CAI hosted its 2014 Compensation and Benefits Conference at the McKimmon Center on Thursday, August 14 and Friday, August 15. More than 200 HR professionals and company executives attended the two-day event to review and discuss emerging workplace trends surrounding compensation, benefits and total rewards, as well as the impact these trends leave on culture and profitability.
This year’s conference speakers shared presentations on how to attract and motivate top talent, strategies to increase employee engagement, reinforcing a positive workplace culture, and more. Keynote presentations for the 2014 conference lineup included:
The Future of Attraction, Retention and Motivation: How Compensation Fits into the Process Anne Ruddy – WorldatWork
What Would Healthcare Look Like If Getting It at the Lowest Cost Was Your Key Priority? Skip Woody – Hill, Chesson & Woody Employee Benefit Services
Green Goldfish – 15 Ways to Drive Engagement & Reinforce Culture Stan Phelps – 9 INCH marketing
Leverage Marketplace Trends When Making Decisions about Compensation and Benefits Strategies Molly Hegeman – CAI
In addition to the keynote sessions, conference participants had the opportunity to attend several of the many breakout sessions. Why performance management fails, building high performing teams, work-site wellbeing, and understanding survey data are some of the topics of this year’s breakout sessions.
Below are three sets of insights conference speakers shared with last week’s audience:
–Anne Ruddy shared the changes in employee attitudes from recipients to consumers of rewards in her keynote presentation:
Traditional work design
Pay = position
Virtual, flexible environments
Pay = performance, market
Individual career management
–In the breakout session Why Performance Management Fails, Mike Maciekowich shared five reasons why companies need performance management systems:
- Help managers to observe their staff more closely and to do a better coaching job.
- Motivate employees by providing feedback on how they are doing.
- Provide back-up data for management decisions concerning advancement, transfers, dismissals, and so on.
- Improve organization development by identifying people with promotion potential and pin-pointing development needs.
- Establish a research and reference base for personnel decisions.
–CAI’s Sherry Hubbard-Bednasz explained the purpose of salary surveys in her presentation Taking the Mystery Out of Survey Data:
- Provide a fair representation of pay practices occurring in the market
- Sample reflects population
- Consider source, methodology, transparency
- Show how variables impact pay
- Size of company
- Indicate trends in pay
- Overall market movement
- Movement in certain segments
- Inform compensation decisions as a guide, not absolute
For additional information on CAI’s conferences, please go to https://www.capital.org/eweb/DynamicPage.aspx?site=cai&webcode=cai-training-conferences.