E-reward conferences

Programme

Reward Management Update 2012
Date: Wednesday, 31st October and Thursday, 1st November 2012
Venue: The Royal Institute of British Architects (RIBA), 66 Portland Place, London W1B 1AD

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Day 1: Wednesday 31st October

Chair: Helen Murlis, Associate, Hay Group and independent consultant/executive coach 

8.45 REGISTRATION AND REFRESHMENTS

9.10 WELCOME AND INTRODUCTION
Helen Murlis

PLENARY SESSIONS

9.15 BONUSED OUT?
Duncan Brown, Principal, Reward and Engagement, Aon Hewitt

What, if anything, have we learned from the bankers and how do you make variable pay work?

10.00 MANAGING YOUR RISKS - A CONTEXT FOR MAKING REWARD DECISIONS
Ann Cummins, Director, Humanus

Risk is inherent in every business activity that we undertake. The development, management and implementation of reward programmes is no exception, and has been highlighted by the on-going and very public debate about executive reward. So do you know what your biggest reward risks are and how do you deal with them if they materialise?

Drawing on research and good practice models this session focuses on:

• What it takes to have an effective framework for managing risk
• Being clear about risk in relation to your business ethics
• How to identify, assess and control risk.

10.45 COFFEE & NETWORKING

11.00 DEVELOPMENTS IN REWARD MANAGEMENT
Christopher Johnson, UK Human Capital Leader, Mercer

This session covers all the latest trends in reward management, with a focus on the current issues that organisations are dealing with in reward and likely future developments.

11.45 REVIEWING TOTAL REWARD STRATEGY – FEEL THE FEAR!
Stuart Hyland, UK Head of Reward Consulting, Hay Group

In light of recent business and market changes, many organisations need to review the suitability of their total reward approach to ensure they are not going to sabotage business performance through having costly, ineffective or conflicting total reward practices.

• Guidance and thoughts on how companies can approach this potentially sensitive topic
• A simple framework for conducting a Total Reward Review and identifying areas for enhancement
• The role of key stakeholders (including employees) in the process
• Integrating your total reward strategy with company values and culture
• Practical tips and suggestions for organisations planning to conduct their own review
• Shared learning session - questions and discussions on the subject and experiences of professionals in the room

12.30 LUNCH & NETWORKING

1.30 HOW TO MANAGE SUCCESSFUL REWARD MANAGEMENT IN A RECESSION
Evan Davidge, Associate Head of Reward, Data and Project Management, UK MEA Region, Arup

According to the CIPD, employers are tearing up reward strategies created in better times as they adjust to the challenging economic climate. Against this background, the case study shows how Ove Arup & Partners International Ltd (“Arup”) has refined its approach to employee reward strategy in its UK MEA region.

The session examines how a detailed audit and review has led to a new vision, underpinned by guiding principles for managing reward. It also shows how this approach has been used in practice to deliver the 2012 salary review and establish a roadmap for future key changes within a total reward approach.

Above all, the case study illustrates how in tough economic conditions, it is still possible to streamline reward, limit bureaucracy, identify key opportunities, manage costs effectively and derive greater value from the reward package.

2.15 BREAK FOR TEA

2.30 RECOGNITION AT MERLIN ENTERTAINMENTS
Debra Corey, Group Compensation & Benefits Director, Merlin Entertainments Group

• How Merlin has moved from local to global recognition schemes
• How the schemes have positively impacted employee engagement
• How the schemes have been marketed and celebrated

3.15 CREATIVE REWARD STRATEGIES FOR GETTING THE MOST FROM BASE PAY
Vicki Badham, Head of Reward, QCG and Hannah Sargeant, Corporate Reward & HR Policy Manager, Sainsbury's

This interactive session focuses on reviewing reward strategies which are targeted at maximising the return from base pay. Through an analysis of research conducted by QCG on current and planned changes to the way that base pay is delivered, the session highlights key practices and trends, including:

• Increasing differentiation in base pay based on performance, geography and talent markets.
• Utilising job evaluation models that take more account of contribution and remove cost push.
• Emphasising the importance of communication and the role of managers in delivering reward messages.
• Creating more of a flexible approach to base pay/benefit trading.
• Promoting the total rewards offering.

This session features insights from Sainsbury’s on how it approaches base pay, particularly from the perspective of the link to total reward and the communication and education of managers on base pay.

4.00 CLOSE OF DAY 1

Day 2: Thursday 1st November

Day 2 comprises a series of highly-participative sessions devised by e-reward and a panel of leading experts. There’s a choice of breakout sessions, divided into two streams, so you will have the opportunity to attend themed sessions.

