Podcasts about worldatwork

In this episode of the Wise Decision Maker Show, Dr. Gleb Tsipursky speaks to Scott Cawood, CEO of WorldAtWork, who talks about using Gen AI to slash costs.You can learn about WorldAtWork at https://worldatwork.org/

Live from Transform 2025! Sarah Reynolds (they/them) is a creative, award-winning marketing executive and advocate for diversity, equity, inclusion, and belonging (DEIB). A veteran of the HR software market, Sarah is currently Chief Marketing Officer at Hibob, where they bring their deep industry knowledge, passion for storytelling, and keen eye for performance insights to bear in scaling HiBob's global reach. Prior to joining HiBob, Sarah was Chief Marketing Officer at Udacity, Head of Commercial Marketing at APTC, and Vice President of Marketing at Salary.com. An openly non-binary executive, Sarah writes and speaks widely about diversity and inclusion, pay equity, the future of work, and the intersection of bias, ethics, and technology. They have contributed to Forbes, Campaign US, Yahoo Finance, Training Industry Magazine, and the Society for Human Resources blog, and frequently speak at live and virtual events hosted by the National Association of Manufacturers, the Manufacturing Leadership Council, the Manufacturing Institute, WorldatWork, SHRM, HR Dive, AICPA, and more. Learn more about HiBob: https://www.hibob.com/ Connect with Sarah: https://www.linkedin.com/in/sarahlizreynolds/ In this fantastic covo, we dig into: - The state of the TA landscape - How pay transparency supports recruitment and retention efforts - Strategies and technology that can help implement pay transparency policies - Addressing gender, racial, and other pay disparities through benchmarking And so much more! Live from Transform 2025, we're bringing you an exclusive podcast series packed with insights from some of the brightest minds in hiring, talent strategy, and workforce transformation! In this series, we've got incredible guests from Okta, Tubi, Edelman, Greenhouse, Findem, and more, sharing how top organizations are rethinking hiring, culture, and talent acquisition in today's fast-changing world. Greenhouse combines a structured, data-driven hiring approach with AI-embedded workflows that empower recruiters to focus on strategic, high-impact work. From sourcing top talent to personalizing the candidate experience, Greenhouse streamlines and optimizes the entire hiring process. This ensures that every hire is the right hire—eliminating bias, creating fairness, and helping teams make smarter, faster decisions. Over 7,500 companies, including HubSpot, Duolingo, and J.D. Power, trust Greenhouse to build better teams and turn talent into a strategic advantage. Want to learn how today's top companies are winning the talent game? Tune in now and visit Greenhouse.com to transform the way you hire. Thanks for listening. Please follow us on Instagram @NHPTalent and X @AdamJPosner. Visit www.thePOZcast.com for all episodes

Join Ruth Thomas, Chief Evangelist at PayScale, and her co-host Liz Sheffield as they recap their experience at the WorldatWork Total Rewards 2024 conference in Cincinnati, Ohio. This episode features in-depth discussions on the latest trends in reward and compensation, key takeaways from various sessions on AI, pay transparency, and personal reflections from industry professionals. Gain valuable insights on how to stay ahead in the ever-evolving landscape of compensation management.

In this episode of Comp & Coffee, Ruth Thomas discusses the upcoming WorldatWork Total Reward 2024 Conference. She is joined by Lexi Clarke, Chief People Officer at Payscale, and James Atkinson, VP of Data Products. They talk about the sessions they will be leading at the conference, including topics such as equipping people managers for effective pay conversations and the impact of AI on compensation. They also discuss the importance of continuous learning and networking at events like WorldatWork.  

Join us for an insightful discussion with Don Hubbartt, Head of Sales Compensation Center of Excellence at Siemens. Don shares his 17+ years of experience in driving strategic initiatives to optimize sales performance and accelerate organizational growth through effective sales compensation design and governance. Discover the key lessons learned in building a world-class global sales comp practice, including assessing organizational readiness, aligning leadership vision, and fostering a collaborative cross-functional community.

Vanessa Fujita é a primeira mulher do Brasil a ser certificada pela WorldatWork. Em novembro de 2021, conquistou a CCP (Certified Compensation Professional) e a GRP (Global Remuneration Professional), ferramentas exigidas no exterior para os profissionais de Remuneração — aqui, no Brasil, abrem muitas portas!Quais são as diferenças entre as duas certificações? De que forma garantem alto nível de detalhamento em Remuneração? E qual é a sensação de ser a primeira certificada brasileira?

Tune into an eye-opening episode of Transform Your Workplace as host Brandon Laws sits down with Scott Cawood, the CEO of WorldatWork. Their discussion revolves around the recent and profound shift from a production-based to a consumption-based economy. Scott sheds light on the implications of this transition and what this means for businesses, leaders, and employees. One thing's for sure — as the workplace undergoes this transformative evolution, it's clear that people are the linchpin to an organization's success. Listen in to learn how you can give your people a voice as valued stakeholders in your company.   TAKEAWAYS The world of work has shifted from a production-based model to a consumption-based one, where the focus is on the consumption of information, skills, and products. Employees should no longer be viewed as mere workers but as full human beings, and their engagement and well-being play a vital role in any organization's success. Communication and transparency are essential for helping employees navigate complex processes such as promotions, compensation, and rewards. CEOs aren't the only ones who want to leave a legacy; most people want to make an impact with their work. To enhance an organization's overall success, leaders must evaluate the equity of the employee experience and elevate employees to a higher level as stakeholders.   A QUICK GLIMPSE INTO OUR PODCAST 

Our conversation focuses on WorkatWork's just published 2023-2024 Salary Budget Survey, which organizations have come to rely on to design competitive compensation plans that attract and retain high-performing employees. Joining us are Liz Supinski, Director, Research & Insights at WorldatWork, and Michaela Leo, Head, Compensation & Benefits for Ipsen, a global specialty-driven biopharmaceutical group. We discuss the 1 or 2 most important takeaways, the most surprising findings, what listeners need to know about salary budget surveys in general, and what's in store for next year's survey.  https://worldatwork.org/resources/research/salary-budget-survey

Como alguém que leva a luz em seu nome, Danielle sempre procurou lidar com as situações desafiadoras de sua vida com otimismo e bom humor. Essa sua energia e a busca incansável pelo saber a ajudaram a romper paradigmas e alcançar voos cada vez mais altos.De uma infância difícil em Belford Roxo, na Baixada Fluminense, foi para a faculdade de Ciências da Computação e, 20 anos depois, realizou o sonho antigo de ser engenheira da computação. Agora, é mestranda da UFRJ (Universidade Federal do Rio de Janeiro) e quer colocar em prática, futuramente, o tema da sua dissertação: “A utilização da Lógica Fuzzy para retenção de capital humano”.Danielle Luz atualmente é Gerente Global de Remuneração em Operações de uma empresa de óleo e gás, a segunda mulher do Brasil a ter a certificação internacional Global Remuneration Professional da WorldAtWork. É a convidada deste 152º episódio do Quinto Dia Útil.

