PROGRAMME

Chaired by Helen Murlis, Associate – Korn Ferry Hay Group and independent consultant/executive coach

DAY 1

8.30: REGISTRATION AND NETWORKING

9.15: WELCOME AND INTRODUCTION

9.20: FOCUS ON: INCENTIVES

Employee Incentive Plans

This session will review key features, recent developments, current trends and the factors underpinning success in:

• Profit/gain sharing plans
• Team-based financial reward
• Broad base share participation
• Employee shareholder shares
• Employee ownership trusts

Mark Childs, Managing Director, Total Reward Group

10.05: Are You Getting What You Are Paying For? Measuring the Effectiveness of Your Variable Pay Plan

The relationship between variable pay and performance is an important one, and one that most organisations struggle with. This presentation aims to give a better view on how to correlate the outgoing payments to the desired sales behaviour. The presentation should answer the following questions:

• How can I assess the business benefit versus cost as it relates to variable based pay?
• How can I measure the benefit of variable based pay?
• Am I driving the right behaviours?
• Once I can understand the above, how can I change plan design to deliver higher ROI?
• What else can I do to support the new approach?

Jon Clark, Director, Strategy Services, EMEA, OpenSymmetry

CASE STUDY 1: INTERNATIONAL PERSONAL FINANCE

Designing for Change

• The business drivers for changes in reward design and the new business target operating model
• The development of a coherent reward strategy and target incentives model
• The challenge of implementation and measuring success

Anna Fletcher, Group Senior Reward Manager, International Personal Finance

10.35: COFFEE & NETWORKING

10.55: FOCUS ON: WELL-BEING

The Role of Reward in Employee Well-being

Utilising the results of QCG's recent research into employee well-being practices and trends, Vicki will outline how employee well-being and reward are closely linked, beyond simply looking at benefit plans. In addition, her presentation will cover:

• Employee well-being programme drivers and practices
• The business advantages of focusing on employee well-being
• How employee well-being is measured
• What obstacles stand in the way of employee well-being
• What changes organisations are planning in relation to well-being

Vicki Badham, Head of Reward, QCG

11.40: FOCUS ON: PERFORMANCE MANAGEMENT

Performance Management for the Next Generation

Traditionally most performance management uses backward-looking metrics of what an employee delivered. It is purely a measure of what an individual has delivered on an annual basis. But to progress we need to be looking towards measuring the skills, abilities and behaviours that were employed to deliver against those objectives. Tom will look at some of the more difficult aspects of this idea, assessing how much an individual has developed these competencies over the course of the year – and then going to the next step in determining how to compensate for that utilisation and growth.

Tom Hellier, Head of Reward GB, Willis Towers Watson

12.25: LUNCH & NETWORKING

1.25: FOCUS ON: REWARD IN FAST GROWTH COMPANIES

Creating High Impact Reward in Fast Growth Businesses

Deborah shares her extensive experience of working with fast growth businesses to develop high impact reward programmes that deliver great results. Growing quickly whether through organic growth or acquisition presents a unique set of challenges for those responsible for people equity. Being one step ahead with organisational development and talent is key to the ongoing growth and success of the business as it goes through its various stages of growth journey. Key to that is:

• Your reward – understanding how to create competitive executive packages that are attractive in the earlier growth stages and remain so.
• Managing performance that develops your second level team to translate high level strategy into action.
• Motivation that continues the momentum long after the initial stages of fast growth and excitement are waning.

Deborah Rees, Director of Consulting, Innecto Reward Consulting

2.10: No Need to Compromise on Your Compensation Strategy

Happy people lead to better performance. But happiness doesn’t come from paying your employees more money. It comes from your people understanding:

• The company direction
• Their individual goals and how they reflects to the company direction
• How they are rewarded and recognised for achieving their goals and if it is fair

beqom’s total compensation platform provides this level of understanding to your employees and partners.

beqom speaker

CASE STUDY 2: TRAVIS PERKINS

Perfect Bonuses

• Consider the aspiration for the perfect bonus which exists in all our line manager's heads but reflect on the reality that there are too many variables for this to be achievable.
• Consider how we hold true to that aspiration by managing complexity within a framework which gives managers the bonus tools they crave in what feels to them a straightforward process.
• This in turn leads to a discussion of our requirements for a robust engine that manages a myriad of bonus plans with thousands of lines of results to deliver an intuitive tool to managers.

2.40: BREAK FOR TEA AND NETWORKING

3.00: FOCUS ON: MANAGING REWARD IN A GLOBAL BUSINESS

What Does a Reward Strategy for a Global Business Look Like?

What does great look like in overseeing a company’s global benefits spend? How can HR and benefits leaders make sense of the complexities of multi-country operations to create an aligned global benefits strategy? Long gone is the ill-fated attempt to standardise benefits design, due to local market proclivities, barriers and legislation, and in is the new order – governance, automation and engagement. In this session, Chris will share the shape of that new strategy based on many years of client experience, technology innovation and up-to-date data from global rewards research undertaken by Thomsons Online Benefits and client case studies.
Find out how you can:

• Manage the tension between global and local
• Move from standardised benefits design to achieving governance, automation and engagement
• Make the most of analytics: the data underpinning this new, definitive approach

Matthew Gregson, Consulting Director, Thomsons Online Benefits

3.45: FOCUS ON: EMPLOYEE ENGAGEMENT

Bridging the Employee Engagement Gap

Glenn will present his own practical vision for employee engagement – The Engagement Bridge™. His talk will look in depth at:

• His theory that building a lasting connection between your organisation and your people is the foundation of success.
• How technology is driving the need for employee engagement.
• The benefits of better connecting with employees – questioning how companies can create customer advocacy if they only have employee satisfaction.