The chairs for the two streams will be Helen Murlis, Associate, Hay Group and independent consultant/executive coach, and Alan Gibbons, Managing Director of The Reward Practice

9.00 REGISTRATION AND REFRESHMENTS

9.25 SALES INCENTIVE DESIGN
Jon Clark, Director, Open Symmetry

• Designing effective sales incentive plans for different environments
• Key design principles and component options
• Case studies to illustrate good practice
• Outline of design process
• Success criteria

10.15 to 11.15 Choose from sessions A or B

A: EMPLOYEE SHARE SCHEMES: A BENEFIT TO ALL
Malcolm Hurlston, Chairman, Employee Share Ownership Centre
David Poole, UK Director, Employee Share Ownership Centre

• Why choose a share scheme? Recruitment, retention, motivation, reward
• Recent developments
• A virtuous benefits circle
• A look into the future

B: INNOVATIVE REWARD COMMUNICATION MADE PRACTICAL
Christopher Hopkins, Managing Consultant, and Joanne South, Account Manager, Caburn Hope

• Practical application of how innovation will create purposeful reward communication
• Implementing scalable and sustainable solutions to future proof a reward communication strategy
• Raising the bar: organisations leading the way in reward communication and distilling the lessons learnt from them

11.15 COFFEE & NETWORKING

11.30 to 12.30 Choose from sessions C or D

C: PENSION AUTO-ENROLMENT, LESSONS FROM THE EARLY ADOPTERS
John Harding, Director, PwC

• What lessons can we take from those employers who have been in the first wave of Auto Enrolment?
• How to manage the financial impacts of the reforms and what will this mean for the employer’s reward budget?
• How can salary sacrifice best be used with Auto Enrolment and what are the potential challenges?
• What is the most appropriate pension delivery vehicle for your organisation?
• How are employers using payroll and pension providers to ensure the smooth operation and proper governance of their Auto Enrolment arrangements?

D: NEW GENERATION IT REWARD
Iain Smith, Director, Diaz Research

Until the end of the first dotcom boom, IT reward was one of the most contentious and troublesome areas for any reward manager. But then offshoring cooled down the market for many large companies. Now, the landscape has changed yet again. Onshore IT employment has grown, despite offshoring – but mainly in smaller companies. New mobile technologies have again resulted in the re-emergence of technical skills shortages. A second wave of dotcom entrepreneurial successes has seen an increase in student applications for computer science courses.

This session establishes the context within which reward managers now have to work, and describes some of the approaches being taken to the developments across the industry. It will be relevant to anyone who manages reward and career frameworks for an IT workforce, especially in end user companies.

12.30 LUNCH & NETWORKING

1.30 to 2.30 Choose from sessions E or F

E: BENEFITS STRATEGY - HOW TO CONDUCT A BENEFITS AUDIT
Elspeth Jones, Associate, Innecto Reward Consulting, and Steve Prestidge, Head of Business Development - Defined Contribution Pensions and Benefits, Alexander Forbes Consultants and Actuaries

Benefits audit

• Understanding the cost of benefits and their value for your people
• Identifying cost savings and efficiencies
• Segmenting benefits to cut out the waste
• Uncovering communication black holes
• Getting fit for flex

Next steps

• Partnering - What to look for in a benefits provider
• Benefit implementation - What are the key stages?
• Technology - The range from simple to complex
• Implementation issues - Learning from past experience


F: EXECUTIVE PAY IN 2012 – GIVING REWARD MORE INFLUENCE, OR JUST MORE WORK?
Andrew Menhennet, Director, AM Reward Consulting

Boardroom pay has rarely been out of the news in 2012. Early in the year the government launched a consultation exercise on increasing shareholder engagement in executive pay. In June, Business Secretary Vince Cable announced the “most comprehensive and radical reform of the governance of directors’ pay in a decade, including the introduction of a new binding vote on company pay policy”. At the same time, the burden of reporting is set to become more onerous, as the government presses ahead with proposals for the disclosure of top non-Boardroom pay in addition to the existing requirements for Directors.

Meanwhile, we have already seen a number of high-profile shareholder revolts on executive pay this year. And in the public sector, moves are in afoot to implement many of the recommendations of the 2011 Hutton Fair Pay report, including the publication of pay multiples and the implementation of "earn-back" pay.

This interactive session will look at each of these developments, explore how effective the government’s twin strategy of stakeholder engagement and transparency will be in curbing perceived excesses in the area of executive pay, and ask what this all means for Reward.

2.30 BREAK FOR TEA

2.45 REWARDS IN CHALLENGING TIMES – THE GOLDEN RULES FOR GETTING IT RIGHT
Alan Gibbons, Managing Director, The Reward Practice

While many of us have struggled to set attractive reward strategies with very limited resources, the techniques used by both sales and customer-facing organisations have been quietly making progress and achieving results. What can we learn from these specialist practitioners, and how can we bring some of their success into the mainstream?

Alan suggests a number of sound, tried and tested techniques which can be deployed immediately to improve the impact made by reward and recognition programmes, and which we can be confident, will deliver results.

3.45 CLOSE OF CONFERENCE 

This year’s conference is sponsored by WorldatWork

WorldatWork, the Total Rewards Association, is a not-for-profit organisation providing education, conferences and research focused on global human resources issues including compensation, benefits, work-life and integrated total rewards to attract, motivate and retain a talented workforce. Founded in 1955, WorldatWork has nearly 30,000 members and professionals in more than 100 countries with training, certification, research, conferences and community. For more information visit www.worldatwork.org.

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