Summary:This past June at the WorldatWork Conference, Steve Brink, President and Chief Revenue Officer at uFlexRewards, and our very own David Turetsky led a presentation that focused on working with HR consultants. Sometimes, you're presented with an HR problem that needs to be solved much sooner than later—there's not time to hire and onboard a new team and you find yourself looking externally for help. With such a wide array of options, it's important to know what to expect and which questions to ask when looking to hire a consultant. In this episode, Steve and David talk about the “why”, “when”, and “how” of hiring and HR consultant to work with your company. Chapters:[0:00 - 5:15] IntroductionWelcome, Steve Brink and David Turetsky!Today's Topic: Why Hire an HR Consultant and What to Expect[5:16 - 16:58] Hiring a consultant to quickly address HR problemsIdentifying and working with a trusted advisorHow a consultant can help you see and avoid unintended consequences[16:59 - 33:55] Knowing if you're ready to start working with a consultantThe importance of gathering all of the relevant data, getting buy-in, and doing all of the homeworkCatalyzing internal motive and movement so actions can be taken with the consultant's dataHire for best fit—because hiring for price may not get the results you're looking for[33:56 - 52:55] How to embrace change, even if it may be difficultThe value of explaining “why” and letting the consultant help with communicating and educatingWhy you should engage early on parties who may be resistant[52:56 - 56:08] Final Thoughts & ClosingTips for working with consultantsThanks for listening!Quotes:“When you hire a consultant, the job isn't over for you. . . . You need to be prepared to actively work with them to get the job done.”“Sometimes you can use [consultants] to help educate a board, executives, managers or employees.”Contact:Steve's LinkedInDavid's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Summary:As Season five of HR Data Labs comes to a close, David and Dwight take a look back at its episodes, its guests, and some key takeaways. They revisit their predictions from last seasons and bring some new predictions for the future of HR (and AI?) to the table. Chapters:[0:00 - 5:53] IntroductionWelcome, …David and Dwight!Today's Topic: Season 5 Recap[5:54 - 14:53] Looking back at Season 5Revisiting episodes, topics, and common themesKey takeaways from Seasons 5[14:54 - 25:25] Looking forward to Season 6More conversations about DEIInterviews from SHRM, WorldatWork, and HR Tech[25:26 - 36:49] David and Dwight make predictions for the future of HRAI will continue to be integrated into our everyday lives, including HR process and technologyNew pay transparency legislation will be introduced for, or adopted in, 2024[36:50 - 38:15] Final Thoughts & ClosingLook forward to the show continuing to broaden its scope beyond HR data analytics!Thank you for 5 seasons; see you in Season 6!Quotes:“The fast forward that [ChatGPT] put companies like Microsoft into—we're gonna see some tangible changes to the [Human Resources] landscape, even within the next six months. I can't say exactly what those will be, but I do think that we're gonna start to feel it in our technology.”“All those states that are tangentially affected right now because they don't have [pay transparency] laws but their neighboring states do, I think they're gonna start to get on it and implement some pay transparency laws.”Contact:David's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris

Brett Christie, WorldatWork's Digital Content Manager and Strategist joins us to discuss an exciting new development – the eagerly awaited unveiling of a newly updated and expanded online resource for anyone in the total rewards and comp fields. Members (and non-members) now have easy access to every pay equity law, salary history ban law and pay transparency law for every state in the U.S. It includes an alphabetical search bar at the top that allows users to easily navigate to the state they are looking for. You can find it here: https://worldatwork.org/resources/tools. 

Nu Yang, editor of #evolve, WorldatWork's digital-only publication, discusses the stories she and her staff are working on, her vision for #evolve going forward, and a recent story that she wrote that's stirred up a lot of conversation, titled“Retaining and Developing Women Leaders in the Workplace."   

In episode 91, Coffey talks with Bill Langley about employers' support of employee financial wellness.They discuss what "employee financial wellness" means to employees and employers; the definition of financial capability; how financial matters affect employees' mental health and the workplace; how leaders can identify signs of financial stress; the evolution of financial health post-pandemic; how leaders can guarantee employees receive the financial education and resources they need; the pros and cons of same-day pay; and the key topics of a financial wellness training program.Good Morning, HR is brought to you by Imperative—premium background checks with fast and friendly service. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com. If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com. About our Guest:Bill Langley is Founder and Principal of QAR Financial, a national consulting firm which provides business turnaround support and employee financial wellness training for employers. Through corporate and non-profit collaborations, Bill facilitates emergency voluntary benefit loans with a social mission for employees. A career certified credit professional and accredited financial wellness educator, Bill's expertise focuses on financial capability and sustainability.Bill is a frequent CEU/PDH approved speaker for employers, government agencies and professional associations. He has also provided legislative testimony regarding the debt management and payday lending industry while receiving recognition from agencies within the Texas Workforce Commission, US Small Business Administration and NAACP. Previous notable conference speaking engagements, include Texas Total Rewards Conference, Federal Reserve Bank of Dallas, National Black Coalition of Federal Aviation Employees, International Concrete Saw and Drillers Association. Bill serves as a past chapter president for the Society of Human Resource Management (SHRM), He has also actively served in various board capacities at the chapter level for the Employee Assistance Professionals Association (EAPA), a member of WorldatWork, National Wellness Institute as well as other professional service organizations. Bill has served on the Advisory Committee for the Employer-Based Financial Wellness national research project led by the Brown School Center for Social Development at Washington University in St Louis and lead advisor for the United Way Metro Dallas Financial Wellness at Work initiative. He is a graduate of the University of Texas at Austin.Bill Langley can be reached at https://www.linkedin.com/in/blangley/https://www.QARFinancial.comAbout Mike Coffey:Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year. Additionally, Imperative has been named the Texas Association of Business' small business of the year and is accredited by the Professional Background Screening Association. Mike is a member of the Fort Worth chapter of the Entrepreneurs' Organization and volunteers with the SHRM Texas State Council.Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.Learning Objectives:1. Define financial wellness, and its effects on mental health and productivity.2. Identify signs of financial stress and how leaders can provide personal finance education and resources.3. Implement the key elements of a successful financial wellness training program.

We're joined by Sheetal Raut, Managing Director at WorldatWork India and Rahul Puri, Director of Business Development with WorldatWork India, to discuss the location's growth from its inception in 2021 and what's been driving it. We also discuss the adoption of total rewards in India, the impact of technology on benefits delivery and utilization, plus the demand for personalized benefits and sophisticated rewards solutions. Sheetal and Rahul also share several exciting initiatives they have on tap in the coming months. Check it out!

