marcusevans-human-resources

Corporate Learning & Talent Development Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Unleashing the Potential for Powerful Business Results

Pat Weger and Donna Stoneham of Integral Intelligence, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on leadership development.

Interview with: Pat Weger and Donna Stoneham, Co-Founders, Integral Intelligence®

FOR IMMEDIATE RELEASE

Many leaders do not realize they have an untapped reservoir of intelligence that, when developed, can yield powerful results, say Pat Weger and Donna Stoneham, Co-Founders of Integral Intelligence. Using an integral approach in leadership development, leaders can use their full capabilities to bring out the best in themselves and unleash the potential in their teams and organizations.

Integral Intelligence is a solution provider at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24.

What is Integral Intelligence®?

Donna Stoneham: When it comes to business, we have tended to believe that being smart is sufficient to produce sustained, exceptional performance. More recently in leadership theory, Daniel Goleman’s work in emotional intelligence (EQ) demonstrates EQ is just as important as IQ when it comes to exceptional leadership. But cognitive and emotional intelligence are still not enough for leaders to create exceptional business results through their people. Three other dimensions of intelligence must be brought into play: somatic – wisdom of the body; relational – wisdom of engagement; and spiritual – wisdom of connection.

Pat Weger: For example, when a leader taps into somatic intelligence, it is transformational. Using the intelligence of the body to notice how behavioral patterns are triggered is powerful information. Most leaders do not take this into consideration, but when they develop this awareness, they appreciate the difference it makes in how they manage their emotions and relate to others. One leader found that a focus on his body helped him learn to bring his team along with him, rather than riding roughshod over their input and coming to the answers himself. He described his body trigger as, “feeling his blood rush” and came to know that when this began to happen he needed to slow down and focus on his team.

When leaders are able to balance all dimensions of Integral Intelligence, what qualities are they able to develop?

Donna Stoneham: When leaders release the unrealized potential of Integral Intelligence, a whole new arena of capability opens for them and their teams. Leaders become more authentic and present, developing trust, unleashing creativity, and cultivating a climate of innovation. They also develop resilience that helps them bounce back faster in the face of rapid change and escalating work demands.

Pat Weger: Leaders demonstrate greater courage and vision, helping them lead their organizations further and faster. They are able to ask powerful, generative questions that bring out the best thinking from everyone. They become integral leaders with deep self insight, capable of using all dimensions of intelligence to inform how they respond in every moment and interaction.

Why is it important for leaders to develop deep levels of self-insight?

Pat Weger: Once leaders recognize their patterns and habitual ways of responding, they are able to choose more appropriate responses in any given situation. We call this self-correcting behavior. Deep self-insight allows them to match their intentions to attaining the best possible results for the business.

Donna Stoneham: The more self-aware we are, the more effective we are in our interactions. This channels all of the energy in a positive direction for the business, resulting in a corporate culture where people contribute their best and thrive.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

This unique forum will take place at the Château Élan Winery & Resort, Braselton, Georgia, April 22-24, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on multi-dimensional ways in delivering business results, e-learning and succession planning.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Integral Intelligence®

Integral Intelligence® is a transformational approach to executive coaching and leadership development that unleashes the best in leaders and their teams. We create powerful, sustainable business results by helping leaders bridge the gap between what they do and how they do it. Using all the dimensions of Integral Intelligence significantly expands the capacity and capability of leaders and their organizations.

www.integraliq.com

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-on-one business meetings. For more information, please visit www.marcusevans.com

Corporate Learning & Talent Development Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

HR’s Role in Helping the Business Evolve

Jenn Crenshaw, the Chairperson of the marcus evans Corporate Learning & Talent Development Summit 2012, on continuously evolving and improving the business.

Interview with: Jenn Crenshaw, MS, SPHR, Vice President, Human Resources, Burger King Corporation

FOR IMMEDIATE RELEASE

Chief Learning Officers (CLOs) and Human Resources (HR) directors must continually challenge the business to do better, even if it means battling against what has always been done, no matter how successful, says Jenn Crenshaw, MS, SPHR, Vice President, Human Resources, Burger King Corporation.

