In this webinar you will learn how the current economic environment is shaping the workforce of today and what are becoming the most important aspects of a job. You will also gain insight on employee retention and engagement and the effects it has on a company’s bottom-line performance.Read more >
Many workers say that the most important factor in considering a job opportunity is compensation. In fact, 89% of workers rate salary as being the deciding factor when it comes to accepting a job offer. In addition, more than 50% of workers believe that they are underpaid.
But as an employer, how do you decide how much to compensate a new hire, an existing employee due for an increase, an existing employee moving into a new role, or a valuable employee who is considering leaving because of compensation? In addition, how do you determine compensation based on market conditions and scarce skills?
Join us to learn the answers to these questions that’ll help you recruit, motivate, retain top talent.
External market factors - including auto-enrolment - are driving employers to review their benefits expenditure and how they reward individuals in different ways. Many organisations are now reconsidering their benefits package or looking to introduce flexible benefits and total reward statements for the first time.
This webinar will explain:
- The current and future benefits and reward challenges faced by employers
- Why flexible benefits should be considered as an important part of an employer’s holistic reward strategy
- How the introduction of flexible benefits and/or salary sacrifice can help employers to manage and reduce costs
- What employers need to do when implementing flexible benefits (including salary sacrifice) and total reward statements
As we head to the new year, the accounting and finance employment environment remains dynamic. While some firms are taking a measured approach to hiring, others are adding personnel to support growth. At the same time, talent shortages persist, giving a leg up to professionals in high-demand specialties.
Get up-to-speed on the latest salary and employment information available to gain a competitive advantage in today’s economy. Panelists will discuss:
•The financial hiring outlook
•Factors driving hiring
•Skills in demand
•Financial compensation trends
Career and hiring expert Paul McDonald of Robert Half will co-host the session with ASWA executive director Lee Lowery. They will be joined by panelists Kelly Battles, CFO of Host Analytics; Raymond Castonguay, senior vice-president, finance at Morneau Shepell; and Vivian Moller, CFO of HY Connect.
The on-demand version does not qualify for CPE credit.
An overview of 2012 salary predications for professional positions and how your team can manage expectations with potential and existing employees to support business growth.
The following topics will be covered:
- Emerging Salary Trends & Predictions
- Talent Management
- Talent Retention
- Negotiating Salaries & Benefits with Top Talent
Financial stress is estimated to affect 68% of NHS staff, with a staggering 91% of those on a salary of £30,000-£39,000 admitting that they have been affected in the past 12 months. This online workshop will explore the facts and figures from a ground-breaking new report analysing “ The DNA of Financial Wellbeing” with specific NHS insights.
Join us to discover how your organisation could be wasting as much as 14% of your payroll spend due to lost productivity, absence and stress related illness, and what the risks are of ignoring this problem. We will introduce you to the concept of financial wellbeing and explore how this can not only help your staff, but also your organisation at no cost.
Heidi Allan, head of insights and engagement, Neyber
Tom Beaumont, senior consultant financial wellbeing, Neyber
The proposed Fair Labor Standards Act changes coming in 2016 will have major implications for your organization, but it will impact the bottom line most of all. Do you know what it will cost you in additional pay and overtime? Are you prepared to be audited if you have Independent Contractors?
This one hour session will walk through all the current proposals and probable changes to the FLSA in 2016. Suggested pay rates will more than double for some employees, budgets will rise across the board as costs rise, and exemption categories are being inspected closely. There may be alternatives to these changes that you can use in your operation to make sure you’re in compliance NOW and plan for tomorrow.
• Strategies for dealing with the new requirements
• Formulas for adjusting Salary/Hourly Rates
• Communication Techniques for discussing these changes with employees
• Are they Independent Contractors or Employees?
• Who is exempt and who isn’t
The Information you need to hire and be hired in 2014
As the economy improves, even incrementally, the fortunes of accounting and finance professionals remain on an upward trajectory. While good news for today’s professionals, hiring has become increasingly challenging for employers, which need staff who combine functional expertise and outstanding soft skills, can turn data into strategic guidance, are regulatory experts, and contribute to decisions affecting all areas of the business.