We're joined by the perfect person to demystify AI, machine learning and people analytics: Margret Bjarnadottir, Associate Professor of Management Science and Statistics, at the University of Maryland. Margret gives us a sneak preview of her forthcoming session at WorldatWork's Total Rewards show in San Diego this coming June: from the explosive growth in the use of people analytics tools to how to guard against machine learning bias. Fascinating stuff.  

In a leadership position, what you say matters… Not just some of the time, all of the time. One statement can have the power to completely change someone's day, week, month, year, or career. It is for this reason that any leadership position needs to be treated with the highest level of respect. On this episode, best-selling author and leadership coach Nils Vinje speaks with Patrick Mirza, Director of Content Marketing and Publications at WorldatWork. Patrick was on the receiving end of one statement that left him feeling discouraged and hollow. This conversation opened up a discussion about the importance of giving effective feedback. Podcast highlights: 0:16 - Patrick's background - Patrick explains his role at WorldatWork. 1:28 - Inclusive leadership - How does this play a role in receiving benefits at work? 4:25 - First leadership position - Patrick's first job out of college. 5:28 - Managing freelancers - What challenges did Patrick face while he was managing freelancers? 7:33 - In-house and freelancer overlap - How did Patrick's management with freelancers differ from managing a salaried team? 10:48 - Shielding freelancers from management - How was Patrick able to manage pressure from management? 17:21 - Freelancer vs. employee - How has Patrick's leadership evolved after these different experiences? 19:35 - You don't own the company - Patrick explains how one phrase from management discouraged him. 27:05 - Feedback using facts, not emotion - Patrick shares his thoughts on this philosophy. 34:00 - Patrick's advice to himself - What advice would Patrick give his younger self? Learn more about WorldatWork at https://worldatwork.org/ Learn more about your own leadership style at: https://www.b2bleadersacademy.com/ #Leadership #B2BLeadership #BusinessLeader This episode is brought to you by the B2B Leaders Academy The cost of not consistently developing your leadership skills is enormous. At the B2B Leaders Academy you can gain access to monthly leadership training and live coaching. Being a great leader isn't hard, you just need a guide and the right set of tools. Head on over to b2bleadersacademy.com and become the leader you have always wanted to be.

WorldatWork's Liz Supinski joins us to discuss the just-published 2022 Year in Review: Inventory of Total Rewards Programs and Practices. Liz shares the most significant changes from last year, findings that most surprised her, among other fascinating tidbits, trends and insights she and her crack team unearthed. Bonus chat on Liz's latest ambitious DIY project – not quite as impressive as the plane (yes, we said plane) that she and her husband built several years ago, but still, pretty pretty pretty impressive. 

Returning for a second year, Chris Lee shares insights from the 2023 Gallagher State of the Sector report. Tune in as he and IABC Executive Director Peter Finn discuss trends around belonging and culture, a results-only work environment, how communicators can retain their role as strategic partner and more. Want to hear more from Chris? Join him at the IABC World Conference in Toronto, 4-7 June, as he and Pinaki Kathiari (CEO, Local Wisdom) present “Why Does It Feel So Wrong to Be Human at Work?” Chris Lee is the vice president of communications for Gallagher's employee communication and employee experience practice in Canada and is an expert in building brands that stand out and achieve a purpose. He is a regular speaker at industry events, including IFEBP, HRPA, Conference Board of Canada, WorldatWork, CPBI, and InnovateWork. He will be a featured speaker at this year's IABC World Conference in Toronto. He's also written insightful pieces for Benefits Canada, Canadian HR Reporter, HR Director magazine, Plans & Trusts magazine, Benefits & Pensions Monitor. Lee is on the Board of Directors for IABC's Toronto chapter, and has also been on the Board of Directors for GTA Rewards Association and currently sits on an advisory board for IFEBP. LINKS *Episode* Referenced in this episode, Gallagher 2023 State of the Sector report: https://www.ajg.com/employeeexperience/state-of-the-sector-2023/ *IABC Social Media* https://twitter.com/iabc| https://www.linkedin.com/company/iabc/| https://www.facebook.com/IABCWorld | https://www.youtube.com/user/IABClive| https://www.instagram.com/iabcgram/ *IABC Websites* https://www.iabc.com/| https://catalyst.iabc.com/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/iabc/message

In this HRchat episode, we hear from Fermin Diez, Deputy CEO & Group Director at Sector Capability and Transformation Group about why now is an exciting time to be in HR and better ways to use your people data.  Dr. Fermin Diez has more than 35 years of experience in human resources, which includes consulting, corporate and academic roles in 40 countries in all continents. As a consultant, he has advised major multinationals, large local companies and public sector organizations at the Board and C-Suite levels. He has also managed the P&L in several geographical locations and businesses. As an HR leader, he has been the Regional Head of HR for two large MNCs in AsiaPac and in Latin America.  Questions for Fermin Include:Why are you passionate about moving HR forward? Why do you think now is the most exciting time in HR? Talk about the growth in the use of people dataBuilding on traditional HR skillsets: How does your 2019 book, Fundamentals of HR Analytics, make understanding and engaging with data analytics easier for professionals at all levels? More About Dr. Fermin Diez  Fermin is currently Deputy CEO and Group Head of Human Resources for Singapore's National Council for Social Service. He is also an Adjunct Professor at Singapore Management University and at Nanyang Technological University and is co-author of three books: ‘Human Capital and Global Business Strategy', ‘The Remuneration Handbook: International Edition' and ‘Fundamentals of HR Analytics'. He has taught WorldatWork courses for more than 20 years in the United States, Puerto Rico, Australia, the United Kingdom, Malaysia, India, Singapore, Indonesia and Hong Kong. Fermin has been named a Top HR influencer in Asia. He is a frequent speaker at regional and global forums on compensation, strategic HR, talent management and development, career planning, mergers and acquisitions from an HR perspective, building teams, global HR, education, public sector HR practices and HR analytics.   We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

WorldatWork is about to publish findings showing that employers continue to struggle with communicating internally and externally about their pay equity efforts. Nancy Romanyshyn, Director Pay Strategy and Partner Success with Syndio, joins us for a lively, informative discussion on what employers need to understand – and do – to better communicate their pay equity efforts. We also discuss the shock and awe that greeted her provocative presentation at WorldatWork's Rewards '22 Conference! 

A fascinating conversation with Liz Supinski, Director, Research & Insights at WorldatWork. Liz discusses how her background in I/O psychology and data science informs her research work, her plans to make WorldatWork's research reports more narrative-driven, helping TR professionals carry the conversation into their organizations…and a sneak preview on the research reports coming out this year and early next year. 

