and predictive modeling and how it could be applied predicting the decisions of individuals, rather than aggregates, of people. This was before the days of Big Data and Hadoop so the possibilities are even greater today.
Of particular note in this presentation are the slides illustrating the additional power of adding local economic information to an analysis rather than relaying on more aggregate economic information. Small scale, local changes in the economy will influence consumer behavior and it's important to know that when launch products and setting prices, for instance.
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Recognizing and Managing Through Global Payroll ChallengesImmedis
Immedis US President of Operations Dave Leboff presented "Recognizing and Managing Through Global Payroll Challenges" on the 17th of August 2018 at the APA San Francisco Chapter Event.
Principles of Modern Marketing at NetSuite - Rob Israch (TOPO Demand Generati...TOPO
1) The document discusses principles of a modern marketing team at NetSuite, a cloud ERP software company. It outlines how NetSuite marketing focuses on sales-marketing alignment, a science-based approach, intent-based marketing, speed and agility.
2) Key aspects of NetSuite's marketing include generating over 50% of new sales leads, optimizing programs based on ROI data, focusing efforts on top performing channels, and identifying new growth opportunities from analytics.
3) The marketing team operates with speed and agility, constantly testing, optimizing, and changing course based on data, with a focus on repeatable and scalable processes.
Business strategy analysis of Costco Wholesale. I have made environmental and industry analyses, financial analyses, and strength analyses to reach the recommendation.
Aegon A&I Conference: Accelerating execution of strategyAegon
Mark Mullin, CEO of Aegon in the Americas provide an update on how Aegon is accelerating the execution of its strategy at the December 2016 Aegon Analyst & Investors Conference in New York.
Similar to Employee Benefits Live 2015: Global reward - strategy or principles (20)
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
6. Gender pay gap: in force March 2016
Government
considerations
UK government
require companies with
250 or more employees
to report on the
gender pay gap
7. Regulatory
considerations
Country Advisory vote on
the remuneration
report
Binding vote on
future
remuneration policy
Binding vote on
director
remuneration
Vote on share-
based incentive
plans
Japan
For companies with
an audit and
supervisory board
Option plans only
UK At least every 3 years
USA
Australia Changes only
France
For companies
voluntarily complying
with the local code
Changes only
When for board
members
Italy
Binding for financial
institutions only
Germany Changes only
Switzerland
No but policy should be
described
Netherlands Changes only
Shareholder votes: say on pay
10. Requirements for consistency
Internal
framework
Global Mature vs.
emerging
Multiple zones Local
Typical
approach
One global
approach
consistent
across all
regions and
markets
2 zones 3-5 zones
Defined for
each country /
market
Geographic
zoning
Mature and
emerging
markets
North America,
Europe and
Australia,
emerging
markets etc.
Market
zoning
Key business
and new
ventures
Multiple
business
activities
15. • Budget and affordability
• In line with market activity and affordability
• In line with local legislation
• Market legal requirements
• Overall affordability
• Global principles
Global consideration
Local flexibility
Global with local flexibility: salary review
16. • Regulatory requirements
• Perceived value or market worth
• Income tax / social security benefits
• Availability of benefits or suppliers
• Core requirements
• EVP / brand supporting requirements
• Global employees / nomads / 3rd country nationals
Global consideration
Local flexibility
Global with local flexibility: benefits design
17. • Local message
• Key messages from a more visible line leader
• More opportunity to use local teams as part of the
communications cascade
• Key message
• Feeling of being part of something bigger
Global consideration
Local flexibility
Global with local flexibility: communication
We're in a totally different place from Rob – as we don’t have a globally consistent set of principles at all –
Mostly due to how we as an organisation have grown, but each business and each country currently has the licence and autonomy to do what it wants!
This does cause some problems and also means that we aren’t always efficient as we could be. We do run some programmes and activities globally:
Our executive population is roughly our top 3% of the organisation globally – so the main board down to about level 4 or 5 depending on the size of the market.
For that population – we run a globally consistent salary review – but allow local flexibility for the % of increase given
We also have a globally consistent bonus scheme with the same bonus percentages and triggers globally and also for our LTIP
For our non-exec population, we have consistent principles in place
We do a most of our reward and benefits activity on a local basis – with local businesses owning the activity, the roadmap of new activity and also the budget for activity.
We do have the odd discussion about what we should drive globally – and whether we should even drive a central globally consistent reward agenda?
There are definite pros and cons of both a globally consistent reward strategy and a local reward strategy.
When considering what approach, there are a few things to keep in mind.