The Chairperson of the marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24, Crenshaw talks about talent management and continuous improvement.

Why should even successful organizations continuously evolve?

The quick service restaurant industry is extremely competitive, to stay relevant, we must continuously evolve. It is not that who we were in the past was bad or wrong, but we must accept that our customer base is changing. They expect more and we have to challenge our front line to deliver.

What role do CLOs and HR directors play in that?

It starts with defining the talent selection strategy. It is critical for HR to know the business well, where the gaps are, and bring in and develop the existing talent to move the business forward.

They should not necessarily focus on the developed skill set that people have, but their competencies. The soft skills that are not as quickly or easily taught as technical skills. We can teach someone how to operate a restaurant, but not how to become a great leader in a short period of time. Hire for soft skills and teach the technical skills. However, HR must then make sure to have programs to teach those technical skills, otherwise they will have hired great people but not necessarily set them up for success.

What do CLOs overlook in talent management?

Often times the internal talent in other functions is overlooked. Cross-functional career moves are good for the business, but if leadership does not see someone in the immediate function or line of business they tend to hire external talent. They may be missing very rich opportunities.

Any final thoughts?

Innovate. Do not get stuck. Battle against the inertia of doing what has always been done, no matter how successful. Make sure to constantly challenge the business to do better. Stay cutting edge and creative. If you designed a development process a few years ago but did not subject it to continuous improvement, you may very well be stagnant and doing the business a disservice.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About marcus evans Summits

Corporate Learning & Talent Development Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Business Success through Better Conflict Management

Tim Scudder of Personal Strengths, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on how better interpersonal conflict management can improve an organization.

Interview with: Tim Scudder, Chief Executive Officer, Personal Strengths

FOR IMMEDIATE RELEASE

“Interpersonal conflicts cost organizations a lot of money,” says Tim Scudder, Chief Executive Officer, Personal Strengths. “Studies show that people in the US spend an average of three hours a week dealing with interpersonal conflict, resulting in a total cost of USD 359 billion in wasted time. Chief Learning Officers (CLOs) must consider the cost of conflict to their organization and what it could do with its share of the money,” he adds.

From a solution provider company at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24, Scudder is a Master Class presenter at the event. He recently released a new book, “Have a Nice Conflict”, an engaging, credible, and practical story that shows how to more effectively manage interpersonal conflict. Here Scudder talks about leadership development, how conflict affects leaders, and how they can turn it into a source of productivity.

What business problems does managing interpersonal conflict solve?

Interpersonal conflict is viewed as unpleasant and to be avoided, but there is a real business advantage to better managing it. The number one reason why people leave is because of their relationship with their supervisor. Turnover can cost 150 per cent of the person’s salary, including the cost of rehiring, retraining, and lost opportunities. However, it is not just about reducing unwanted employee turnover. There are also legal and HR costs, health care and absenteeism, and damage to the company’s reputation and customer relationships.

What is your definition of conflict?

The most common definition of conflict is: disagreements, arguments and fights. Many people define conflict as opposing ideas and goals, but these can be negotiated without conflict. Conflict is when a person feels a threat or a personal attack to their sense of self-worth. The experience of conflict is deeply personal. Some people say we should take the emotion out of conflict – to be purely rational – when in fact it is biologically impossible to reason without emotion. It is important to recognize the elements of opposition and conflict in an issue, and deal with them through different methods.

How can conflict management skills be taught to developing leaders?

There must be a structured way to look back at past conflicts and deduce some principals that we can take forward into future conflicts. We create experiences that simulate conflict and bring up elements that would let people better manage their actual issues. It is important to advance the conceptual and real-world application tracks together, to get a solid understanding of the principals and some practice in applying them.