Summary:Jeremy Feinstein is the managing director at Empsight International, LLC, a Human Resource consulting firm that specializes in compensation consulting and helps companies make strategic decisions involving their employees. Jeremy primarily focuses on conducting compensation surveys in niche markets, both domestically and internationally. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, David and Kevin talk with Jeremy about the future of surveys. Chapters:[0:00 -2:36] Introduction•Welcome, Jeremy and Kevin!•Today's Topic: What is the future of surveys? [2:37 -9:27] Jeremy's perspective on surveys of the past•The challenges of surveying companies •How new job roles and titles have changed the makeup of compensation[9:28 -13:14] How today's surveys are created and used•Using custom data science software to recognize errors and problems in data•Why matching as much data as possible yields to more robust results[13:15 -21:43] The future of compensation surveys and data•Capturing total compensation in surveys•Leveraging AI to draw meaningful information from raw data[21:44 -22:24] Final Thoughts & Closing•Thanks for listening!Quotes:“The AI-modeled data and the crowdsource data are very useful for an individual just to understand what their value is when they're negotiating a compensation package with an employer is very valuable . . . I think there's always gonna be a role for salary surveys and the more they can automate it, the better.”“We're gonna have to go beyond just compensation and look at the total rewards package. Just drawing intelligence from all the different compensation data and deriving more analytics from it and providing data for decisions, more than just the raw data itself.”Contact:David Turetsky LinkedInKevin Plunkett LinkedInJeremy Feinstein LinkedInProduction by Affogato Media 

Summary:Marc McBrearty is the North American Practice Leader, Rewards Data & Software at Willis Towers Watson. His years working in the financial services industry helped him hone his skills in HR consulting, executive pay, broad-based employee compensation, and compensation software. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, Marc and Kevin talk about the past, present, and future of surveys. Chapters:[0:00 -2:56] Introduction•Welcome, Marc and Kevin!•Today's Topic: The Past, Present, and Future of Surveys[2:57 -9:03] Looking back at surveying of the past•Why surveys now last only weeks when they used to last months•HR needs more, good data to be part of the conversations that drive business[9:04 -30:19] Good data: why it's needed and how to validate it•What defines “good data”?•There's validity in having multiple data sources•How pay transparency affects all parties involved in recruitment[30:20 -39:19] The future of surveying•The importance of vendor-client partnerships for good, realtime data•The differences in needs and use cases for realtime data•Final Thoughts & Closing•Thanks for listening!Quotes:“That's where I see big improvements coming in the next three to five years: artificial intelligence; data science.”“I wonder: when somebody says, 'I want realtime data,' do they really want realtime data for their entire population, or do they want realtime data for data scientists?”Contact:David Turetsky LinkedInKevin Plunkett LinkedInMarc McBrearty LinkedInProduction by Affogato Media 

Belinda Roberts is the North America Survey Products Leader at Mercer. She's passionate about HR and has some experience-backed insights into compensation data, it's current state, and where it's heading. Kevin Plunkett is the VP of Partnership at Salary.com. He has 15+ years of human capital experience in high-growth technical organizations and he specializes in staffing consulting and business development. In this episode, we talk with Belinda and Kevin talk about the future of compensation data.Chapters: [0:00 - 2:16] Introduction• Welcome, Belinda and Kevin!• Today's Topic: The Future of Compensation Data[2:17 - 9:02] Survey data: its history and where is stands currently• Acquisition of survey data is still a very high friction process• Why realtime feedback was a significant innovation[9:03 - 21:05] How should we be blending traditional data sources and new data sources? • When certain data sources/sets benefit specific types of companies and employees• How pay transparency has evolved over the years[21:06 - 25:18] What's the future of compensation data?• Will we see a pivot toward skills-based pay?• Personalized pay and rewards for employees based on their needs[25:19 - 25:59] Final Thoughts & Closing•Thanks for listening!Quotes:“We need to question what competitiveness is. I think base salary is kind of table stakes, right? It's all [about] the other stuff that factors into how competitive is your job that you are trying to hire or retain people in.”“You mentioned pay transparency before— it's that transparency of the philosophy around how organizations pay. I think a lot of employees don't believe that their comp teams really know what they're doing, and I think that's because they just haven't been transparent.”

Summary:David Turetsky is a  passionate speaker and at this year's WorldatWork '22 conference, he gave a presentation titled, Talent Intelligence: The Evolution of People Analytics. For the first time in HR Data Labs history, we're showcasing a presentation that was given at a major conference! As you'll hear, the audience thoroughly enjoyed it, and we want to know your thoughts too. Consider giving us some feedback on our website because we would love to hear from you. In this episode, David talks about the evolution of people analytics. Chapters:[0:00 - 1:41] IntroductionThis episode was recorded live at WorldatWork '22!Talent Intelligence: The Evolution of People Analytics[1:42 - 15:54] How do we make decisions?Audience poll: “Describe how you make decisions in one word”Showing your work before making decisions[15:55 - 39:54] What is People Analytics? People analytics are insightsHelping managers understand the dataThe rise of AI and ML and how we interact with it[39:55 - 60:36] What is Talent Intelligence?Talent intelligence is knowledgeHelping managers make better decisionsWorking with clean data benefits people analytics[60:37 - 63:29] Q&A and ClosingQ&AThanks for listening!Quotes:“At the end of the day, what do I want to do for my managers? I don't want them to fail, I want them to make better decisions.”“Ask better questions. You have the data; you have the capability; it's there. You will deliver better insights, and you will hopefully get better decisions made.”Contact:LinkedInProduction by Affogato Media

Garry Straker has more than 20 years of experience providing total rewards consulting services to a diverse list of clients from a variety of industries including technology, logistics, higher education, non-profit, healthcare, public sector, and more. Garry's focuses on helping organizations achieve strategic goals by leveraging technology, data, and labor market insights to design sustainable, market-aligned total compensation plans. His expertise includes developing rewards programs that are appropriately aligned with workplace culture, and business priorities. Garry is an active member of WorldatWork and a board member of the Colonial Total Rewards Association. He is also a certified employee benefits specialist with fellowship status. He has been a presenter on human resources, compensation and benefits topics at national and regional conferences, including the WorldatWork Pay Equity Symposium, SHRM, CBIA, CUPA and SACUBO. In this episode, Garry Straker talks about sourcing and working with good sets of data. [0:00 -1:31] Introduction•Welcome, Garry!•Today's Topic: Sourcing and working with good data. [1:32 -6:58] What are the biggest issues with getting good data for pay equity analyses•Data is often incomplete•Incomplete data should not prevent organizations from doing pay equity analyses[6:59 -12:51] What are your thoughts on privacy laws concerning an organization's people data? •Why this may be just the beginning•What to do with an employee that may choose to opt out of HR processes•Helping employees understand how their data is being used[12:52 -13:29] Final Thoughts & Closing•Thanks for listening!Quotes:“I think organizations are going to have to develop processes and systems to be able to compile a more complete data. It's not going to happen overnight . . . If they're going to continue to do pay equity analyses credibly, they're going to have to make a commitment to obtaining that data all the time.”“I think US companies, and I think employers generally, are probably going to have to start helping employees understand how they're using their data.”

