Start Date: 5/22/2024 8:00 AM CDT
End Date: 5/22/2024 4:00 PM CDT
Venue Name: The Lodge at Mauston
Location:
104 Lodge Lane
Organization Name:
Wisconsin Electric Cooperative Association
Contact:
ROOM BLOCK Location: The Lodge at MaustonRoom Block Name: WECAMAY Room Cut-Off: April 20, 2024Rate: $109.99+tax/nightLink to Online Reservations: The Lodge At Mauston Registration: 7:30 a.m.Program: 8 a.m.- 4 p.m.HR Professionals Workshop 1-3/4 Skill Builder Credits
Keep an eye out for a change-up in the format for this program in 2024. Teri Wallis will be presenting HR plan development and employee surveying. We will also be bringing in Debra Englund, the CEO from WECA Associate Member, HRExpertiseBP covering internal equity compensation. If time allows, we will build a short roundtable in.
Topics will include:
HR Plan Development
Understanding the importance of defining risk and risk tolerance for your organization
Conducting a self-audit of your HR Systems
Developing and implementing an HR Plan
Employing Surveying
The importance of knowing what your organization is willing to do with a survey
The pros and cons of surveys, focus groups, interviews, and skip-level discussions
Writing your own survey versus using survey resources
Structuring your follow-up so people know you used their input
Presenting a process and outcomes that employees trust
Internal Equity Compensation
Compensation theory has always included both internal and external equity as a foundation for ensuring appropriate pay within an organization. Over the years, organizations and HR folks decided it was “faster” and “easier” to just use market information alone to determine pay levels for jobs or to mirror raises after the negotiated contracts for union positions. Recently, compensation philosophy has moved back to the traditional design of setting pay based on both internal and external equity as charges of discrimination have expanded in the courts. The use of internal and external equity is more defensible in court and easier to ensure that discriminatory practices that may exist in the marketplace do not impact the pay practices within an organization. The point factor comparison method for internal job rankings alongside pay for performance is the best practice for ensuring internal equity within an organization. We will learn how compensation practices have changed over time and how the new effort to return to fundamental best practices is helping organizations ensure their pay is appropriate and defensible in today’s marketplace.
The HR Plan Development and Employee Surveying sessions will be held in person and are the kick-off sessions for our new HR Webinar Series (see HR Webinar Series listing).