Better conflict management fits into two buckets: doing things differently, based on potential or actual conflict situations, and seeing things differently, whether there might be a positive intention behind the perceived attack. This can prevent as much conflict as doing things differently can. Leaders must clarify their leadership philosophy, and explore their attitudes and perceptions, and how all this influences their decisions and behaviors.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Personal Strengths

Personal Strengths is dedicated to improving organizational results through the productive transformation of working relationships. The company offers products in over 20 languages to support training and development efforts, and offers a broad range of services including: in-house training programs, consultation, curriculum design, and SDI (Strength Deployment Inventory) Certification courses.

www.PersonalStrengths.com

About marcus evans Summits

Corporate Learning & Talent Development Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Perceptyx: Getting Employee Engagement Right

Jack Morehouse from Perceptyx, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, on employee engagement.

Interview with: Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx

FOR IMMEDIATE RELEASE

“We should stop measuring engagement drivers; we know what they are. A better approach would be to measure what we know is getting in the way of individuals’ abilities to achieve the level of success they are looking for,” says Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx. From a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, Morehouse discusses how Chief Learning Officers and Human Resources directors can enhance employee engagement in the workplace by listening and removing the obstacles to their success.

Why do you consider employee engagement as the Holy Grail and the top contributor to an organization’s bottom line?

We use the analogy of the Holy Grail because high levels of employee engagement is the most contributing factor to the performance (and ultimately success) of any organization, and at the same time, incredibly elusive and difficult to achieve. Many organizations continue to measure the drivers of employee engagement through employee surveys, trying to find ways to engage the workforce. But employee engagement is not a process or program that can be added to an organization. It must come from the hearts and minds of employees, and it must be their idea.

People become passionate about their lives and their work when they anticipate being successful, both individually and as part of a team or organization. Think about it for a second. Why is it that sports teams start selling out games when they are winning? People want to be a part of something exciting, something successful.

This is why we place the drivers of engagement on the back-end of the survey process, and on the front-end measure what is getting in the way of an individual’s ability to anticipate achieving success.

What is the best way of identifying and measuring these obstacles to success?

First, we have to identify what success looks like for any individual. We break that down into a number of categories and begin measuring what is getting in the way of each one. We evaluate critical areas in the organization, for instance, whether people know exactly where they are going, how they will get there, and what part they play in it.

Your website talks about giving voice to the workforce. What does that mean?

When done the right way, the employee survey offers organizations the unique opportunity to jump-start employee engagement. When managers start to truly listen to what employees say is getting in the way, responding immediately and involving them in the process of making improvements, employees start to anticipate success. They get excited and they become engaged, most importantly, the organization improves its bottom line – for all stakeholders, including employees.

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

For more information please send an email to info@marcusevanscy.com or visit the event websites below:

Corporate Learning & Talent Development Summit 2012

HR Technology Summit 2012

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About marcus evans Summits

For more information, please visit: www.marcusevans.com

About Perceptyx

Perceptyx provides a revolutionary approach for helping organizations improve employee engagement.
Our process is based on a powerful technology platform, with easy to use reporting and action planning tools, supported by dedicated project managers and a focused, world class consulting team.

More information: www.perceptyx.com

Corporate Learning & Talent Development Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Unleashing the Potential for Powerful Business Results

Pat Weger and Donna Stoneham of Integral Intelligence, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012, on leadership development.

Interview with: Pat Weger and Donna Stoneham, Co-Founders, Integral Intelligence®

FOR IMMEDIATE RELEASE

Integral Intelligence is a solution provider at the upcoming marcus evans Corporate Learning & Talent Development Summit 2012, in Braselton, Georgia, April 22-24.

What is Integral Intelligence®?

When leaders are able to balance all dimensions of Integral Intelligence, what qualities are they able to develop?

Why is it important for leaders to develop deep levels of self-insight?