Glenn Elliott, Founder and CEO, Reward Gateway

4.30: ARMSTRONG ON REINVENTING PERFORMANCE MANAGEMENT

Most organisations have performance management processes in one form or another, but these are often based on formal annual reviews, forced rankings and directly linked to pay decisions. These traditional approaches are often at the expense of ongoing, continuous feedback and focus on looking back at what has or has not been achieved rather than looking forward. Direct links to pay decisions avert attention from people development, and managers often get lost in the bureaucracy of complex forms rather than fully engaging with their people. Drawing on his new research project, Michael discusses how to build a culture of ongoing feedback and coaching and provides case studies of how this approach to building performance has been effective in organisations including Gap and Microsoft.

Michael Armstrong, Co-founder, E-reward

5.00: DRINKS RECEPTION – SPONSORED BY CURO

6.00: CLOSE OF DAY ONE

DAY 2:

8.30: NETWORKING

9.15: CASE STUDY 3: SIEMENS

Recognising Champions at Siemens

• How to bring together a large and varied landscape of recognition into one place
• How to make recognition live and thrive every day
• How a strong recognition culture supports the business
• Some lessons learnt

Amanda Bullough, Reward Consultant, Siemens plc

10.00 CASE STUDY 4: COOPERVISION

Post M&A Harmonisation of Pay and Benefits across 24 Countries

• An inside track case study of post M&A pay and benefits integration across geographies
• Getting started with the future in mind
• Key challenges and overcoming the hurdles
• Managing the balance of quick wins and longer-term solutions
• Making it happen

Martin Percival, HR Director – Europe & Emerging Markets, Commercial, CooperVision Inc., and Sylvia Doyle, Director, Reward First People Consulting

10.45: COFFEE & NETWORKING

11.15: Aligning Company Incentives with Corporate Objectives

Tom will outline how to build best-in-class incentive compensation strategies that drive the right employee behaviour to align with company goals.

Tom Castley, VP Xactly EMEA

CASE STUDY 5: INTERXION

Bringing Clarity to Incentives in Interxion

Interxion is a growing European data centre provider with presence in 11 countries. Luke will share details of how it implemented a butt compensation solution to motivate its sales teams and provide visibility of performance across the business.

Luke Smedley, Director of Process and Systems, Interxion

11.45: CASE STUDY 6: REWARD COMMUNICATIONS AT UNILEVER

SHARE in Our Future – Unilever’s Award-winning Communication Campaign for a Global Employee Share Plan Launch

Find out how Unilever, with the help of employee communications partner Caburn Hope, solved the challenges of communicating shares to employees – many of whom do not have any familiarity with equity and investments, do not speak English, or have work email addresses or computers.

When Unilever decided to roll-out its new global employee share plan, ‘SHARES’, to all employees that are not eligible to participate in executive equity plans, it was the first of its kind in Unilever’s history. A game-changer in terms of the requirement to design and launch a highly detailed, globally-consistent, communication strategy that spans 104 countries and over 50 languages. Prior to SHARES, Unilever equity plans were offered only to around 3,000 executives globally, representing less than 2% of the total employee population at Unilever. Now with SHARES, over 125,000 additional employees are offered the chance to become shareholders and share in Unilever’s future!

Christopher Hopkins, Director and Lead Communication Consultant, Caburn Hope, and Louise Sutton, Global Reward Manager, Unilever

12.30: The Future of Compensation Management Solutions

Ruth looks at the evolution of compensation management systems and considers what they may have to offer in the future with HR increasingly being asked to deliver a business outcome orientated approach. Solutions can no longer just automate spreadsheets but must help organisations extract the maximum value from their compensation data and optimisation of compensation spend. Ruth will explore how to utilise innovative compensation management technology to:

• Capacitate the reward function in its role as business enabler
• Visualise compensation data and provide real business insight
• Reward and incentivise key employees for performance that drives business results
• Compensate the workforce equitably based on clearly defined criteria and benchmarks to ensure employee engagement and minimise compliance risk.

1.00: LUNCH & NETWORKING

1.45: How New Technology and Apps are Driving Forward Employee Engagement

• Exploring the link between Happiness and Employee Engagement
• Creating an effective employee communications infrastructure at no cost
• How can I harness the power of new technology

David Walker, Chief Commercial Officer, Personal Group

2.15: FOCUS ON: THE REGULATORY ENVIRONMENT IMPACTING ON REWARD

The Rise and Rise of Regulation

Increasing amounts of regulation and guidance have been coming through this year which is impacting on UK reward outside of the boardroom. There are question marks over whether some of this is really addressing reward issues but nonetheless, reward have been given ownership. In this session Stuart will:

• Summarise some of the key regulatory changes this year – including pensions, gender pay, apprenticeship levy etc – and discuss the reward function's role in delivering them and how our willingness to take them on might influence perceptions around the role of reward.
• Look at the role of reward professionals and how they relate to the business and how the role of reward is expected to continue to evolve in the years ahead.

Stuart Hyland, Director – People Advisory Services, Ernst & Young

2.45: FOCUS ON: GENDER PAY REPORTING

Important, Undesirable or Irrelevant?

• What's coming/what will I need to report?
• Where did this come from, why is government doing this?
• What's the evidence that reporting has any impact on pay gaps? Featuring IES research for the EHRC
• What are the benefits for me/my organisation?
• What else should employers be doing?

Duncan Brown, Head of HR Consultancy, Institute for Employment Studies

3.30: CLOSE OF CONFERENCE