Join Robert Half and AFWA to learn how you, whether you’re hiring financial professionals, looking for your next career move or both, can succeed in this environment. The webinar will cover:
•Today’s most pressing financial hiring trends
•In-demand positions and skills
•How employers can attract and retain top performers
•Steps for job seekers to stand out from the crowd
•Salary trends for 2014
The webinar qualifies for one unit of continuing professional education.
Field of study: HR/Personnel
Participant level: Beginning
Desktop support is often called "the face of IT," and like any other business unit, desktop support needs to be as efficient and as effective as possible. Analyzing and improving the processes behind desktop support can help your organization optimize your results and increase customer satisfaction. In this members-only webinar, Cay Robertson will discuss some of the ways to accomplish process improvements, highlighting some year-over-year changes and trends from the HDI 2015 Desktop Support Practices & Salary Report.Read more >
Recruiting has to be more then just filling a vacant position – and retaining top talent is all about making the right selection to being with. Managers need to look at the scope of the role – and how that may have changed since the last person held the position. What do they really need in the future…and how can succession planning be impacted by hiring just the right person. Candidates look for jobs in a new way, and the tools available to managers to screen candidates should be utilized. Technology can be a huge time saver in communicating with and evaluating candidates. Tools in background evaluation and personality assessment will be reviewed to help managers determine which are appropriate to bring into their recruiting process. We will provide participants with recommendations to determine starting salary and the proper preparation of the offer letter. Finally, our discussion will conclude with the tools to identify top talent and ensure they are aligned with the long-term success of your organization.
•Options for filling the candidate pipeline
•Embracing technology while still creating a personal connection
•Utilizing pre-employment testing at the right time for the right results
•Development in background and credit check compliance
•Full cycle recruiting goes beyond the offer letter
“How Secure Are We?” - the question hangs in the air in boardrooms across the world. The Board is asking the CEO. The CEO is asking the CISO. The Security Team is dealing with adaptations of the question from the Business, Risk, Auditors, Regulators, Clients and Partners. No wonder they’re sick of it. No wonder their scarce security professionals are ground down spending half of their waking hours finding data, learning obscure analysis languages, pasting data into overloaded spreadsheets and building PowerPoint decks. After all, surely they should be doing security instead? Maybe they’ll just go double their salary at a firm down the road….
Only for the inevitable feedback, “That means nothing to us – try again!” It’s expensive. It’s happening.
In this talk Nik will explore the opportunity presented by data science and its application on Hadoop and Spark in order to begin providing answers to this question.
While most parents would be delighted if their offspring wanted to become an accountant, lawyer or even an actuary, they may be less encouraging if their son or daughter said they wanted to be a hacker. This is the negative manifestation of working in the cyber security industry that is often portrayed in the media. The reality is very different, with careers in cyber security providing fantastic opportunities that are hugely varied, really challenging and help to do good for society.
Structured career paths provide an opportunity to progress quickly with jobs in large audit and accountancy firms through to small specialist boutique start-ups, as well as the chance for international work and creating new businesses. In addition, the whole industry is very diverse and is looking for people with a very wide range of talents.
The problem is how do we communicate this to people who may be interested in the industry? Just as important for young people, how do we get to the influencers; their parents and their careers advisors to understand what an exciting place the cyber security industry is to work in and what they can expect in terms of the types of company they could work for and their salary expectations.
The problem can be partially solved through education, information and support from businesses working together with a consistent message designed to encourage the very best people into the industry.
In this presentation, Ian Glover from CREST will look at the challenges of attracting the brightest young people into careers that traditionally have an image problem and providing a strong career path once they are in. In particular, he will focus on the importance of properly-run internships and Government funded initiatives to educate and inform.
According to the 2014 HDI Desktop Support Practices & Salary Report, remote control tops the “must have” list of technologies to successfully provide desktop support to end users. Unfortunately, many service desks are using legacy remote access tools that often leave security gaps putting companies at higher risk of data breaches. This is not a new or unknown issue. Often, IT departments don’t realize the tools they’re using to provide tech support are also being compromised by hackers to plant malware and steal data. According to the 2013 Trustwave Global Security Report, legacy remote access tools such as RDP and VNC are cited year after year as the most common attack pathways used by hackers. So if remote control tools top the must-have list, what can service desks do to securely support their users without putting their organizations at risk?
This session will educate desktop support professionals on how hackers are targeting legacy systems and what they need to do to secure their environment.