Statistics and Compensation are deeply related to each other

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Pay is basically about statistics, as it is designed and administered around math. Math, as we all know, is vital to all aspects of pay, right from the structure to the analysis of data.

The importance that statistics has in compensation can never be understated. When devising and analyzing concepts relating to pay, such as pay ranges, pay survey data, individual and group pay rates, and other elements of a compensation program; knowledge of statistics is a must.

Understanding the relationship between statistics and compensation

An in-depth exploration of all the close relationship between statistics and compensation will be made at a webinar that TrainHR, a leading provider of professional trainings for the human resources industry; is organizing. The speaker at this webinar is David J. Wudyka, SPHR, Managing Principal of Westminster Associates in Wrentham, MA, who is an independent Human Resource Consultant with over 30 years’ experience in the profession. Davis is one of the first people in the United States certified in the Compensation field by the World At Work.

You can get to explore the deep relationship between statistics and compensation by registering for this webinar at TrainHR .

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

All the elements of the pay structure

The aim of this webinar is to help the participants simplify and elucidate the assumed complexities of the pay structure and make them get a grasp of the many elements of the statistics behind the pay structure. In the course of helping the participants of this webinar with this; he will pose and counter the myriad questions about statistics in pay structure. These are some of them:

  • How to calculate minimums and maximums of a pay range, knowing just the new midpoints?
  • What is a compa-ratio, and how is it used?
  • How does one calculate a percentile, and how are percentiles used?
  • Why are weighted averages used by the majority of Compensation practitioners, and not the median?
  • What is the difference between simple regression analysis and multiple regression analysis, and how do practitioners use these concepts in a practical way?
  • What is correlation analysis and how does this analysis help in pay program administration?
  • When you are creating new pay structures, how can you estimate the number of grade levels between new midpoints using selected midpoint to midpoint spread percentages?
  • Why do practitioners divide pay ranges into quartiles?

Familiarity with all the measures that go into pay programs

These statistical concepts can be a very effective means to improve one’s ability to create and analyze one’s compensation program. The speaker will help identify the measures that Compensation professionals use when they design and administer pay programs, from the creation of pay structures through the analysis of pay survey data. This webinar will offer clarity on the underlying statistics of the elements of compensation programs.

It will cover the following areas during this session:

  • How to create and analyze pay range widths (“spreads”)
  • Why “weighted averages” are more widely used than “medians”
  • Defining “means”, “medians” and “modes” (and how to use them)
  • How to understand the statistics of pay structure design
  • Understanding the difference between regression and correlation analysis, and how to apply them effectively in pay program analysis
  • How “percentiles” differ from “percents”, and how to calculate them
  • How to calculate rate range minimums and maximums from estimated midpoints
  • Calculating the “penetration” of pay rates in pay ranges
  • The Compa-ratio: what it is, how to calculate it and how to use it
  • Why pay ranges are divided into “quartiles”
  • The difference between “linear regression” and “multiple regression”
  • How to estimate the number of grade levels between two new pay structure midpoints
  • What are “measures of central tendency” and why are they important for analysis?

Compensation Analysts, Human Resource Managers, Human Resource Generalists, Financial Managers, and Human Resource Managers who are new to the Compensation function are some of the personnel who will extract high value from this course.

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Changing One’s Leadership Style is Essential for Growth

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Growth is a need for everyone. We all have the urge to grow, because we have our unique abilities. We all have enormous potential. Some of it may be obvious, and others may have to be dug up from the rubble, so to speak. Many of us are good at what we do, and are aware of it and give our best in any situation. Others may have the same ability, but could allow their doubt, insecurity or confusion to get the better of them. Both these kinds of people can improve. Everyone has the potential to dramatically improve.

What one needs to do is make up one’s mind towards growth. One needs to take the decision to grow, and the behavior that follows from this decision can result in the right behavior. We are all given the ability to literally shape our future and determine who we are and what we want to be. When the mind trains itself on growth; the mediocre can become good, the good can become great, and the great can touch unreached heights.  Ultimately, one only needs to decide when and how to grow.

Determine the ways to grow

How does one do this? What are the ways by which one understands how to grow? The ways of doing this will be the topic of a highly interesting and absorbing webinar from TrainHR, a leading provider of professional trainings for the human resources areas.