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

About the Corporate Learning & Talent Development Summit 2012

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Integral Intelligence®

www.integraliq.com

About marcus evans Summits

Mid-Market Corporate Benefits Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Planning Ahead for Long-Term Care Benefits

Brian Johnson of National Long Term Care Brokers, a solution provider company at the marcus evans Mid-Market Corporate Benefits Summit 2012, discusses the advantages organizations can gain by providing long-term care insurance to employees.

Interview with: Brian Johnson, Director – Business Development, National Long Term Care Brokers.

FOR IMMEDIATE RELEASE

Long-term care insurance (LTCi) is a benefit highly sought-after by employees, but often overlooked by employers, says Brian Johnson, Director – Business Development, National Long Term Care Brokers. LTCi is highly valued as today’s aging workforce worry about being a burden to their families and want to protect retirement assets.

From a solution provider company at the upcoming marcus evans Mid-Market Corporate Benefits Summit 2012, in Las Vegas, Nevada, January 23–25, Johnson shares his views on why offering a long-term care (LTC) plan will attract and retain employees.

Why should employers plan ahead for LTC?

LTCi is an employee benefit which is often overlooked. It prevents people from being a burden to their loved ones and protects retirement assets, as it is a funding mechanism to pay for the potential high costs of home health care, assisted living and skilled nursing.

It is imperative for employers to allow employees to protect their families. More and more employees are purchasing their insurance coverage through their place of work, including Long-Term Care insurance, as it is simply easier, offers discounted premiums and automatic acceptance or simplified issue, allowing those applicants with a compromised health history the ability to enroll.

Young employees are already concerned about their own care after retirement as they have most likely gone through it with parents or grandparents. Everybody has been affected in some way or other. Offering a LTC plan is a great way to attract and retain employees.

Why should organizations consider LTC as a priority for employees?

Advances in medicine mean that people are living longer than ever and we must plan for a longer life in retirement.

Private health insurance and Medicare do not cover extended healthcare. Medicaid is reserved for those at or below the poverty line. LTC is simply a part of the retirement planning process. The average purchasing age is in the 40s and 50s, as premiums are lower for younger employees.

Is age a key consideration in LTC benefits?

Many associate LTC with end of life situations, however over 40 per cent of LTC is for those under the age of 65 who suffer from Parkinson’s, cancer, strokes or accidents.

Employers should not wait around. The longer they wait to make this available on a voluntary basis, the more their employees will pay, as premiums only get higher with age. Organizations also have to realize that one size does not fit all. What is right for a 60-year-old male will not be right for a 30-year-old female. Therefore, offering LTCi requires education, which is handled by insurance company partners, making this important benefit easier than ever to roll out.

Contact: Stacey Melvin, Journalist, marcus evans, Summits Division

Tel: + 357 22 849 400
Email: press@marcusevanscy.com

About the Mid-Market Corporate Benefits Summit 2012

This unique forum will take place at the Red Rock Casino, Resort & Spa, Las Vegas, Nevada, January 23-25, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on the continuing uncertainty over the healthcare reform, developing and implementing new benefit plan designs and better engaging employees.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About National Long Term Care Brokers

National Long-Term Care Brokers (NLTCB) is a nationally recognized insurance intermediary offering LTCI, Life and Disability Insurance to employer sponsored groups. With representation in all 50 states, NLTCB clients include labor unions, Fortune 500 companies and professional associations. Representing over 40 insurance companies, NLTCB offers truly objective advice.

www.NLTCB.com

About marcus evans Summits

Corporate Benefits Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Helping Employers Achieve Tax Breaks through Health Savings Accounts

Duncan Van Dusen from Tango Health, a solution provider at the marcus evans Corporate Benefits Summit 2012, discusses how employers can achieve payroll contributions and tax breaks through Health Savings Accounts.

Interview with: Duncan Van Dusen, Chief Executive Officer, Tango Health

FOR IMMEDIATE RELEASE

Employers must educate their employees on the tax incentives they can achieve while being owners of their own health, says Duncan Van Dusen, Chief Executive Officer, Tango Health. Employers must better understand Health Savings Accounts (HSAs) in order to reap the benefits and rewards involved.