We know that reward and employee benefit programmes have to be tailored to Government considerations
regulatory ones too
and cultural differences
Plus there's the internal framework too.
I want to just take a look at a few examples that may affect that thinking
Here’s a good example of where it may be necessary to do something different on a local basis due to government intervention.
In the UK from March next year, mid-sized and large companies are going to have to publish their gender pay gap. It’s going to be interesting to see what comes out of the consultation n terms of requirements, but it could still change the way that some organisations will need to look at their reward strategy on a local basis and may have wider implications on a regional or even global basis.
It’s certainly one to watch!
We know we’re starting to see increased regulatory pressure on executive pay – there is an investor push for a stronger link between pay and performance
This is important for us all – whether looking at executive pay or entry level talent – whether we’re a UK listed Plc or a start-up in a trendy part of east London because the principles and the way that plans are designed will start to filter through. If we’re going to remain relevant as a function – we need to look at the trends and anticipate how they’ll affect us.
This is one area where a degree of local flexibility will be crucial – so that local markets can respond to local regulatory requirements but also important that a degree of global control is retained.
We’ve spent some time looking at whether it’s appropriate to have one globally consistent scheme or reflect local markets.
So – in this analysis here – we looked at one level of the organisation – roughly a global grade 17-18 level exec – to see globally what the market was doing in terms of STIP and LTIP
I find this analysis really interesting – we looked at the performance score distribution across several of our largest markets.
We ask for standard distribution, but don’t mandate it, it’s just our guided distribution
Global companies often use some form of ‘zoning’ for financial performance and target calibration to reflect the degree of maturity or the economics of the entity
The global approach here is simple, but it provides little or no differentiation for market maturity
The next two do work well for a company operating in diverse businesses or markets and can be defined to local market requirements whilst maintaining a degree of global consistency
The last approach is tailored, but can be more time consuming to operate
We know there is growing globalisation and convergence
The so called “Americanisation” or “McDonaldisation” of the world – we know that through modern media, people are becoming more connected than ever before which means that our people are talking to each other more than ever before
If we needed any proof of that statement, then this slide shows it perfectly from Business Insider recently.
Whilst it took the phone over 70 years to reach a 100 million users, we're seeing the pace of change accelerate so much
Mobile phone was double digit years
Facebook around 5 and Instagram and WhatsApp even less
And the less said about Candy Crush the better!!
This is nothing new –
but against the backdrop of recovery from an economic downturn, surprising scenes of refugees and migrants across Europe and the threat of a Brexit – there may be some surprising backlash to the ongoing commercialism and globalisation caused by global brands.
This matters to us – and requires us to keep a degree of localism in our thinking – because we cannot hide from the affects of globalisation and we may need to respond to government policies in our reward and benefits practices.
So. At it’s most simple – I think the decision around global vs. local decisions is just recognising that countries are different with distinct government and regulatory challenges
So, I suppose it’s quite a tired mantra now – but it probably does come down to thinking globally, but retaining the ability to act locally – so whilst that’s quite old hat – it does still need us as the reward profession to translate this into practice.
So - I thought of three things that probably work best with a global strategy or set of principles, but operate best at a local level or at least with a high degree of local flexiblity
The annual salary review is a good area to consider localism
One of the big benefits challenges is consideration to global benefits – as in different markets, certain benefits are just not available, or they don’t have the same worth – such as with tax advantages or not perceived to be as important – such as buying additional annual leave in some northern Europe markets
So my tips for the future
Be prepared to use technology to communicate and be part of your reward and benefits strategy.
We already saw how technology is used by an increasing number of people
I would make the use of technology part of your strategy - globally and local!
Think of “people like me”
How much of your reward strategy can you share socially – think about the employee brand and how this will attract people to your organisation and retain them.
Having a statement such as “we will pay the market median” – may not actually be that attractive. Is there a real dichotomy of wanting to be “world class” or “attract and retain the best” and “high performance” with “average pay, average benefits and average total reward?”
What can your people shout about?
When I was at university – one of my friends wrote her dissertation on mass customisation – at the time – it seemed quite a mind-blowing concept that on the mass market, using all of the efficiencies of mass production that you could have customisation.
I think that time is now.
One thing is clear now: benefits tailored to our own organisation’s demographics can only increase engagement and productivity. Employees come from different places, they are different ages and they have different requirements.
Whether we look to segment reward programmes totally, segment benefits programmes or just segment and bespoke communication around our plans – that will only bolster employee engagement – and this is something, that might just be better done locally!