The document summarizes a webinar on total compensation and making the best offer to candidates. The webinar will include a discussion of how compensation is set within organizations, insights into working with compensation to make offers, and how to consider the total rewards package beyond just salary. It will include a Q&A session and closing summary. The speaker, Lori Wisper, is a senior consultant at Towers Watson with over 24 years of experience in compensation consulting and corporate HR.
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7 Daily Action Steps For Results In Your BusinessWale Bello
This presentation contains 7 daily action steps you should take to succeed in your business. I am going to show you how you can apply these action steps in your business to get the results that you want to get - making more money.
Aspects of an Ethics Program – Quiz TemplateStudent Name__________.docxpetuniahita
Aspects of an Ethics Program – Quiz Template
Student Name_________________________
1.
The values expressed in a corporate code of ethics should be cascaded throughout the policies and procedures in each functional department and be reflected in each of the organization’s operating systems.
True_____False_____
2.
Since all stakeholders have the same interests and expectations for the organization, it is not important to consider each stakeholder when developing and ethics program.
True_____False_____
3.
An organization that developed an ethics program would expect that _____.
a)
The public would respect and trust the organization’s goals.
b)
The stakeholders would be loyal to the organization.
c)
The executive leadership would be the model for the expected behaviors.
d)
The code of ethics would distinguish the organization from other companies.
e)
Employees would feel more trust because they are made aware of the rules and intentions.
f)
Only c & e.
g)
Only b, c & e.
h)
Answers a, b, c, d, & e.
4.
An organization develops its own cultural environment based on the mission, goals and norms of the business. In order to indicate their operating standards to employees and to the public, organization’s often implement a Code of Ethics.
True____False____
5.
The Sarbanes-Oxley Act, (SOX), was instituted by the Securities Exchange Commission, (SEC), to hold public-traded companies to a strict annual report on accounting practices. It does not hold executives responsible for conducting business ethically.
True_____False_____
6.
Culture change initiatives started from the bottom of the organization are less likely to be effective. The two vital ingredients that leadership must personally provide to guarantee successful change in an organization are?
Fill in a brief answer.)
_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
7.
Procedures and operating policies that align with the organization’s code of ethics should be the ruling documents for problem solving and decision-making for the organization.
True_____False_____
8.
Since most Federal Laws concerning treatment of employees (examples: sexual harassment and hiring discrimination) apply to every business, each organization’s code of ethics can be developed using only the same values and expected behaviors as other organizations.
True_____False__
_
__
9.
Implementation for an ethic program: _____
a)
Is a way of communicating the expected behaviors.
b)
Needs to give a clear and consistent message to every employee.
c)
Should be done at time of hire by introducing the code of ethics.
d)
Should be conducted annually throughout the company.
e)
Can be done using many different venues including formal train.
131217 the recommender revolution : recent data for direct marketing institut...Jan Van den Bergh
Plenty of recent data from here, there and everywhere on the recommender revolution and how the Holaba model measures the recommendation power of both brands and consumers by asking The One (Simple) Question.
Go through this Managing Marriage and Money exercise with your spouse or partner to be or existing partner to strengthen your relationship with your partner and your money! The opinions voiced in this material are for general information only are not intended to provide specific advice or recommendations for any individual. Securities offered through LPL Financial. Member FINRA/SIPC
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With so many property-related technologies entering the multifamily space every year, it can be overwhelming to keep track of all the options. This resource helps kick off the technology selection process at your company. This resource was created for the Multifamily Demo Day program, and future events/resources can be found here: http://www.multifamilydemoday.com/
7 Daily Action Steps For Results In Your BusinessWale Bello
This presentation contains 7 daily action steps you should take to succeed in your business. I am going to show you how you can apply these action steps in your business to get the results that you want to get - making more money.
Aspects of an Ethics Program – Quiz TemplateStudent Name__________.docxpetuniahita
Aspects of an Ethics Program – Quiz Template
Student Name_________________________
1.
The values expressed in a corporate code of ethics should be cascaded throughout the policies and procedures in each functional department and be reflected in each of the organization’s operating systems.
True_____False_____
2.
Since all stakeholders have the same interests and expectations for the organization, it is not important to consider each stakeholder when developing and ethics program.
True_____False_____
3.
An organization that developed an ethics program would expect that _____.
a)
The public would respect and trust the organization’s goals.
b)
The stakeholders would be loyal to the organization.
c)
The executive leadership would be the model for the expected behaviors.
d)
The code of ethics would distinguish the organization from other companies.
e)
Employees would feel more trust because they are made aware of the rules and intentions.
f)
Only c & e.
g)
Only b, c & e.
h)
Answers a, b, c, d, & e.