From a solution provider company attending the upcoming marcus evans Corporate Benefits Summit 2012, in Las Vegas, Nevada, January 23-25, Van Dusen offers his expertise on maximizing HSA participation and tax savings.

How can employers better understand HSAs?

Most employers understand what HSAs are and how they help employees, but what employers do not always understand is how they can benefit from HSAs as a company. Employees can save 25 to 35 per cent of what they put into the account and the employer can save 7.65 per cent on payroll taxes. The employers who have HSA-eligible employees often get low participation numbers, which creates missed tax savings opportunities for themselves and their employees.

How can employees determine if they are best suited for a Traditional Care Plan or a Consumer Directed Health Plan?

Healthcare plans are more related to lifestyle than age. Traditional care plans are like an all-you-can-eat buffet with unlimited medical care, but they are expensive. If you have high healthcare expenses, a traditional plan may be the route for you. Consumer Directed Health Plans are specific à la carte plans for those who want to have more control over their medical spending, earn a financial reward for medical cost containment and take advantage of the exceptional HSA tax incentives.

What are some common myths about HSAs?

The first myth is that you cannot make a contribution and get reimbursement from your HSA after the medical expense occurs. The IRS clearly states that any medical expense you have, can be paid tax-free or reimbursed tax-free. Employees can either put money into the account after a healthcare expense or they can use the account for savings and get a tax-free withdrawal in the future. Reimbursement can occur at anytime.

The second myth is that you have to decide how much money you want to put in for the whole year and you cannot make any changes to that amount. IRS rules allow employees to change their HSA contribution at least once a month.

The third myth is that the employer only saves payroll tax on contributions made before the medical expense. The truth is that as long as the HSA is open, employers save payroll tax on all contributions.

What is your outlook for the future?

As medical costs continue to rise, so will the number of employers who offer HSA-eligible plans. Organizations can no longer afford expensive healthcare plans with high premiums. By offering Consumer Directed Health Plans, employers save money and employees gain more control over their health care spending. Today only 55 per cent of HSA-eligible employees open their HSA, but with tools like Tango, employers can raise that to 100 per cent.

Contact: Stacey Melvin, Journalist, marcus evans, Summits Division

Tel: + 357 22 849 400
Email: press@marcusevanscy.com

About the Corporate Benefits Summit 2012

This unique forum will take place at the Red Rock Casino, Resort & Spa, Las Vegas, Nevada, January 23-25, 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes presentations on equipping your organization for changes with healthcare reform, techniques in managing global benefits and methods in influencing health outcomes through employee engagement.

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Tango Health

Tango Health is the premier provider of Health Savings Account (HSA) management software and services. The company offers the only HSA management solution that serves the needs of an employer’s entire population of HSA-eligible employees, which ensures employers get the maximum HSA usage and tax benefits for themselves and their employees.

www.tangohealth.com

About marcus evans Summits

HR Series 2012

Tue, 30 Nov 1999 00:00:00 +0000

Perceptyx: Getting Employee Engagement Right

Jack Morehouse from Perceptyx, a solution provider at the marcus evans Corporate Learning & Talent Development Summit 2012 and HR Technology Summit 2012, on employee engagement.

Interview with: Jack Morehouse, Co-Founder and Chief Operating Officer, Perceptyx

FOR IMMEDIATE RELEASE

Why do you consider employee engagement as the Holy Grail and the top contributor to an organization’s bottom line?

What is the best way of identifying and measuring these obstacles to success?

Your website talks about giving voice to the workforce. What does that mean?

Contact: Sarin Kouyoumdjian-Gurunlian, Press Manager, marcus evans, Summits Division

Tel: + 357 22 849 313
Email: press@marcusevanscy.com

For more information please send an email to info@marcusevanscy.com or visit the event websites below:

Corporate Learning & Talent Development Summit 2012

HR Technology Summit 2012

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Perceptyx

More information: www.perceptyx.com

About marcus evans Summits

For more information, please visit: www.marcusevans.com

Mid-Market Corporate Benefits Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Executive Benefit Plans: Who’s in Control?