Pedro Martins é um incansável pesquisador e consultor desse mundo de RH. Suas recomendações e parcerias são valiosas.Se você ainda não sabe o que vai estudar esse ano, esse episódio é para você. A conversa está recheada de indicações de cursos e especializações, sob o olhar de diversos profissionais influenciadores do mercado de RH.Dave Ulrich, um dos principais nomes do RH do mundo, segundo a Harvard Business School;Michael McCallum, vice presidente global da WorldatWork, The Total Rewards Associaton (EUA);Anaor Carneiro Silva, diretor da Universidade Presbiteriana Mackenzie;Mario Ceitil, presidente da Associação Portuguesa de Gestão das Pessoas (APG);Guilherme Cavalieri, presidente da Associação Brasileira de Recursos Humanos – SP (ABRH-SP);Claudio Matrajt, CEO do Being1Group;Brett Moore, CEO da Radical Concepts;Ernesto Uscher, parceiro do Grupo RBL;José Roberto Ricken, presidente da Organização das Cooperativas do Estado do Paraná (Ocepar).

Mark McGraw, Managing Editor of both Workspan and #evolve, joins us to kick off the first Workspan Podcast -  what was once Work in Progress will now be divided into this and the #evolve podcast, each aligned with its respective namesake publication. Mark gives us a typically lively tour sneak peak of what's in the next several issues of Workspan: spoiler alert, lots of insightful articles on pay equity and DEI. One day you'll remember exactly where you were when you listened to the maiden Workspan pod...check it out!  

We close out a banner year of podcasts with Justin Hampton, the founder, and president of Compensation Tool (www.compensationtool.com) and a self-proclaimed “compensation nerd” who recently wrote a very interesting WorldatWork article on “Determining Compensation for a Distributed Workforce.” A timely and fascinating conversation,  with a look forward to what's ahead on WIP in 2022. Here's wishing all of our listeners a happy, healthful, podcast-filled new year!  

Mark McGraw, managing editor of both Workspan and #evolve, and WorldatWork's resident Stones fan (short for fanatic), gives us a sneak preview of Workspan's Global Advisory issue (out this November) and the challenges facing comp and rewards leaders around the world:  companies across Latin America developing female talent, the effect of employee recognition on employee engagement in Asia, initiatives companies in India have put in place since the pandemic that enable women to rejoin the workforce, etc. Plus a bonus chat on the modern scourge of self-proclaimed “influencers.”   

Sexto e último episódio da série sobre a Certificação GRP (Global Remuneration Professional), da WorldAtWork - que você pode tirar, no Brasil, por meio da Forhma! Desta vez, entrevistamos o professor dos módulos de Remuneração Internacional e Relatórios Financeiros Internacionais, André Bezerra.Nesse episódio, além de conversarmos sobre os módulos que o André ministra na certificação, tivemos o prazer de ter ele compartilhando suas experiências e vivências nos países pelos quais passou e com os quais teve contato, num papo super rico onde é possível inclusive ver paralelos entre o que ele vive como profissional de remuneração e o que ele ensina como professor.

Quinto episódio da série sobre a Certificação GRP (Global Remuneration Professional), da WorldAtWork - que você pode tirar, no Brasil, por meio da Forhma! Desta vez, entrevistamos a professora do módulo de Análise e Avaliação de Cargos, a Eliana Garcia Guglielmoni.Nesse bate papo leve e descontraído falamos de descrição de cargos, maneiras de abordagem junto aos tomadores de decisão, diferentes culturas de empresas e muito mais, confira!

Quarto episódio da série sobre a Certificação GRP (Global Remuneration Professional), da WorldAtWork - que você pode tirar, no Brasil, por meio da Forhma! Desta vez, entrevistamos a professora do módulo de Gestão da Remuneração Total, a Fernanda AbilelNesse papo, além de falar sobre o curso, sua estrutura e módulos, ouvimos também o ponto de vista dessa psicóloga que descobriu e se apaixonou pelo mundo da Remuneração e que hoje vem compartilhar suas experiências, muito conhecimento e reflexões.

Terceiro episódio da série sobre a Certificação GRP (Global Remuneration Professional), da WorldAtWork - que você pode tirar, no Brasil, por meio da Forhma! Desta vez, entrevistamos a professora do módulo de Comunicação Estratégica em Remuneração Total, a Natasha Bontempi.Batemos um papo sobre alguns pontos chave de uma comunicação efetiva com uma convidada competente e com muita bagagem. Passeamos sobre quais as formas e ferramentas dessa comunicação , além de outra reflexões importantes. A gente também ficou sabendo um pouco mais sobre a estrutura, módulos e metodologias da certificação que a Forhma oferece. Confira!

Segundo episódio da série sobre a Certificação GRP (Global Remuneration Professional), da WorldAtWork - que você pode tirar, no Brasil, por meio da Forhma! Desta vez, entrevistamos o professor do módulo de Remuneração Variável, o Rogério Pedace.Quer saber mais sobre a estrutura da Certificação e ainda acompanhar a visão de um profissional que passou pela área de tecnologia e viu sua evolução? Confira este bate-papo e conheça o escopo das aulas, tendências sobre o tema, erros mais comuns no mercado, futuro da Remuneração Variável e muito mais! #remuneracao #variavel #rh #worldatwork #forhma #globalremunerationprofessional

Neste primeiro episódio da série sobre a Certificação GRP (Global Remuneration Professional), da WorldAtWork - que você pode tirar, no Brasil, por meio da Forhma - entrevistamos o professor do módulo de Remuneração Fixa, o Carlos Siqueira. Quer saber como você pode se capacitar para integrar programas globais de remuneração? Confira este bate-papo e conheça o escopo das aulas, tendências sobre o tema, erros mais comuns no mercado, futuro da Remuneração Fixa e muito mais! #remuneracao #salario #rh #worldatwork #forhma #globalremunerationprofessional

The goal of executive compensation should be to motivate the right behaviors that lead to value creation for shareholders – unfortunately, this is all-too-often not the case. Gregory Milano, Chief Executive Officer and Managing Partner of the consulting firm Fortuna, provides a sneak preview of his presentation at WorldatWork's TR show in October: Incentives Proven to Drive Shareholder Return. Includes a very interesting exchange on “ownership culture.” 

