Long-Term Incentives - Using Stock-Equity Compensate
Post on 08-Mar-2016
DESCRIPTIONMany companies, especially in the technology and life sciences sectors of the economy provide stock to their employees
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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 retentionofkeytalent.We'llgetyourthinking 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 whats 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
Wednesday, June 27, 2012 10:00 AM PDT | 01:00 PM EDT
Duration: 90 Minutes Instructor: Doug Sayed
Location: Online Price : $145.00 (for one participant)
Why you should attend:
Areas Covered in the Session:
Who Will Benefit:
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 Masters Degree in Human Resource Management from The Ohio State University business school. ...more
Doug Sayed Founder, Applied HR
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