Author of the Amazon bestseller, The CEO Code, and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, David Rohlander, will be the speaker at this webinar. Want to hear from the expert on how to adapt the right approach to grow? Then, please register for this webinar by visiting TrainHR .

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Cutting leadership open

At this session, David will dissect leadership, style and behavior. Participants will get a completely new perspective on what makes a leader great, how to evaluate their own leadership ability, and how to change the things about their style and behavior that will lead to better results. David will explain the beliefs, values and behaviors that go into leadership and show how they are developed and how, with effort, we can conscientiously change each one of them for their own benefit.

Leadership, it needs mentioning, is a journey, and not a one-off exercise. Like any other journey; the leadership route too, needs to be tread with an understanding of the journey’s “starting point”. One then needs to plan the best route to reach the chosen destination. This webinar will offer participants the building blocks to safely and productively live well during the journey and help them create their own masterpiece personally and professionally.

Leadership change explained threadbare

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David will give a description of basic behaviors and styles of leadership, which will help the participants of this webinar figure out where they fit. He will then help them explore the necessary characteristics for becoming a great leader.

Next, David will move on to giving an understanding of exactly how we become the way we are now, why we act the way we do, and how we might improve and actually change our behavior. In doing this, he will explain how the brain works, how habits are formed and why it is all based on beliefs and values.

Also taken up for analysis is the differences between values, beliefs, performance, behavior, self-perception, popularity and integrity. One of the prerequisites to great leadership is getting a clear definition of each of these areas as it relates to the individual, failing which one is not likely to be effective as a leader.

Professionals, whose careers are related to growth in any direct or indirect way will benefit immensely from this webinar. These professionals include CEOs, CFOs, COOs; Vice Presidents and Regional Managers, Managers and Supervisors, newly promoted Managers, and high potential employees being groomed for leadership & promotions.

David will cover the following areas at this webinar:

  • What characteristics does a great leader have?
  • What style of leadership is most effective?
  • Where do you fit and how do you decide to change?
  • Factors that determine who you really are
  • There are only two ways to fundamentally change
  • Designing a plan that is realistic
  • Let’s discuss beliefs, values and behaviors Oh, and what about style
  • Do you need reinforcement, external support or anything else?
  • How do you know when you have ARRIVED?

Click here for your valuable comments

 

Building Effectiveness into Time and Task Management

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Success at managing work involves working smart, not working hard. Many people get put off by this assertion, associating smart work with slyness and cunning, and hard work with honesty. The truth could not be farther than this. Smart work is all about being adept at leveraging time and other resources with less effort, but with sharper insight and planning. When employees and managers work smart; they save the organization enormous amounts of time, because they accomplish the same output with less resources and time than consumed by hard work.

When people work hard, they will not be able to finish their tasks on time. This builds up pressure to carry out the next tasks, and affects the whole chain of activities. Smart work, on the other hand, helps them do the same work with lesser strain and pressure. So, isn’t smart work the hallmark of a smart employee? Organizations want employees who make optimal use of resources and finish tasks in lesser time.

Smart work requires smartness. One needs to be thinking on one’s feet all the time to devise innovative and time and resource saving ways of carrying out a work. How does one do this? Smart time and management doesn’t have to be innate. It can be acquired through proper learning and training.

Learning the art of being smart at work

This is the learning a webinar from TrainHR, a leading provider of professional trainings for the human resources area, will offer. Chris DeVany, who is the founder and president of Pinnacle Performance Improvement Worldwide, a firm which focuses on management and organization development; will be the speaker at this webinar.

Please visit TrainHR  to enroll for this webinar. Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

Poor time management leads to chaos

Not knowing how to manage time leaves us exhausted for the next task, because we end up expending our stamina on one task. Over time, people tend to dread routine tasks, as a result of which their efficiency levels drop. All this is the result of putting too much effort on something that needed to be done in lesser time. This can only be achieved when one knows how to work smart in completing tasks within set timeframes. This presentation will show how to be productive and will offer practical techniques for controlling time and making it a manageable resource.

Chris will offer learning on all the important things that managers who work smart do. Participants will be able to achieve better results through more effective planning and clarifying objectives, delegate effectively and free themselves for bigger tasks, set group goals and priorities, eliminate the time wasters, handle interruptions and distractions, refuse taking up unreasonable demands, redirect their efforts to the most important and valid tasks, ensure that they have enough time for themselves during the day, and learn strategies to improve concentration and increase efficiency.

