Posts Tagged ‘2013 Compensation and Benefits Conference’

7 Things You Need to Know from the 2013 Compensation and Benefits Conference

Tuesday, October 1st, 2013

2013C+B_Flash3 cropNearly 300 HR professionals and company leaders participated in CAI’s 2013 Compensation and Benefits Conference on Thursday, Sept 19 and Friday, Sept 20 at the McKimmon Center in Raleigh. The annual conference focuses on trends and best practices in total rewards.

This year’s event featured four keynote presentations ranging in topics from strategies for a more engaged workforce to a current analysis on 2013 marketplace trends. The conference also had three specific tracks of breakout sessions: Health Care, How-to and Advanced HR.

Highlighted below are some of the key takeaways shared during this year’s presentations:

1)      Involve employees and encourage initiative from them to increase engagement

  • Dr. Bob Nelson’s research revealed that 89 percent of employees want to be involved in decision-making and 92 percent of employees want to be asked for their opinions or ideas.

2)      Regarding total rewards programs at different companies, the following are trending: welcoming work environments, retaining and rewarding top performers, paying for performance, variable pay plans, flexible schedules, and corporate cultures that attract and retain employees.

3)      Under the Affordable Care Act, employers have an obligation to play or pay

  • If you are playing, you must provide coverage that is “affordable” and of “minimum value”
    • “Affordable” = employee contribution for lowest cost employee plan is less than or equal to 9.5 percent of employee’s compensation
    • “Minimum value” = actuarial value of coverage is 60 percent of “essential benefits”

4)      Some common mistakes HR professionals make when executing or preparing for performance evaluations include: not being prepared, giving a higher rating than earned, procrastinating, one-sided dialogue, failure to set aside personal feelings, not taking enough time, and comparing employee performance to other employees.

5)      If health insurance costs seem to be managing your company instead of the other way around, make sure to:

  • Do what you can in your area
  • Educate all key decision makers in your company on the important pieces of health care reform
  • Align yourself with credible, reliable benefits advisors or partners

6)      Top mistakes regarding Wage and Hour regulations include: thinking any person may be an independent contractor, considering salaried employees exempt, averaging work hours and recording work schedule.

7)      Employees who are very satisfied with their workplace benefits are three times more likely to be highly satisfied with their jobs and more loyal to their employer. Only 25 percent of current employees are satisfied with their benefits communication and 55 percent of all employees don’t find benefits materials to be clear and comprehensive (according to Dr. Bob Nelson’s research)

If you’d like more information on the Compensation and Benefits Conference, please go to www.capital.org/compconf.

Don’t Miss CAI’s 2013 Compensation and Benefits Conference This Month

Thursday, September 5th, 2013

2013C+B_Flash3 cropNorth Carolina employers are experiencing a business landscape that is constantly changing. The economy is improving slowly and new challenges, such as health care reform and a shortage of top talent, bring new obstacles to organizations.

Companies that want to offer their employees competitive benefits that are within their budgets may be facing dilemmas. CAI is here to help! Please join us for the 2013 Compensation and Benefits Conference on September 19th and September 20th at the McKimmon Center in Raleigh to receive recommendations for the tough decisions you’ll be making throughout the year.

The conference will feature four keynote presentations:

Health Care Reform, Exchanges and Defined Contribution Medical Plans…WHAT’S THE BUZZ?
Tracy Watts – Mercer

HR Strategies for a More Engaged Workforce
Dr. Bob Nelson – Nelson Motivation, Inc.

Surprise Your Employees with Praise and Appreciation
Rich Schlentz – EXTRAordinary! Inc.

2013 Marketplace Trends for Salaries and Benefits in NC
Molly Hegeman, Director, HR Services – CAI

 

In addition to the keynotes, the conference will have three different sequences of breakout sessions: health care, how-to, and advanced HR. Some of the topics include:

The Affordable Care Act: What You Need to Know
Sandy Reynolds – Associated Industries of Massachusetts

How to Identify Employees vs. Independent Contractors and Other Wage and Hour Regulations
Randy Bazemore – Horizon Labor Law Specialist, Inc.

Innovative Benefits for Different Generations
Dr. Bob Nelson – Nelson Motivation, Inc.

Creating and Implementing Career Frameworks – Ways to Improve Employee Motivation and Meet Business Needs
Angelita Becom & Robin Kegerise – Sibson Consulting

How to Give PROPS to Your Employees
Robin Miller & Jeannine Chignell – BCBSNC

Healthcare Reform Decision Stampede: What have your employees herd?
Joy Binkley & W. Hunter Walton, JD – HCW Benefit Services

You’ll also have the opportunity to network with more than 200 HR professionals who are responsible for compensation and benefits plans and strategies at their companies.  Find more information on conference presenters and session topics at www.capital.org/compconf. Register today!

Gain Pertinent Information About Health Care Reform at CAI’s Compensation and Benefits Conference

Tuesday, August 6th, 2013

Health care reform creates new challenges for companies that want to offer their employees competitive benefits as part of their total rewards package. CAI’s 2013 Compensation and Benefits Conference on September 19th and 20th at the McKimmon Center in Raleigh will offer you and your company assistance in understanding the challenges that health care reform will bring, as well as the opportunities it can create.

