long-term incentives - using stock-equity compensate and motivateyour workforce
DESCRIPTION
Many companies, especially in the technology and life sciences sectors of the economy provide stock to their employees as an important portion of the total compensation/rewards offerings. In these industries, not only is stock considered an essential element f the total compensation/rewards packages, it key strategy in the attraction and retention for skilled talent.TRANSCRIPT
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Email: [email protected]
Phone: 800-447-9407 or
Fax your PO to: 302-288-6884
Live Webinar on
Long-Term Incentives - Using Stock-Equity Compensate and Motivate your Workforce
Date & Time:
Many companies, especially in the technology and life sciences
sectors of the economy provide stock to their employees as an
important portion of the total compensation/rewards offerings. In
these industries, not only is stock considered an essential element f
the total compensation/rewards packages, it key strategy in the
attraction and retention for skilled talent.
Should you grant stock to your employees? If so, why?
Stock/equity compensation has become a standard element of total
compensation/reward packages in the technology and life sciences
industries, and are common in other industries as well. In some
industries, equity is expected, while in others it is an additional plus,
but not considered an essential element of total rewards packages.
Let us help you determine if using stock makes sense for your
company and if so, get you started in using it to your advantage in
the attraction and retention of key talent. We'll get your thinking started on how to best use this potentially powerful resource to your
advantage.
l Does using stock/equity it make for our company?
l If stock seems to make sense, how can we get started?
l What are some of the advantages and disadvantages of using
stock/equity as part of your total rewards offerings?
l How do we determine what kind of stock and how much to
use?
l How do we determine what’s an appropriate amount of stock
for individual employees, manager and executives?
l Determine if using stock to compensate your workforce makes
sense for your company
l Theory vs. reality in why stock is popular in some key growth
industries.
l What are the advantages and disadvantages of using stock as
part of your total compensation/rewards package?
l How do we get started?
l How much stock should be allocated overall?
l How do we determine how to allocate stock at the individual
employee level?
l How do we manage our stock program?
Click here to register for this webinar
l HR Generalists
l Managers
l Directors
l Compensation Analysts and Professionals
l Executives who are considering using stock as a rewards
element
Thursday, May 10, 2012 10:00 AM PDT | 01:00 PM EDT
Duration: 90 Minutes Instructor: Doug Sayed
Location: Online Price : $145.00 (for one participant)
Overview:
Why you should attend:
Areas Covered in the Session:
Who Will Benefit:
Register Now
Instructor Profile:
Doug Sayed is founder and
principal at Applied HR Strategies,
Inc. a strategic HR and
compensation consultancy based in
the Seattle area. Doug is a Certified
Compensation Professional (CCP)
with 25 years of HR and
compensation experience, and has
also attained the Senior Professional
in Human Resources (SPHR) and
Global Remuneration Professional
(GRP) designations. Prior to
beginning his corporate and
consulting career, Doug earned a
Master’s Degree in Human Resource
Management from The Ohio State
University business school. ...more
Doug Sayed
Founder, Applied HR
Strategies, Inc.
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