Mark McGraw, Managing Editor of WorldatWork's Workspan, gives us a sneak preview of its tech-focused Q3 content. Then professor and management consultant Scott Behson discusses his new book, The Whole-Person Workplace, which is about supporting employees as “whole people,” offering actionable advice on how to do this, and why it's the key to sustainable business success. We also ask whether working from home, where the line between work/life is increasingly fine, presents the opposite problem: unavoidably involving more of your whole person than is good for you and/or business.     

This is the maiden NSFW podcast, in which I first discuss the reasons for launching it: to get you to read my NSFW column in WorldatWork's Workspan and #evolve, in addition to the other great content there….and to offer a handy alternative for those who prefer listening to reading. I then go on to discuss recognition: why some people don't need it, don't want it, and would prefer that you keep your public displays of affirmation to yourself. Thanks for listening! For the full column, visit https://zurl.co/Rbdu 

Daniel Stewart, Axtria's Director of Commercial Excellence, provides a sneak preview of his presentation at WorldatWork's Spotlight on Sales Comp Conference in Chicago (August 23-25): designing balanced sales compensation programs that satisfy the needs of local markets while adhering to corporate expectations and compensation best practices. Bonus chat on the challenges of learning a new skill – chess – as an adult. 

Chris Moodhe, WorldatWork’s Director of Research and Insights, discusses two of his recent research projects that have gotten quite a lot of attention – on COVID and its impact on the workforce, and on People Analytics. Inspired by Chris, we also discuss creative job titles.

The 100th Show! At approx 45 min. each, it equates to 75 hrs., or more than three whole days of listening to us talk! Joining us to mark the milestone is WorldatWork’s CEO/Pres Scott Cawood to discuss the "New Work Exchange" and comedian/impressionist Rob Magnotti, who brings special guests Pacino, DeNiro, Cage, Walken, among others, to the proceedings.

Hear a unique perspective about executives who are perceived as abrasive and who sometimes get called names like bully and jerk. Today's podcast is a recording of an interview Jordan did on WorldatWork's Work in Progress podcast several months ago. The hosts, Charles Epstein and Tom Alexander asked really good questions and we had a very deep conversation.  There is some (not much) explicit language in the conversation.  In this episode, Jordan, Tom, and Charles discuss: Most authors and speakers call executives who are experienced as abrasive demeaning names like bully and jerk because they want them to be more respectful. (Ironic?) No-BS is intended to be a respectful description of these leaders. Most No-BS leaders have a “warrior spirit” which is critical for success in our VUCA environment.   There are four types of NO-BS Executive: Warrior, Scientist, Abrasive, and Bully. Key Takeaways: Most No-BS executives do not want to hurt people.  The national, regional, ethnic, racial and family culture of the listener is one of the key factors in whether an executive is experienced as respectful or disrespectful. For many, their self-esteem is tied to some combination of winning, achieving and serving.   Many results driven executives believe the pressure they get to change their style is politically correct BS.  They are successful if they can find an authentic reason to change.    Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com    We appreciate WorldatWork for permission to use this interview on the Workplace Warrior podcast. To access their podcasts go to: https://www.worldatwork.org/resources/podcasts/index      About Tom Alexander: Tom from WorldatWork's Work In Progress grew up in his family's cinema business. This early exposure to film and music served as the inspiration for a career that included screenwriting and composing music for radio, TV, film and his own bands. Tom is also a voiceover artist and Silver Microphone Award-winning broadcaster in the areas of sports, comedy, entertainment and jazz.   Podcast: https://podcasts.apple.com/us/podcast/worldatworks-work-in-progress/id1459149715 Email: tom@alexanderproductions.com About Charles Epstein: Charles from WorldatWork's Work In Progress is a humorist (NSFW columnist, formerly a Huffington Post satire columnist) and business communications specialist (founder and President of BackBone, Inc., a marketing and public relations firm specializing in technology and workforce management). He has also developed a number of employee engagement and communications platforms, including PEAQuest (“immersive” health and wellness assessments), Weekender (moves wellness to the weekends) and mBARC (a business mobility and Duty of Care platform).   Podcast: https://podcasts.apple.com/us/podcast/worldatworks-work-in-progress/id1459149715 Email: che@backboneinc.com Connect with Jordan:   Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com  Website: www.workplacewarriorinc.com Twitter: https://twitter.com/jordangoldrich1 Facebook: https://www.facebook.com/jordan.goldrich Instagram: https://www.instagram.com/jordangoldrich/ LinkedIn: https://www.linkedin.com/in/jgoldrich/  

O André Bezerra trabalha com Total Rewards & Policy, na Qatar Petroleum. Ele compartilhou com a gente sua trajetória em Remuneração e contou como os cursos da WorldatWork o ajudaram a se destacar e assumir desafios fora do país. O bate-papo foi super descontraído, cheio de insights e histórias curiosas sobre a vida em Doha, no Catar. ​#remuneracao #carreirainternacional #rh

Kerrian Fournier, CEO of Vybrante Ventures, has 25+ years of experience on Wall Street, Strategy/Risk Consulting and Technology firms.   We discuss: The big title, the big office, the big compensation, and the big ego [02:07] When it’s meant to disrupt yourself [04:50] Definitely not a long walk in the park [12:16] What you don’t know you don’t know [14:30] Rethinking what a productive work model looks like [17:22] What’s the worst that could happen? [19:03] The four-box approach for hard and high-impact decisions [21:36] The mindset that will [not] help you open up a beach bar [23:02] She is a certified Executive Coach through iPEC, one of the preeminent coaching certification programs, and is passionate about unleashing everyone’s highest selves whether you’re an aspiring leader or the CEO of a Fortune 250 company. She is a sought after speaker on topics of team effectiveness, innovation, and building vibrant corporate cultures. Kerrian has spoken at WorldatWork, Center for Effective Organizations, Marsh & McLennan Inc., Bank of America and Symbol Technologies. Learn more about Kerrian at https://vybrante.com/ (https://vybrante.com/) and https://www.linkedin.com/in/kerrian-fournier/ (LinkedIn). Brief Description of Gift A complimentary 15-minute Laser Coaching session to help you reframe any aspect of your career and/or business you are frustrated with or stressed out about URL for free gift https://calendly.com/kerrian-vybrante/15-minute-laser-coaching-session (https://calendly.com/kerrian-vybrante/15-minute-laser-coaching-session)

Sandrine Bardot, head of a boutique compensation & benefits training and consulting company, joins us from the City of Lights to take us on a tour of the global total rewards landscape – from Nepal to Namibia and points in between. Bonus chat on where we’d like to go when the coast is clear for travel.

We thought a blooper reel might be more reflective of the year passed, but decided to go out on a more upbeat note by compiling excerpts from just a handful of the many great conversations we had. Thanks again to the WorldatWork team for their support, and to you for listening...here's to a new year of health, happiness and more podcasts.