He will cover the following areas at this webinar:

  • Self-Evaluation How Do You Manage Your Time
  • Concentration and Focus
  • Planning to Succeed
  • Decision Making and Prioritizing
  • Getting Organized
  • Establishing Boundaries to Create Balance
  • Setting SMART Goals.

Decision makers who work within strict confines of time, such as CEO, Senior Vice Presidents, Vice Presidents, Executive Directors, Managing Directors, Regional Vice Presidents, Area Supervisors and Managers will find this presentation highly valuable.

Habits can Build a Dream, Elite Team

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The ultimate aim of an organization has to be to build a dream team that can synchronize, coordinate and communicate with the confidence and aplomb of elite SEAL teams of the US navy, which are known for these qualities. This certainly is not wishful thinking. Corporate teams that go on to become this can indeed be built.

It takes time, effort, practice and perseverance to do it. Elite teams are a dream objective of any organization, but building and achieving such a team is by no means a dream. With all the qualities mentioned above, it is possible to mold a team to elite levels. It takes time, repetition and expert coaching and execution to do so.

Elite at all levels

An organization that does this is an elite employer, because the employer who coaches a team to such levels finds the task of having built such a team for the organization extremely rewarding and satisfying. Coaches and motivational gurus find nothing more valuable gratifying than in building another person by giving that person sincere, caring, thoughtful and accountable one on one time.

On the other hand, the team or individual that is raised to that level by persistent coaching feels that the effort has been worth the while, because the effort has helped the employee raise the bar of performance.

The result is that the organization is a valued one, which everyone likes to be a part of. It becomes known for its ability to leverage the talent of its employees through effective coaching and make them better professionals and employees.

Learn the ways of building an elite team

The ways of doing this important exercise of building elite teams will be taught at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. At this webinar, David Rohlander, author of Amazon-bestselling book, The CEO Code and Idiot’s Guides: Management Skills, published by Alpha Books/Penguin in November 2014, will be the speaker.

In order to gain the benefit of this valuable learning session, please visit TrainHR

to enroll for this webinar and start implementing this important learning into your organization so that it has elite teams in its ranks.

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Contents of the learning session

Building and nurturing an elite team is a kind of step-by-step process that builds over time. It requires proper focus and channelization of talents and energies. It starts with inculcating a valuable and useful habit that will transform every person the coach directly works with. David will show how this can be done.

In time this habit will pervade the whole organization. As a result, communication will improve, and each member of the team will define the clarity of purpose. This will lead to dynamic results that will translate to an improved bottom line. The skills necessary for building and using this habit will be demonstrated at this webinar.

Breaking down the elements for effective implementation

This learning will lead participants to gradually enhance their ability and impact by constant practice. Since quality communication skills are a prerequisite for effective team building, David will break down each element to smaller pieces so the team is able to quickly implement this learning.

The habit that David will bring about among the participants is already being used by successful companies and has differentiated them from their competition. Participants of this webinar too, will have the chance to learn this habit and become unique in their settings, be it their industry or peer group. This will equip them with the ability to stay ahead of any kind of competition. It is all about the power of unlocking the potential of the organization’s people.

David will cover the following areas at this webinar:

  • Deliberate and Planned Appointment Setting, one on one
  • Having an Agenda that Matters
  • Exhibiting and Practicing TRUER Communication
  • The Art of Asking Questions
  • Reading Between the Lines and Hearing what’s not being said
  • Record Keeping, Responsibility, Accountability and Initiative
  • Feedback, 360s and Performance Metrics, Charts & Graphs
  • Organizational Culture, Values and the big Picture
  • Measuring Results and Training the Trainer
  • Let’s look at how to Form a habit. Why bother?

This webinar will be of very high value to anyone who wants to become part of or build an elite team, such as CEO, Vice President, President, Manager, Supervisor, and any high potential employee who is interested in self-improvement.

Understanding and Ways of Dealing with Identity Theft

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Identity theft is a serious area of cybercrime. In simple terms, identity theft, as the term suggests, is committed when a cyber thief impersonates a person’s identity and obtains important personal information such as Social Security Number, health records or debit or credit card details, and opens a financial account or starts spending using the victim’s information. When identity theft happens, people realize that the money in the bank account or credit cards is siphoned off. More often than not, this realization dawns only after the theft is carried out.