Steve Spitzer of New York Life Retirement Plan Services, a solution provider company at the marcus evans Mid-Market Corporate Benefits Summit 2012, discusses key considerations for effective executive benefit plans.

Interview with: Steve Spitzer, Vice President, Executive Benefits, New York Life Retirement Plan Services

FOR IMMEDIATE RELEASE

As employers cope with limited resources and global competition, they must attract and retain executives who drive positive results, says Steve Spitzer, Vice President, Executive Benefits, New York Life Retirement Plan Services.

From a solution provider company at the upcoming marcus evans Mid-Market Corporate Benefits Summit 2012, in Las Vegas, Nevada, January 23–25, Spitzer discusses how executive benefit plans can help employers and executives take control of their financial futures.

How is the concept of control central to executive benefit plans?

Control is a central theme to most employee benefits. With consumer-directed healthcare plans, for example, employees can better control their healthcare spending. Executive benefits are no different. The participants have distinct financial needs, and they want to control how they use their compensation.

Executives face challenges in reaching their financial goals. They are limited in what they can contribute to qualified plans, may only have access to ineffective benefit plans and are coping with the “lost decade” in the financial markets.

Plan sponsors are also under pressure to keep costs and liabilities manageable and predictable, while trying to maximize participant outcomes.

How can employers help ensure their plan is attractive?

These plans should not just be afterthoughts to companies’ qualified plans. These participants have unique needs, and employers need to ask strategic questions: Who is eligible? What type of investments should be available? Should subaccounts be available? What is available for international executives? Would a rabbi trust help make the plan more appealing?

The plan can help attract and retain executives who can drive bottom line results. So it is important to align the plan with the company’s mission and total reward philosophy.

How can these plans impact the bottom line?

One key decision is to determine how the plan is funded. There are several options. Employers can maintain the plan on an unfunded basis and meet liabilities from working capital or through borrowing. Others may choose taxable investments like mutual funds. Still, others in the industry may employ total return swaps, maintaining plan assets as working capital while providing a direct hedge for the variable performance of participants’ investments. Finally, some may choose trust- or company-owned life insurance – “TOLI” or “COLI” – allowing sponsors to build assets through tax-advantaged cash value life insurance policies.

It all comes back to control. By taking time to make informed decisions, employers can help ensure the plan’s costs remain manageable and predictable.

All investing involves risk. It is possible that investment objectives may not be met.

Contact: Stacey Melvin, Journalist, marcus evans, Summits Division

Tel: + 357 22 849 400
Email: press@marcusevanscy.com

About the Mid-Market Corporate Benefits Summit 2012

For more information please send an email to info@marcusevanscy.com or visit the event website

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About New York Life Retirement Plan Services

New York Life Retirement Plan Services offers bundled retirement plan solutions, executive benefit solutions, and defined contribution investment only products throughout the United States. New York Life Retirement Plan Services, a division of New York Life Investments*, administers over $28.7 billion in bundled retirement plans as of September 30, 2011. New York Life Retirement Plan Services is widely recognized for its leadership within the retirement plan industry.

*New York Life Investments is a service mark used by New York Life Investment Management Holdings LLC and its subsidiary, New York Life Investment Management LLC. Securities are distributed by NYLIFE Distributors LLC, 169 Lackawanna Ave, Parsippany, NJ 07054.

The information contained herein is general in nature and is provided solely for educational and informational purposes. Neither New York Life nor its affiliates provide legal, accounting or tax advice. You should obtain advice specific to your circumstances from your own legal, accounting and tax advisors, including specific advice as to the applicability of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”) to a Nonqualified Plan.

www.nylim.com/rcg

About marcus evans Summits

HR Summit 2012

Tue, 30 Nov 1999 00:00:00 +0000

Performance-Based Plans:
Making a Connection between Reward and Result

Philippa Youngman from Pivot Software, a sponsor company at the marcus evans HR Summit 2012, on why HR managers should make use of a true performance-based plan.