Kerrian Bard Fournier is the CEO & Founder of Vybrante Ventures, a professional services company dedicated to unlocking the highest level of performance for innovative companies, teams and professionals by igniting their vibrancy and innovation. Kerrian has 25+ years of experience in the corporate world on Wall Street, Strategy/Risk Consulting and Technology firms. She is certified as an Executive Coach through iPEC, one of the preeminent coaching certification programs. She is passionate about unleashing everyone's highest selves whether you're an aspiring leader or the CEO of a Fortune 250 company. She is also a sought after speaker on the topics of team effectiveness, human capital, innovation, and building a vibrant corporate culture. She has spoken at WorldatWork, Center for Effective Organizations at USC, March & McLennan Inc., Mercer, Bank of America, Merrill Lynch, Symbol Technologies, and Deutsche Bank. Kerrian splits her time between NYC and Long Island and is a divorced mother to a #thefutureisfemale 15-yr old daughter Isabella. Kerrian joins Mitch on the podcast to talk about her company and the advice and guidance she brings to business owners and executives, especially when it comes to decision-making during the pandemic.  You can also watch the video of their discussion on our YouTube Channel. Digital Assets: Website: www.vybrante.com Instagram: www.instagram.com/vybrante_ventures Facebook: www.facebook.com/vybrante LinkedIn: https://www.linkedin.com/in/kerrian-fournier/ For general more information about the podcast, send an email to info@beinhakerlaw.com To follow Mitch and the podcast, go to linktr.ee/beinhakerlaw. You can subscribe and listen to episodes on Apple Podcasts, Google Podcasts, Amazon Music and most other directories. Please review us whenever possible and thanks for your continued support! Sponsorships and paid guest appearances are available. Connect with us by email or on social media. The Accidental Entrepreneur is brought to you by Beinhaker Law, a boutique business & estates legal practice in Clark, NJ. To learn about outside general counsel services and how to better protect your business, visit https://beinhakerlaw.com/fractional-gen-counsel/ Please support our affiliate sponsors (https://beinhakerlaw.com/podcast-affiliates/). Also be sure to visit our new podcast store (https://beinhakerlaw.com/podcast-store/) to purchase affiliate services, guest merchandise and even podcast merchandise.  Yes, we have merch! Nowsite Marketing. Bring your digital marketing to a new level with their propriety 3-click system driven by AI. Digital Accelerant - the digital business card that generates leads. Get a custom branded digital card with information and links to all your social media, email and other information. Text LAW to 21000 to connect with us and request more details. Fetch Internet. Fetch is an app that creates a secure and high-speed mobile internet connection for laptops and desktop computers. Printify - the on-demand print shop to create your own merchandise without cost or the need to house inventory. The Accidental Entrepreneur is a trademark of Mitchell C. Beinhaker. Copyright 2018-2020. All rights reserved.

The pandemic came to the fore while CUES and Industry Insights were fielding this year’s compensation and salary surveys. But fortunately, great data was still collected that can form an excellent foundation for credit unions making decisions about executive compensation and staff salaries.“It provides us a great base for moving forward, for understanding the true impact of COVID, says Michael Becher, vice president of Industry Insights, CUES' partner in producing CUES Executive Compensation Survey and the CUES Employee Salary Survey. “This data is very, very relevant” and can support decision-making about pay levels now and after the COVID-19 pandemic.Becher says the increases in pay for staff and executives highlighted by the CUES surveys are bigger than those reported across all industries in the U.S. WorldatWork has reported increases for staff and executives of 3% to 3.3% for the last few years. “CU increases have been more in the 5% to 8% range,” he adds. CUES Executive Compensation Survey reports increases on all of the 22 positions it covers, including increases in base salary, bonuses and total compensation.“It shows the strength of the credit union and financial services industry,” Becher says, “ … and it’s just a nice thing if you’re in the credit union space.”During the show, which is supported by a commercial from CUES Supplier member Harland Clarke, Becher also describes how the CUES survey has been looking at the pay situation for women since 2018. The survey finds that 47% of credit unions with less than a billion dollars in assets employ a female CEO compared with 39% of credit unions with more than a billion dollars in assets. Not surprisingly, the pay for CEOs at smaller credit unions is typically lower than the pay for CEOs at larger credit unions. Becher also says eight positions covered by the survey have a higher rate of women: HR executive, chief member solutions officer, marketing executive, retail branch executive, compliance exec, chief operations officer, regional branch management executive and chief operating officer. “We’re still pretty early in collecting this type of information,” Becher says. “We’re looking forward to continuing to collect this information.”Laura Lynch, products and services manager at CUES, says in the show that the surveys provide important data to help credit unions see if they’re competitive with their peers. Only with the data can they choose to pay executives and employees at a particular level, whether that’s at market, above market or below market. “A lot that goes into compensation package and the data is an important part of that,” Lynch says. “We’ve been known for providing that competitive data for many years. “There are lots of tools where they can create that peer group,” she adds, referring to the reporting tools included with both surveys that allow credit unions to “slice and dice” the data to help them make decisions.Links for this episode:Michael Becher at Industry InsightsCUES Executive Compensation SurveyCUES Employee Salary SurveyCommercial sponsor: CUES Supplier member Harland Clarke2019 compensation podcast

We speak with Cere Netters, WorldatWork’s Director of Events, about the nine week Total Resilience 2020 conference - the challenge of going virtual, the highlights, what's in store going forward.

Alicia Scott-Wears, WorldatWork’s Director of Total Rewards Content, helps us get over canceling our trip to Minneapolis and tour of Paisley Park by highlighting all the fun events on tap for Total Resilience 2020, WorldatWork’s virtual conference.

Neste episódio, conversamos com o Carlos Silva, Diretor Executivo na Forhma, parceira da WorldatWork Global, sobre a vinda da associação para o Brasil, a conferência de Remuneração (que acontece de 8 de julho a 9 de setembro, online) e os desafios do profissional de RH.

A critical review of Zoom and Skype rooms (aka, virtual voyeurism). WorldatWork’s VP of Content Strategy, Marta Turba, joins us to discuss trends in Total Rewards and shares what it’s like living in the great outdoors off Lake Michigan.