A perspective of the seriousness of this issue can be had from these statistics:

  • The government-run Bureau of Justice Statistics (BJS) states that in 2014, over 17.5 Americans became victims of identity theft. It is estimated that the loss from these thefts crossed $16 billion
  • One identity theft happens in less than every two seconds in the US
  • 13 percent of the 2.5 million complaints that the Federal Trade Commission (FTC) heard in 2014 were related to identity theft
  • In that year, as many 86 million healthcare records were exposed as a result of identity theft.
  • Students are most likely to have their details stolen

With organizations having to deal with an assortment of confidential, finance-related information about their employees, such as payroll and many more; cyber thieves have discovered newer sources to target, becoming smarter and more ingenious in the process. Employers need to keep ahead of these crooks and have to continually keep upgrading their techniques and technologies for detecting and stopping identity thefts.

A webinar to give full understanding of identity theft

This topic will be covered in detail at a webinar that is being organized by TrainHR, a leading provider of professional trainings for the human resources industry. The speaker at this training session is Paula Pierce, an Austin, Texas attorney who provides legal services to identity theft victims. She previously founded a regional legal services program for victims of identity theft and financial fraud, and has authored numerous publications for victims of identity theft and for attorneys and is a frequent speaker on identity theft and financial fraud.

In order to have your knowledge of all areas of identity theft brushed up and to derive the benefit of the speaker’s experience in dealing with identity theft; please enroll for this webinar by visiting  TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Discussion on all areas of identity theft

Considering the pace at which identity theft has been growing, it looks likely that no organization is possibly fully safe. Any organization can be a victim of identity theft of any nature, at any time. Understanding the basics of identity theft will go a long way in helping them understand the ways of dealing with it.

Paula will familiarize participants with these at this webinar. In this session, which HR professionals at nearly every level and department managers and others related to the subject will find highly valuable; Paula will cover the following areas:

  • What is identity theft?
  • What are the different kinds of identity theft?
  • What personal information is valuable to identity thieves?
  • Why do identity thieves specifically target payroll records?
  • How do thieves use stolen information?
  • What is my company’s risk if payroll records are compromised?
  • How should a company respond if payroll records are compromised?
  • What can be done to avoid identity theft in the workplace?

 

Deeper Understanding of The Genetic Information Nondiscrimination Act (GINA)

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The Genetic Information Nondiscrimination Act (GINA) is an important, recent legislation passed by the American Congress. Having come into effect from mid-2008; GINA is closely tied to, and is, in fact enforced by the Equal Employment Opportunity Commission (EEOC). GINA applies to organizations that employ 15 or more employees and labor organizations, employment agencies, and training programs, but exempts disability, long-term care, and life insurance providers.

As the title of this Act suggests, GINA prohibits using genetics as a basis for making decisions relating to employment. At its core, GINA seeks to protect individuals from discrimination based on genetic information. Genetic information can be any of these:

  • Medical information about a person
  • Medical history of the person’s family
  • Requiring or requesting an employee or her family members to take a genetic test
  • Results of tests relating to the person’s genetics, which includes the tests carried out on the person’s family members, as well as tests carried out in the fetus or embryo of the individual or any of her family members
  • Taking part in genetic services, counseling, or research
  • Making changes into premium plans based on genetic information.

Covers more areas of employment-related issues

The original intent of GINA was to ban discrimination in the insurance coverage area using genetics as a parameter. It gradually got extended to the health areas of employment, to those concerning collecting medical information about employees for wellness and other health related issues. Today, some of the genetic aspects of an employee that GINA prohibits include:

  • Compensation and related aspects of employment
  • Referrals
  • Training
  • Membership with any part of the organization
  • Perks and other privileges or opportunities related to employment

GINA is thus a serious piece of legislation that needs to be complied with fully. It has its own exceptions, and many other aspects of this legislation are to be followed strictly. Employers who are required to implement the provisions set out in GINA need to have a clear and unambiguous understanding of how to apply the provisions as they relate to them.

Full learning on all aspects of GINA implementation

This learning will be imparted at a webinar that TrainHR, a leading provider of professional trainings for the human resources industry, will be organizing.