2013C+B_Flash3 cropYou’ll delve deep into the complexities of health care reform when keynote speaker Tracy Watts shares her presentation titled Health Care Reform, Exchanges and Defined Contribution Medical Plans…WHAT’s THE BUZZ? You’ll also be able to participate in the conference’s specific track of health care breakout sessions, which include the following topics:

The Affordable Care Act: What You Need to Know
Sandy Reynolds – Associated Industries of Massachusetts

Healthcare Reform Decision Stampede: What have your employees herd?
Joy Binkley & W. Hunter Walton, JD – HCW Benefit Services

Managing Group Health Insurance Plans Post-ACA
Sandy Reynolds – Associated Industries of Massachusetts

In addition to the special track of health care breakout sessions, the conference will also feature a track of Advanced HR sessions and a track of “How-to” sessions. Some of the topics in those tracks include:

Top 10 Strategies for Impacting Performance and Productivity
Carol Hacker – Hacker & Associates

Creating and Implementing Career Frameworks – Ways to Improve Employee Motivation and Meet Business Needs
Angelita Becom & Robin Kegerise – Sibson Consulting

How to Identify Employees vs. Independent Contractors and Other Wage and Hour Regulations
Randy Bazemore – Horizon Labor Law Specialist, Inc.

How to Create Positive ROI with a Wellness Strategy
Carole Eidson – Precision Fabrics and Tom Revels – iHEALTH Analytics

Other topics presenters will discuss at the conference include:

  • NC Salary and Benefits Trends
  • Increasing Employee Engagement
  • Solutions to Improve 401(k) plans
  • Conducting Stress-Free Performance Evaluations
  • Benefit Planning for Different Generations
  • Showing Employees Appreciation

To register for the conference and find more information on presenters and session topics, please visit www.capital.org/compconf.

5 Strategies for Impacting Employee Performance and Productivity

Thursday, July 11th, 2013

The following is a guest post from Carol Hacker. Carol is the President and CEO of Hacker & Associates. She specializes in helping HR professionals and teaching managers, supervisors, team leaders, executives and business owners how to meet the leadership challenge. She’s the author the bestseller, Hiring Top Performers-350 Great Interview Questions for People Who Need People.

Carol Hacker portraitCommitment and pride are characteristics that are difficult to measure when interviewing prospective employees.  However, once you’ve found people who have great attitudes and hire them, it’s up to you to take it one-step further and build commitment.   If you’re limited in what you can pay, or opportunities for advancement are scarce, how do you get employees to focus on performance and productivity?

First, are you willing to work at bringing out the best in your employees?  It’s a full time job.  Most employees want to be successful, but they sometimes lack the skills and know-how.  Without structure, systems, and attitudes, employers will never be able to develop and retain every manager’s dream—motivated employees.

Second, the reality is, once fair wages are set, more money or better fringe benefits have a negligible impact on employee loyalty on performance and productivity.  There are a number of ways to build employee loyalty, but none of them come without effort.

Your goal is to get your employees to emotionally commit to you and the goals of your organization—admittedly, no easy task—but proven to be doable if you’re willing to work at it.  The ideas contained herein are not meant to be all-inclusive.  However, they represent a cross-section of ideas that I hope you find helpful.

Behind the success of any thriving business are a number of key principles related to employee performance and productivity.  The late Mary Kay Ash, founder of Mary Kay Cosmetics, said it well:  “There are two things people want more than sex and money–recognition and praise.”  With that light-hearted, but powerful thought, I’d like to share some ideas that HR professionals can use and share to keep top-notch employees committed and loyal to the task and the organization:

1.   Let them know they count.  Don’t fail to overlook the use of low-cost or no-cost incentives as a way to show appreciation.  Why?  Because everyone needs to feel valued from your managers to your office personnel, and beyond.  A simple “thank you” can go a long way to get commitment from the people that you depend upon day in and day out.

 2.   Include “fun” in your organization’s core values that should already include respect, trust, excellence, balance, ethics, adaptability, empowerment and calculated risk-taking.  Don’t give it “lip service.”  Live each and every one of your core values to the fullest!

3.   When someone leaves your company don’t ignore the fact that the loss of an employee puts a burden on your other employees.  Anticipate the fact that your existing employees will be willing and able to pick up the slack for only so long before they become frustrated.  You then run the risk of losing them too.  Show your appreciation for the fact that they are holding things together until you can hire someone to replace the person(s) who left.

4.   Promote new responsibilities when there’s no place to be “promoted to.”  Many organizations have limited room for advancement.  However, it doesn’t have to mean the end of the challenges.  Get input from your employees and together decide what new responsibilities they might be interested in pursuing.

5.  Promote from within whenever practical.  Most people would like the opportunity to be considered for other jobs within the organization.  Overlooking your current employees and going outside your company for new hires is a real morale buster.

People naturally want to grow in their work and in their lives.  Give your employees the opportunity to do both while having fun.  For more tips on increasing employee performance and productivity, please join me at CAI’s 2013 Compensation and Benefits Conference on September 19th and 20th at Raleigh’s McKimmon Center. I’ll be presenting two breakout sessions during the conference, 10 Strategies for Impacting Performance and Productivity, and How to Make Performance Evaluations Stress Free and a Win-Win. Visit www.capital.org/compconf to see additional conference topics and to register for the event.