PROGRAMME

DAY 1: THURSDAY 2nd NOVEMBER 2017

8.30 REGISTRATION AND BREAKFAST

9.15 WELCOME AND INTRODUCTION

Chaired by Helen Murlis, independent consultant/executive coach

KEYNOTE ADDRESS

SOLVING THE PRODUCTIVITY PUZZLE THROUGH REWARD

Mark Thompson, Head of Reward Consulting, UK & Ireland, and Martin Palimeris, Managing Consultant, Korn Ferry Hay Group

UK productivity continues to lag behind major trading partners in countries such as the US, France and Germany. In this session, Korn Ferry consultants will explain the role reward can play in boosting engagement and therefore employee effectiveness. They will share some unique data from their vast global pay databases on the link between total reward and productivity, and share some specific client examples. With people continuing to be central to the future of work, this session will help you to see the direct correlation between the investment your company makes in people, and the outcomes your leaders seek to achieve.

POINT OF VIEW

THE AMAZING RENAISSANCE OF JOB EVALUATION: HOW A 20TH CENTURY MILLSTONE IS TRANSFORMING ITSELF INTO THE 21ST CENTURY’S MOST POWERFUL BUSINESS TOOL

Alan Gibbons, Director, The Reward Practice

In the United States, decades of slavishly following market pay (and its 50th percentile holy grail) have now given way to a strong desire for structure and stability, both aligned with good talent management practices. To remain competitive, they have little choice.

In Europe, traditional equity-based internal reward structures can no longer ignore the real world’s external pay market, characterised by a mobile, well-informed workforce who shun their parents’ virtues of loyalty and patience. A pedestrian, myopic approach to rewards will not cut it with those whom we must engage with and motivate.

We have been taught that we must try and bring these unlikely bedfellows together, but be honest, it never was a complete success. There is a lot at stake – we can no longer plod along as before – our total rewards structures must be sharp, current and compelling, delivered with panache. The next generation of job evaluation techniques blends work and worth in a way that has never been seen before, creating systems which work for all and are delivered at the right price.

This session will look at three recent case studies from the US, UK and Europe, showing how simple techniques to embrace both the market and internal equity can be applied. Alan will share tools which are easy to understand and which get the transformation done in weeks, not months or years.

Join Alan, a youthful veteran of over 300 job evaluation projects, on a journey of discovery. Empower your team to take ownership – no external help necessary.

RECOGNITION AND NON-CASH REWARD

REWARD OR RECOGNITION; GET IT RIGHT

Michael Rose, Director, Rewards Consulting

• Why is recognition so critical?
• How can you maximise impact?
• How does non-cash beat cash?
• How do you make it happen?

Whilst we often talk about ‘reward and recognition’, they are very different. If you get them confused, you will lose value. However, recognition programmes typically sit with the reward professionals, although this can be the worst thing to do. In this session, Michael will discuss these issues and show how recognition and non-cash reward can deliver much greater value to the organisation than cash types of reward.

LEVERAGING EMPLOYEE RECOGNITION AS AN ENGAGEMENT STRATEGY

Michael Levy, President, Online Rewards

In this interactive presentation, you will learn how meaningful employee recognition is being used as a catalyst for driving employee engagement. Best-places-to-work employers are utilising creative and inexpensive solutions to driving employee engagement, and are finding that recognition is one of the most effective ways to deliver results.

Attend the session to hear from industry thought leader, Michael Levy, who has been responsible for the planning and execution of over 400 enterprise reward and recognition programmes worldwide. His presentation will detail what separates sophisticated employee recognition strategies from the antiquated ‘catalogue and lapel-pin’ programmes of yesteryear.

Given that millennials represent almost the majority of employee populations, companies must move their recognition practices forward to encourage and embrace a multi-generational, diverse, and technology-infused population. Only then, can organisations leverage the enormous power of results-driven recognition. When the majority of employee surveys come back with, ‘I don't feel recognised’ there is a problem. But more importantly, a solution.

PANEL SESSION

• Michael Rose, Director, Rewards Consulting Limited
• Michael Levy, CEO, Online Rewards

12.30 to 1.30 LUNCH

CASE STUDIES

COUNTRYWIDE: IMPLEMENTING A COST-EFFECTIVE BENEFITS STRATEGY

Neil Goodwin, Reward Director, Countrywide Plc

Property services company, Countrywide, has devised a two-phase approach to developing and implementing a cost-effective benefits strategy over the past few years, including the introduction of an award-winning voluntary benefits scheme. Neil will discuss the challenges of aligning benefits with employees’ preferences and designing a benefits strategy fit for a diverse 11,000-strong workforce across more than 1,000 locations in the UK.

Countrywide has diversified and grown quickly in recent years from an estate agency into the largest full-service property organisation in the UK – the greatest proportion of its annual revenue now comes from services such as lettings and conveyancing rather than just sales. The company was listed, not for the first time, in 2013 and has grown aggressively through acquisition since – bringing challenges in terms of legacy terms and conditions and inconsistent reward and benefits.

AUTOMATING REWARD AND COMMISSIONS – TRY BEFORE YOU BUY

Shankar Swaminathan, Senior Director – Business Transformation, Skoruz Technologies

• Automating reward and commissions is hard
• Why do people do this?
• Skoruz Rewards powered by IBM SPM
• SPM journey of RhoneMa Malaysia
• About RhoneMa Malaysia
• Why it chose IBM SPM and Skoruz
• Key business benefits

LAIRD PLC: EMPLOYEE SHARE PURCHASE PLANS (ESPPs) – ARE THEY REALLY WORTH IT?

