Registration opens March 23, 2020
Three topics will be covered in a 90 minute session, featuring mini-case studies to illustrate "lessons learned" and Q&A periods.
A brief introduction on key requirements to establish internal equity will be reviewed. That is: what things does an HR professional have to have, to have a foundation of equity?
This includes a high level overview of practices in job analysis/descriptions and job evaluation. These topics are of great interest to HR and business professionals as the time and investment into these areas is significant and often doesn't offer a lot of value. How often have you heard someone say: "I just really love to write job descriptions"?"
Once a foundation is established though: how can an organization also have a pay for performance culture and drive engagement and high performers to do more? This is the fundamental challenge of pay for performance programs: treating everyone the same, but treating everyone uniquely! We will have a deeper dive into what pay for performance can include, cultural challenge in the workplace and best practices in pay for performance program design.
Key learning objectives include:
- what a good foundation for equity looks like: job documentation and job evaluation
- what job evaluation is and how it should be used in multiple applications in an organization (i.e. pay equity, organization design, internal equity, career pathing )
- how pay for performance can drive employee engagement and key "prerequisites" for an organization to consider before implementing a pay for performance program