Conferences

5th Compensation & Benefits Summit 2017, Kuala Lumpur Malaysia — Press Release

Equip Global - 5th Compensation and Benefits Summit 2017, Kuala Lumpur Malaysia

Kuala Lumpur, July 20, 2017 — Establishing effective compensation and benefits packages in a competitive environment remains as a challenge for most of the organizations today. With the impact of economy crisis, globalization, increasing governmental regulations, rapid technological advances, it is the nightmare for all HR personnel to design and administer effective and cost-efficient compensation and benefit plans. HR, C&B, Rewards Professionals across organizations are struggling to come out with a remuneration package with flexible benefits that suit all employees and at the same time align with business goals. If this is not handled well, the organization will lose its market competitiveness and face talent attrition.

With thorough understanding of what all HR personnel are facing and looking at moving forward, the 5th Compensation & Benefits Summit 2017 have come out with this one-of-its kind summit to address the MOST DIFFICULT & COMPLICATED issues in managing employee compensation and benefits packages. Our expert speakers will share successful case studies on designing and implementing compensation & benefits plans and processes that allow you to manage costs, improve performance, attract, motivate and retain employees.

You should attend if you are Heads / Vice Presidents / Directors / Assistant Vice Presidents / Managers dealing with:

  • Compensation & Benefits
  • Human Resources
  • Performance & Rewards
  • Finance & Administration
  • Organizational Development
  • Talent Management/Development

4 Exclusive Workshops ALSO available in the 4-Day Summit programme.

Event Name: Compensation & Benefits Summit

Event Date: 13 – 16 November 2017

Event Location: Kuala Lumpur, Malaysia

Contact Email: enquiry@equip-global.com

Event Website: http://www.equip-global.com/compensation-and-benefits-summit

About Equip Global:

Equip Global

Equip Global is the trusted global provider of business intelligence through conferences and trainings to the world’s leading businesses, governments and institutions.

Our scale, scope, knowledge and reach allow us to put together conferences and trainings which address our clients’ problems that no one else can. Using our deep functional and industry expertise, strong connections across industries as well as breadth of geographical reach, our conferences and trainings constantly help our clients transform into sharper, smarter and more efficient enterprises.

Each time we develop a conference or training for our clients, we put ourselves in their shoes with their objectives in mind and invest significant amount of time and effort researching, unlocking and understanding their real challenges.

We strive to provide only tailored solutions that help our clients achieve true results with minimal effort. We do not believe in conferences and trainings that provide standard industry answers or theoretical knowledge. Inviting only leading practitioners and domain experts who can offer information that help solve our clients’ challenges , our conferences and trainings focus on providing only solutions that have met the concrete test of application and have proven to improve an organization’s productivity and performance. We know that custom solutions yield the greatest competitive advantage and value for our clients and always ensure that we are only providing our clients with information and connections that matter.

In a nutshell, Equip global conferences and trainings drive tangible bottom-line results whilst equipping our clients with the business connections that help you achieve long term success. We provide only what our clients need and want.


** EXCLUSIVE DISCOUNTS are available for Subscribers of The HR Tech Weekly. Email to enquiry@equip-global.com to find out more!

Salary Transparency is Coming Like a Freight Train… Get On Board or Get Run Over

Keep Salary Expectations on Track Through Transparenecy

By revealing company salary ranges and fostering a salary transparent society, companies immediately begin accruing both short-term and long-term benefits. Integral to the process is an introspective analysis that creates a greater understanding of what the company values and what they don’t. Companies with clearly defined parameters receive more targeted interest from candidates who have identified the company as being able to fulfill their needs. Interviewing and on-boarding processes are elevated by data-driven discussions. On the job, fewer doubts about compensation frees up employees’ mental energies to focus on the tasks at hand. Employees are also better able to visualize the long-term benefits of remaining with the company. A company opening its books and revealing specific salaries and salary ranges in terms of location and experience level may seem as if it is shooting itself in the foot in the short run, but, given the long view, salary transparency enhances productivity, retention, and quality.

Chris Bolte
Chris Bolte, CEO & Co-Founder at Paysa

While nobody expects companies to universally release every one of their employees’ compensation-related data for the general public to scrutinize, several companies are already doing so. Buffer, creator of a social media management tool, releases up to date salaries for each employee. Companies and individuals wary of an invasion of privacy will appreciate the middle ground Buffer took a stand on with a salary calculator it developed that incorporates factors such as a candidate’s role, experience level, desired location, and preference for higher or lower risk compensation package (equity vs. salary). There are a number of available options when it comes to salary transparency methodology.

Making Progress Toward Transparency

Regardless of the path a company chooses, the track leading toward long-term success involves several stops along the way that facilitate salary transparency and better-informed candidates. In any company, there will always be individuals determined to fight sharing salary-related data. Pushback from guarded employees and well-meaning human resources personnel may result in a temporary thinning of the ranks. The potentially painful transition to providing salary transparency is streamlined with thorough preparation involving organizational introspection and deep market research. First, companies must delve deep into their own needs to understand what skills, traits, and experiences are important to the company. Dissect these components to ascertain why they hold value. It should be apparent what each skill, trait, or experience adds to the company, leading to its continued success.

Before leveraging the benefits of salary transparency, companies must clearly define their compensation processes. Companies must determine the average salary for each position and clarify how those are established. Companies should be able to explain why an employee’s compensation falls at a certain spot within a range. What an employee needs to accomplish in order to move up within a pay range must be clear and transparent. Candidates approaching a company with well-defined values and needs should carefully assemble a portfolio that highlights their skillsets, character traits, and experiences as related to the value they will contribute to the company.

Salary transparency should inform the interview process as well. Those company needs should be juxtaposed against the backdrop of the broader market’s needs. Market research and analysis should lead to establishing updated benchmarks pertaining to skills and experience. Because market values change rapidly, especially in the tech industry, relying on dated benchmarking techniques with a narrow perspective cripples the hiring process and sets companies up for failure from the outset.

Salary Transparency Enhances Long-Term Productivity

The effort required, the difficulties to overcome, and pushback from both outside and within shouldn’t deter a company from achieving salary transparency. In addition to ameliorating conditions for employees, companies benefit in numerous ways from both individually and collectively enacting initiatives that promote salary transparency. Beyond simply staying relevant to the needs of the next generation of job seekers, companies that promote salary transparency have a better understanding of their own values in terms of desired skills, which makes hiring easier. Once an employee is on-boarded, conversations about their value to the company, as well as how to enhance it, are much more data-driven. Providing access to data on salaries, not only within the company, but across a market segment, also dispels any doubts regarding compensation. Rather than focusing on whether or not they are getting paid adequately, employees focus on doing their job and growing their career. This improves both productivity, as employees know what the company values and how they can impact that, as well as retention rates, as employees are more productive and rewarded, while less likely to leave looking for a better deal.

While salary transparency may result in companies losing control over salary negotiations and other minor aspects of candidate interviews, it generates real benefits that extend to employees, the company, and beyond. Salary transparency not only contributes to rectifying societal wrongs, such as gender and ethnic wage gaps, but also helps individuals both understand their present salary and see more clearly the track toward greater pay. For companies, salary transparency is an invaluable tool that enhances hiring, as well as long-term employee satisfaction, retention, and productivity.


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