Tom Blake, VP, Corporate HR & Group Head of Reward, Laird Plc

• Why have an ESPP?
• Uptake and impact of the ESPP on driving an employee ownership mindset
• Evaluating the effectiveness of the ESPP on company culture

EXECUTIVE REMUNERATION

MANAGING A REMUNERATION COMMITTEE – THE PITFALLS AND SUCCESSES

Leigh Harrison Eintoft, Vice President, Group Compensation & Benefits, A.P. Møller-Maersk A/S

Boards and Remuneration Committees face a relentless scrutiny on their judgement and decision-making. Navigating these senior relationships therefore takes care and skill. In this session, Leigh will draw from her overall experience to give insights and practical tips on managing and influencing senior stakeholders. She will cover how to set yourself up for success by:

• Understanding the dynamics potentially at play within a board
• Working with external advisors/consultants
• Producing effective papers

FINANCIAL WELLBEING

THE LAST TABOO IN THE WORKPLACE

Monica Kalia, Co-founder and Chief Strategy Officer, Neyber

• Taking action: how to influence employees’ saving behaviour and support their financial wellbeing
• Impacts of poor financial wellbeing on employee engagement and productivity
• Educating your workforce throughout their working lives
• Aligning the financial wellbeing strategy with the existing business objectives

4.45 DRINKS RECEPTION

6.30 CLOSE OF DAY 1

DAY 2: FRIDAY 3rd NOVEMBER 2017

8.30 BREAKFAST

9.15 WELCOME

Chaired by Helen Murlis, independent consultant/executive coach

FUTURE REWARD

PAY (AND REWARD?) TRENDS AND ISSUES

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

• Context: the worst decade for 200 years?
• The broken links: between pay and productivity, pay and employment and pay and engagement
• Are pay awards too low? The evidence
• Remember skills-based pay?
• Total rewards, too much fluff?
• Financial wellbeing, the new total reward?
• Moving forward . . .

RE-THINKING REWARD FOR THE DIGITAL AGE

Daniel Hibbert, Independent Reward Consultant and Author

• Why reward needs to change
• A new model for thinking about reward
• Some practical ideas for making reward work better

FUTURE-FACING REWARD COMMUNICATIONS

Christopher Hopkins, Director and Lead Communication Consultant, Caburn Hope

Delivering real value from even the best reward strategy is dependent on an equally effective communication strategy. Now and moving forward there has never been a better opportunity or need for leveraging reward to inspire people to perform and to recognise that reward is a key element at the core of any organisational change. This session will showcase how many forward-thinking organisations are applying their reward communication strategy for the next few years.

This will include a presentation on communication strategy and implementation incorporating:

• Reward subject matter
• Audit and review
• Change
• Channels
• Data
• Engagement
• EVP
• Talent
• Five future-facing trends

The session will also include case studies from leading brands.

PANEL SESSION

• Daniel Hibbert, Independent Reward Consultant and Author
• Duncan Brown, Head of HR Consultancy, Institute for Employment Studies
• Christopher Hopkins, Director and Lead Communication Consultant, Caburn Hope

POINT OF VIEW

THE ROLE OF DATA AND BEHAVIOURAL SCIENCE IN REWARD

Vicki Badham, Director, Nimmer Partners

The increased application of data analytics and the interpretation of that data using behavioural science insights are both trends that reward teams can ill afford to ignore. So what is the impact of more sophisticated data analyses on reward and how can this data inform reward decisions? In addition, how can behavioural science help with the interpretation of data and gaining an understanding of employees’ reactions to reward?

Vicki’s presentation will explore both of these areas in detail using insights from the latest research, backed up with examples from her client work and will provide a practical summary of what reward teams need to know to be equipped to proactively respond to these two leading-edge trends.

12.35 to 1.30 LUNCH

GENDER PAY REPORTING

GENDER PAY GAPS – SO WHAT?

Jane Baalam, Director, Reward Risk Management and Luke Menzies, Director, Menzies Law

Behind both large and smaller gender pay gaps there lurk a multitude of both structural and legal risk management issues that employers need to address. Based on our extensive recent GPG/EPA/legal work with medium and large organisations, we will explore five key challenges for employers:

• Ineffective pay grading and structures
• Lack of transparency
• Lack of process – no job evaluation, no salary benchmarking, no follow-up overview of the outcomes
• Line managers’ lack of understanding of the outcomes of their decisions
• The knee jerk reaction

We will also emphasise why now is the time for every GPGR employer to hold an equal pay audit, outline how it’s done and show its ability to highlight areas of prime legal risk.

A TIME FOR CHANGE – DOING REWARD DIFFERENTLY

Paul Bissell, Founder and Director of Consulting, Strategic Reward Solutions

The implications of gender pay auditing will highlight inherent issues in the traditional approach to both pay and bonuses. Paul will examine what needs to change, why and how it might look in the future.

• Should you/can you, systemise your approach to pay?
• What are the issues?
• What are the wider implications of the changing face of rewards for the future?

PANEL SESSION

• Jane Baalam, Director, Reward Risk Management
• Luke Menzies, Director, Menzies Law
• Paul Bissell, Founder and Director of Consulting, Strategic Reward Solutions

3.30 CLOSE OF CONFERENCE