4.
An organization develops its own cultural environment based on the mission, goals and norms of the business. In order to indicate their operating standards to employees and to the public, organization’s often implement a Code of Ethics.
True____False____
5.
The Sarbanes-Oxley Act, (SOX), was instituted by the Securities Exchange Commission, (SEC), to hold public-traded companies to a strict annual report on accounting practices. It does not hold executives responsible for conducting business ethically.
True_____False_____
6.
Culture change initiatives started from the bottom of the organization are less likely to be effective. The two vital ingredients that leadership must personally provide to guarantee successful change in an organization are?
Fill in a brief answer.)
_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
7.
Procedures and operating policies that align with the organization’s code of ethics should be the ruling documents for problem solving and decision-making for the organization.
True_____False_____
8.
Since most Federal Laws concerning treatment of employees (examples: sexual harassment and hiring discrimination) apply to every business, each organization’s code of ethics can be developed using only the same values and expected behaviors as other organizations.
True_____False__
_
__
9.
Implementation for an ethic program: _____
a)
Is a way of communicating the expected behaviors.
b)
Needs to give a clear and consistent message to every employee.
c)
Should be done at time of hire by introducing the code of ethics.
d)
Should be conducted annually throughout the company.
e)
Can be done using many different venues including formal train.
131217 the recommender revolution : recent data for direct marketing institut...Jan Van den Bergh
Plenty of recent data from here, there and everywhere on the recommender revolution and how the Holaba model measures the recommendation power of both brands and consumers by asking The One (Simple) Question.
Go through this Managing Marriage and Money exercise with your spouse or partner to be or existing partner to strengthen your relationship with your partner and your money! The opinions voiced in this material are for general information only are not intended to provide specific advice or recommendations for any individual. Securities offered through LPL Financial. Member FINRA/SIPC
Program Format-TotalCompensationWhat'sBehindBestOffer32011
1. FINDING TALENT EMPLOYER SERIES
TOTAL COMPENSATION-WHAT’S BEHIND THE BEST OFFER
Tuesday, March 8th, 2011
9:00-10:00 a.m., Central Time
(On-site networking from 8:30-9:00 a.m. with webinar program beginning at 9:00 a.m.)
PROGRAM FORMAT
ON-SITE NETWORKING (8:30-9:00 a.m.)
WELCOME & PROGRAM OVERVIEW (9:00-9:45a.m.)
Moderator: Bernice Allegretti, Assistant Director Employer Relations, the Alumni Career Center
Recruiters and the compensation department frequently are at odds with one another. Each group has
their own perspective with how compensation should be set and what the candidate should be offered
during the hiring process. Lori Wisper, Senior Consultant at Towers Watson whose special expertise is
developing and designing total compensation strategies and processes will discuss and provide…
1. A better understanding of how compensation is created and set
2. Insight in to how to work with the compensation functions to make the best offer
3. How to look at the total reward offer, salary being one piece of it, to present the best offer to the
candidate.
Q & A SESSION (9:45-10:00 a.m.)
(Webinar participants will be able to type and submit questions during the session via the question box.)
SUMMARY AND CLOSING (10:00 a.m.)
HIGHLIGHT OF OUR SPEAKER ON BACK
University of Illinois Alumni Career Center
312-575-7830
careers@uillinois.edu
2. HIGHLIGHTS OF OUR SPEAKER
Lori Wisper, is a senior consultant at Towers Watson. She has over 24 years of experience both in
consulting and corporate HR, primarily focused on Compensation. She has consulted with clients on
broad based compensation issues including global compensation strategy and design, total compensation
strategy, incentive plan and base salary design, sales effectiveness and sales compensation, performance
management and compensation processes and administration.
In addition to consulting experience with two other national compensation consulting firms, Lori spent
five years working as the Director of Global Compensation within the corporate HR function of several
companies. The combination of strategic thinking, technical expertise and practical experience has
enabled her to advise companies on how to effectively design and implement new reward programs,
processes and technologies.
Lori has a B.S. from University of Illinois and an MBA from Loyola University of Chicago. She has
written articles for World at Work’s magazine, WorkSpan and delivered speeches and workshops for
World at Work, the Chicago Compensation Association, the Human Resources Management Association
of Chicago (HRMAC) the Minneapolis Compensation Association, the American Financial Services
Association, the Milwaukee Area Compensation Association and the International Foundation of
Employee Benefit Plans. She has authored studies on Broad Based Severance Plans and Economic
Trends in Compensation and been quoted in the Wall Street Journal, Crain’s Chicago Business, and other
publications and has appeared on the television show “First Business”.