Market Areas > Human Resources > 2012 Compensation

2012 Compensation: Trends, Projections, Challenges and Alternatives

Course Description:

More organizations are getting back into the salary budget increase game after several years of no to low salary increases.  In fact, in most industries, the projected median increases for 2012 are 3 percent in all employee categories. That’s a “real” salary gain of 1 percent. 

While for many companies increases remain conservative for the coming year, employers still need to keep their organizations competitive. The strategy going forward is to wring every last drop of positivity out of the raises for their people, and turn to alternate methods, like variable pay, to increase engagement, boost productivity and manage morale.

And for those companies that have begun to hire again, let’s not forget about that sticky issue called wage compression.  Pay inequities will certainly arise when new employees demand and get wages higher than your current employees — which can lead to serious personnel problems.

Course Highlights:

This comprehensive audio conference recording will provide you with the tools you need to prepare your budgets for 2012 and keep pay competitive and equitable. 

Our compensation experts will provide you with an in-depth look at 2011 compensation spending and anticipated 2012 compensation trends, including:  

• Average salary trends for a variety of industries and regions
• Base pay trends for different employee groups
• Competitive intelligence: what other organizations are planning for 2012 compensation 

By the end of this must-attend program, you’ll also know more about:  

• Expert strategies for planning 2012 salary increases, adjustments and bonuses
• How to combat wage compression while attracting quality hires and ensuring fair and balanced wage structures
• Important trends in bonus offerings, pay structure movements and incentive pay plans
• Alternate methods to boost your compensation packages, such as flexible schedules, increased time off and more
• Strategies to help you balance your pay raises so as not to alienate good employees with a low increase, yet still keep your budget under control
• Planning for economic uncertainty: preparing your organization for success when times improve, and navigating rocky times if the economy sours

Featured Faculty:

Brooke Green, Principal, Hay Group

Brooke is a Principal in the San Francisco office of Hay Group.  She consults on the assessment, design and optimization of compensation programs. Her work covers all elements of compensation including base salaries, annual and long-term incentives, and sales force compensation programs. 

Brooke’s experience includes the development of reward programs across all employee groups, hourly to executive.  She has significant experience developing base salary structures and incentive programs for companies in a variety of industries and at all stages of company lifecycle.  She has worked with several not-for-profit organizations introducing pay for performance programs.  Her recent focus has been on helping companies to articulate and implement career paths and competency models.

Prior to joining Hay Group, Brooke co-founded Presidio Pay Advisors, a boutique compensation consulting firm based in San Francisco which served clients for eight years.  Previously, she was a consultant for WestWard Pay Strategies.

Bill Reigel, Vice President/Partner, Hay Group

Bill is a Vice President/Partner of Hay Group, based in Charlotte and Washington, DC. He works with organizations to understand their issues and provide insightful solutions that create real business benefits.  Bill has been with Hay Group since 1990 and leads the Reward Practice for the Mid-Atlantic Region.

Bill has consulted with a wide range of organizations – from Fortune 500 companies to start-ups – in a variety of industries, including financial services, healthcare, manufacturing, retail, chemical, transportation, utilities, telecommunications, non-profits and governments.  He has also worked with many foreign-owned companies in the US as part of global initiatives.

Bill’s principal role is to develop business, manage client relationships and oversee projects.

Bill consults in several human resource practices, including all levels of compensation – executive to hourly, pay structure and design, work culture assessment, organizational analysis, performance management and job analysis and evaluation.  Prior to joining Hay Group, Bill worked as a consultant for Accenture and in corporate banking for Wachovia.  Bill speaks frequently to various groups regarding reward issues.

MONEY-BACK GUARANTEE:

We're so confident you'll get what you want out of this conference that we'll refund every penny if you're not completely satisfied. No questions asked! It's 100% risk-free!

pricing:

Your CD recording includes the complete audio conference presentation, audience Q&A and presentation materials.

APPROVED FOR RECERTIFICATION CREDIT:

HRCI - Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org. "The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit."

Each CCM event presents a variety of information and is presented for each organization to develop its own approach and methodology.