Interview with: Philippa Youngman, Director, Pivot Software

FOR IMMEDIATE RELEASE

“In a performance-based culture, where the organisation is achieving its goals and employees are rewarded for their contribution, employees are less likely to seek employment elsewhere,” says Philippa Youngman, Director, Pivot Software.

From a sponsor company at the upcoming marcus evans HR Summit 2012, taking place in the Gold Coast, Queensland, Australia, 4 – 6 March, Youngman discusses why it is essential for Human Resources (HR) executives to create a transparent workplace environment through performance management.

What challenges do HR directors face when dealing with remuneration?

The volatile employment environment of the last three years has highlighted the need for a remuneration policy that can survive the good and the bad times without employees feeling that the goalposts are changing constantly. When an incentive plan that has no real connection with organisational or individual performance, such as a Christmas bonus, is suddenly stopped, employees may blame the global financial crisis. This shows employees that the remuneration policy is controlled by the external environment, therefore performance will decrease.

A true performance-based plan clearly communicates the connection between rewards and results, which engages employees in the outcome. In a performance-based culture, where the organisation is achieving its goals and employees are rewarded for their contribution, employees are less likely to seek employment elsewhere.

How should high performing employees be rewarded?

HR needs to create an environment that motivates each individual. One employee may cherish an extra week’s leave while another may prefer a car park. High performance can be rewarded through well-structured incentive plans; it is truly about differentiating the high performers over others. Be clear about what high performance is, and the rest is just maths. This does not always mean clear and concise targets. It is being clear about what and how things will be measured. Consistency is key.

How can HR maintain a high-performing workforce in a highly-connected world?

Even if you put a clause in employment agreements about how remuneration should not to be discussed amongst employees, we need to recognise that people talk about it. The policies and processes that support our remuneration and performance management decision-making need to be consistent and transparent. Employees must know that what they do makes a difference and that their strengths are being utilised.

What advice would you give to HR leaders?

Be careful to understand your business, environment and culture before bringing in best practice initiatives that worked well elsewhere. Every workplace is unique. Ignore its idiosyncrasies at your peril. This does not mean you cannot change things; treat everything you do as a Change Management programme.

Contact:
Stacey Melvin
Journalist
marcus evans, Summits Division
Tel: + 357 22 849 400
Email: press@marcusevanscy.com

About the HR Summit 2012

This unique forum will take place at the RACV Royal Pines Resort, Gold Coast, Queensland, Australia,
4 – 6 March 2012. Offering much more than any conference, exhibition or trade show, this exclusive meeting will bring together esteemed industry thought leaders and solution providers to a highly focused and interactive networking event. The Summit includes visionary presentations and interactive forums on aligning business priorities with employee needs, the increasing demand for labour and the long-term impact of demographic changes.

For more information please send an email to info@marcusevanscy.com or visit the event website at www.hranzsummit.com

marcus evans group – hr sector portal

The HR Network – marcus evans Summits group delivers peer-to-peer information on strategic matters, professional trends and breakthrough innovations.

Please note that the Summit is a closed business event and the number of participants strictly limited.

About Pivot Software

Pivot Software provides human resource software solutions that enable organisations to improve the effectiveness of remuneration and performance management. Over 50 organisations across Australia and New Zealand use Pivot’s solutions, with the majority in the energy, resources, financial services and professional services sectors. Founded in 2001, Pivot Software has offices in Sydney, Australia and Christchurch, New Zealand.

www.pivotpeople.com.au

About marcus evans Summits

marcus evans Summits are high level business forums for the world’s leading decision-makers to meet, learn and discuss strategies and solutions. Held at exclusive locations around the world, these events provide attendees with a unique opportunity to individually tailor their schedules of keynote presentations, think tanks, seminars and one-to-one business meetings. For more information, please visit www.marcusevans.com