The speaker at this webinar is Michael D. Haberman, who is a consultant, speaker, writer and teacher. He is co-founder of Omega HR Solutions, Inc. a consulting and services company that offers complete human resources solutions. To learn more about how to apply GINA at work, please register for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program.

This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

GINA as it applies in day-to-day work

Michael will unravel the intricacies of this legislation. He will explain how to apply the provisions of GINA in an organization’s day-to-day work. Given that even noting an employee’s walking habits for some disease is proscribed by GINA; this places an additional burden on employers, who have to be careful when it comes to interacting with employees, physicians and insurance providers. Michael will explain all these aspects of GINA at this webinar.

HR professionals, office managers and owners of small businesses that come under the provisions of GINA will benefit immensely from this course, at which Michael will cover the following areas:

  • What Entities are covered?
  • What Employees are covered?
  • The Definition of “genetic information”
  • How you can be exposed to genetic information
  • The Prohibitions of using genetic information
  • Paperwork and notification requirements

Exempt vs. non-exempt as defined by the FLSA

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The US federal law, the Fair Labor Standards Act (FLSA) has been enacted for establishing the following:

  • Minimum wage
  • Overtime pay eligibility
  • Recordkeeping
  • Child labor standards.

It covers both full-time and part-time workers who work in federal, state, and local governments, as well as the private sector. The FLSA brings under its ambit all the kinds of employees that it classifies as part-time or fulltime under its mandatory provisions.

Classification of employees is important for determining exempt and nonexempt

The FLSA makes some categories of those employees who meet its definition of fulltime employees eligible for overtime and for compensation for working over and above the standard 40 working week hours. The rate of compensation, which is to be not less than one-and-a-half times their regular pay, is determined on the pay rate and the position the employee is in.

A core component of the FLSA rules relating to overtime work and pay is who is an exempt employee and who is not. That is, some kinds of employees are exempt from overtime pay. The FLSA has provisions for determining which employees are exempt and which are not exempt for overtime pay. Making the wrong classification of who is exempt and who is nonexempt can result in legal problems for the organization.

HR and payroll professionals need to keep a host of regulations in mind if they have to be in compliance with regulatory requirements that relate to exempt and nonexempt employees.

Understanding the FLSA exempt and nonexempt rules is important

The rules pertaining to exempt vs. nonexempt overtime pay will be the topic of a highly educative webinar that is being organized by TrainHR, a leading provider of professional trainings for the areas of human resources.

Dayna Reum, who works as the Payroll Tax Manager at PetSmart Inc., and has been heavily involved in the payroll field over 15 years, will be the speaker at this webinar. Interested in understanding the nuances of overtime and part-time pay, and how exempt and nonexempt employees are classified for the purpose of payroll? Then, please enroll for this webinar by visiting TrainHR

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM.
Credit is awarded based on the actual educational time spent in the program. This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

In-depth understanding of exempt and nonexempt

This webinar will start with a basic overview of the Fair Labor Standards Act. It will explain what employers are applicable and what laws the FLSA maintain. Dayna will review current exempt versus nonexempt requirements, as well as activity in the current legislation around changes to the exempt categories. She will cover the most up-to-date requirements of the law to make sure that participants are handling their employee base correctly from a Department of Labor and Fair Labor Standards Act perspective.

Payroll Professionals, Compensation Professionals, HR Professionals and Benefit Professionals will learn all the major aspects of exempt vs. nonexempt employee classification. They will understand Department of Labor categories of employees and how their pay needs to be handled, whether their company is required to follow the FLSA rules, the recordkeeping requirements an employer is required to keep, the ways of properly identifying non-exempt employees and how to properly pay them, and what makes an employee exempt.

During the course of this interesting session, Dayna will cover the following areas:

  • Fair Labor Standards Act (FLSA)
    • What is the FLSA
    • Who is covered under the FLSA
    • How does the FLSA define
    • An Employee
    • Temp Employees
    • Independent Contractors
    • Volunteers
    • Trainee/Students
    • Minimum Wage
    • Overtime
    • Child Labor
    • Recordkeeping
  • Exempt Vs. Non-Exempt
    • The Executive Exemption
    • The Administrative Exemption
    • The Professional Exemption
    • Computer Related Occupations Exemption
    • Outside Sales Exemption
    • Statutory/Non-Statutory Employees
  • Docking Pay for Exempt Employees