Pay is the one thing no HR or payroll team wants to get wrong. This 60-minute webinar on crucial compensation conversations is not about payroll processing. It looks at how your employee compensation plan rests on a philosophy designed to recruit, retain and engage your workforce.
Different job groups or classifications can, and often should, be paid differently. You'll explore how to define your compensation philosophy, link pay to performance management, define competitive market pay and total compensation, and weigh variable pay options, COLA versus pay for performance, and merit matrix models.
The session also covers how to keep your pay package current, audit your plan, and communicate the compensation system to employees.
Complaints about pay can come from staff, managers, leaders or HR itself. This session helps you find where issues come from and why, align your plan with the market, technology and environment, and build an action plan for your most critical compensation questions.
It suits HR staff, compensation specialists, business owners, board members, supervisors and managers, and anyone responsible for compensation.
Complaints about pay can come from staff, managers, leaders or HR itself. This session helps you find where issues come from and why, align your plan with the market, technology and environment, and build an action plan for your most critical compensation questions.
It suits HR staff, compensation specialists, business owners, board members, supervisors and managers, and anyone responsible for compensation.
Bob Verchota
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
Project Management For Administrative Professionals
Onboarding is NOT Orientation - How to Improve the New Empl…
Managing Complex Projects - Project Management
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Negotiating Skills For Professional Results - Winning Strat…
NEW Nacha Rule - Third-Party Sender (TPS) Roles and Respons…
FDA Technology Modernization Action Plan (TMAP) and Impact …
Paying and Receiving Payments for Referrals: You Can Go to …
Human Factors Usability Studies Following ISO 62366 and FDA…
Construction Lending And Real Credit Administration: Evalua…
Validation Statistics for Non-Statisticians
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Excel Power Skills: Master Functions, Formulas, and Macros …
Discover how Emotional Intelligence turns AI from a technic…
Batch Record Review and Product Release
ChatGPT for HR - Build HR Policy Framework and Strategy
Female to Female Hostility @Workplace: All you Need to Know
Copilot and HR: An Introduction for HR Professionals
The Perfect Storm Coming to Healthcare: Value Based Care Me…
Language is Code - Intro to AI - Generative AI - ChatGPT an…
Major cGMP Issues: FDA Concerns in 2026
Excel Spreadsheets; Develop and Validate for 21 CFR Part 11…
ChatGPT and Project Management: Leveraging AI for Project M…
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Emotional Intelligence: Mastering the Emotions of Great Lea…