When you can relate to a person so much in just a short space of time the energy and vibration you share is contagious.   Talking to Kerrian Fournier, this is exactly what happened.   Defying all odds of a debilitating and undiagnosed illness, Kerrian pulled together all her energy, focused on the woo woo mindset and started to rebuild her life, created a global business and is now impacting thousands of people.                 Kerrian Bard Fournier is the CEO & Founder of Vybrante Ventures, a professional services company dedicated to unlocking the highest level of performance for innovative companies, teams and professionals by igniting their vibrancy and innovation. Kerrian has 25+ years of experience in the corporate world on Wall Street, Strategy/Risk Consulting and Technology firms. She is certified as an Executive Coach through iPEC, one of the preeminent coaching certification programs. She is passionate about unleashing everyone’s highest selves whether you’re an aspiring leader or the CEO of a Fortune 250 company. She is also a sought after speaker on the topics of team effectiveness, human capital, innovation, and building a vibrant corporate culture. She has spoken at WorldatWork, Center for Effective Organizations at USC, March & McLennan Inc., Mercer, Bank of America, Merrill Lynch, Symbol Technologies, and Deutsche Bank.     Kerrian splits her time between NYC and Long Island and mom to a #thefutureisfemale 14-yr old daughter Isabella.        You can follow Kerrian here: UNLOCKING YOUR HIGHEST POTENTIAL WEBSITE: https://vybrante.com/ INSTAGRAM: https://www.instagram.com/kerrianfournier/ FACEBOOK: https://www.facebook.com/vybrante/  LINKEDIN: https://www.linkedin.com/in/kerrian-fournier/    

What happens when a Rollbot (a robot dispenser of Charmin) meets a robotic cat meets and a “hypebot” happens by? We don’t know because we didn’t go to CES either, but that doesn’t stop us from imagining it. Alicia Scott-Wears, WorldatWork’s new Director of Total Rewards Content joins us to discuss everything from her passion for roller derby to…total rewards.

Tom and Charles discuss the dubious credentials of colleagues past and present. Guests Scott Cawood, CEO of WorldatWork and Amy Dufrane, CEO of the HR Certification Institute (or HRCI) talk about the evolution and future of certification in the HR field.

Tom and Charles debate the merits of bringing your pooch to work. Dan Cafaro, Workspan’s Editor in Chief, joins us to discuss what they’re covering in upcoming issues, and Miami Heat broadcaster Jason Jackson discusses the organization’s tight-knit, “championship” culture.

Part 1 of Work in Progress live onsite, on tape at Total Rewards 2019, from Orlando, FL. Hosts Tom Alexander and Charles Epstein welcomed Chris "Bash" Bashinelli, host of Bridge the Gap on PBS and the National Geographic Channel, who kicked things off with his keynote. Bash was joined by the “resplendent” Scott Cawood, WorldatWork’s CEO. Part 1 of our two part podcast closed with Amy DeVylder, and John Bremen from Willis Towers Watson who discussed modernizing total rewards.

Tom and Charles discuss fake productivity. They visit with Susan Brown, Senior Director, Compensation with Siemens, whose side interests include solving puzzles and getting out of escape rooms. They then speak with Anne Jenkins, principal science writer on the Hubble Space Telescope Project, who talks about making her way as a woman at NASA and in the hard sciences. She also touches on some of the amazing discoveries we've made as we peer deeper and deeper into space.

Tom and Charles pay homage to Joe Frank, a legendary radio monologuist whose original show was called, not coincidentally, Work in Progress. Interviews with WorldatWork's CEO Scott Cawood, martial artist and fashion risk-taker, and actor Phil Morris, best known as "Jackie Chiles" in Seinfeld, who discusses what it's like being on the set with Larry and Jerry.

Workers value sense of community in the workplace About half (47 percent) of part- or full-time employees value a community atmosphere in the place where they work, according to a new  survey (https://clutch.co/hr/resources/future-of-work-how-workspaces-meet-worker-needs)  by Clutch, a B2B research, ratings and reviews company. The number increases to 55 percent for millennial workers aged 18-34. These findings suggest that workspaces, including traditional offices, coworking spaces, coffee shops, and other public work areas, benefit from finding ways to bring their young employees together. While Generation X and baby boomers also value community, they don’t prioritize it at the same level as their younger coworkers. This is likely because millennials are the first generation to grow up with the internet, says Laurel Cummings, a makerspace researcher and member of Building Momentum, a science and engineering consulting company. Cummings says that the internet is a connective tool that allows people to create projects of previously unimaginable scale and reach. “The internet has brought this idea of multi-disciplinary work to a whole new level.” Kfir Shaked, senior architect lead at WeWork, a coworking network, agrees that making workspaces that encourage community-building interactions, such as stopping to chat, collaborating on projects, or teaching new skills, is key. “When designing the community spaces, I’m thinking about these spontaneous conversations that might happen,” Shaked said. Putting community building at the forefront of workspace design is critical. The top quality that employees want in their physical surroundings is a pleasant, comfortable workspace. More than 3 out of 5 office workers (61 percent) want their workspaces to look and feel good. When workers have access to space they find agreeable and cozy, they’re able to concentrate better and think more positively about the work they do. Source: Clutch. Short-term incentives no longer just for executives Short-term, cash incentives continue to dominate the incentive-pay landscape at both private companies and nonprofit/government organizations according to research released on May 8 by WorldatWork in partnership with Vivient Consulting. “Spending on short-term incentives (STIs) increased modestly at private companies from 2015 to 2017, which reflects the tight labor market and competition for talent,” said Bonnie Schindler, partner and co-founder of Vivient Consulting. On the nonprofit side: “U.S. nonprofit organizations continue to make significant use of short-term cash incentives to motivate and reward employees. Long-term incentive (LTI) use is still a little-used compensation element, but prevalence increased modestly in 2017 and may signal an emerging trend,” Schindler said. As for private companies, the  research (https://www.worldatwork.org/docs/surveys/Survey%20Brief%20-%202017%20Incentive%20Pay%20Practices-%20Privately%20Held%20Compaies.pdf?language_id=1)  reveals: Spending on STIs increased to 6 percent of operating profit at median, from 5 percent in prior years. The prevalence of exempt, salaried employees and nonexempt (salaried or hourly) employees included in annual incentive plans increased in 2017. The biggest jump occurred for nonexempt employees. Approximately two-thirds of nonexempt employees are eligible for annual incentives, up from half in 2015. The majority of respondents consider their annual incentive plans to be only moderately effective, with plan communication, the level of discretion, goal setting and the risk-reward trade-off noted as areas for improvement. And non-profit/government  findings (https://www.worldatwork.org/docs/surveys/Survey%20Brief-%202017%20Incentive%20Pay%20Practices-%20Nonprofit%20and%20Government%20Companies.pdf?language_id=1)  reveal: Nonprofit and government organizations favor simplicity by...

Dr Jonathan Trevor is to chair a major summit on what he calls the 'thorny and perennial issue' of reward at work. The day-long conference is being hosted jointly by Cambridge Judge Business School and America's WorldatWork, the association for HR professionals. Titled 'The Future of Reward: Strategies for a Hyper-competitive World', the summit aims to attract broad interest with a guest-speaker programme that includes policy-makers, practitioners and academics.