The Wynford Group has made available some of the many articles we have published
on the topic of HR Compensation Management. Below is a listing:
FIGURING OUT TOTAL REWARDS IN A ROCKY ECONOMY
HR Reporter, August 2015
What is the right direction for a total rewards strategy in the current economic turmoil? This is a question that we have been constantly asked since the beginning of 2015.
DOES YOUR ORGANIZATION HAVE A TOTAL REWARDS PHILOSOPHY THAT WORKS?
HR Reporter, June 2011 | Updated January 2012
One of our most "evolved" tools has been the Total Compensation Strategy. Also known
as the Total Rewards Philosophy.
MEASURING PRODUCTIVITY A CHALLENGE
HR Reporter, March 2010
Causal Model provides insights into efficiency of knowledge workers.
PLAN OVERBOARD! Do Your Incentive Plans Need Rescuing?
Network, Spring 2009
The world is in economic crisis, Canadian regulators have implemented new compensation
disclosure requirements and boards face escalating pressure to carefully scrutinize
pay programs to ensure they are in the company’s best interests.
EXECUTIVE LONG-TERM INCENTIVE CASH PLANS
Cash LTIP performance measures can easily capture real stock measures such as earnings
per share and stock performance relative to the sector stock performance or a group
of comparator companies within the sector.
MEASURING THE CONTRIBUTION OF HUMAN CAPITAL
Network, Spring 2007
We often hear that people (human capital) are the most important assets of any organization
and the success of an organization largely depends on the management of its human
OPEN SPACE LEARNING - Leveraging Web 2.0
Network, Spring 2007
How do people stay networked and connected within your organization? Adapting to
changing needs through continuous learning?
WHAT'S AN EXECUTIVE WORTH?
Winnipeg Free Press, February 14, 2006
Governments, private firms, will soon have to pay even more for talented help.
TRENDS IN ALTERNATIVE WORK ARRANGEMENTS
HR Professional Magazine, October/November 2002
As in other areas of Human Resource Management, flexibility has increasingly become
an important factor in determining effective work arrangements that suit the needs
of specific employment sectors and serve as attraction and retention strategies
for employers. To accommodate employee needs, increasing numbers of organizations
have implemented the following alternative work arrangement strategies...
DEMAND FOR TECH SKILLS REBOUNDS
The Calgary Herald, November 23, 2002
The emphasis on systems security skills in corporations has faded as companies are
beginning to focus on database management and “enterprise-wide” network systems,
according to a recent survey that identifies the “hot skills” in the labour market.
AS FAST AS TECHNOLOGY STOCKS EVAPORATED, SO DID MANY JOBS...
The Calgary Herald, December 29, 2001
As fast as technology stocks evaporated, so did many jobs when dot-coms fell by
the wayside months ago. Now that trend appears to be turning around as the tech
sector makes a slow recovery and brings a new wave of demand for specialized workers.
SALARY INCREASES RING IN NEXT YEAR'S WISH LISTS
Business Edge Magazine, December 13, 2001
Technology companies are looking to the new year with a hint of optimism, with many
considering salary hikes for their staff next year, says a new study.
"WALK THE TALK" WHEN VALUING EMPLOYEES
Business Edge Magazine, August 09, 2001
Gail Evans of the Wynford Group says optimism is the key to successful entrepreneurship.
CURRENT TRENDS IN CLASSIFICATION APPROACHES
Best Practices Summary
Organizations are considering a number of classification approaches that include...
MOTIVATING EMPLOYEES WITH RECOGNITION STRATEGIES
Many organizations have found creative ways of recognizing and rewarding employees
for their efforts and/or contribution to the organization. Unfortunately, many of
these methods are based on "good intentions" which reinforce certain behaviors that
do not necessarily provide motivation or contribute to organizational success.
REWARDING VALUE CREATION THROUGH EVA
Compensation News, Spring 1996
There is increased recognition of the need to develop accurate measures of performance
that can be used in determining incentive compensation, for the executive as well
as for individuals or teams. The concept of pay for performance, while often used
to reward value-adding results, can sometimes be misdirected, if the measures of
success are short-sighted.
The Wynford Group has made available some of the Power Point Presentations we have
created on the topic of HR Compensation Management. Below is a listing:
OPEN SPACE LEARNING
Barb Krell presented this at HRMStrategies 2008: IHRIM 2008 Conference & Technology Expo
The file is called open_space_learning_webinar.ppt
TAKING THE LEAP FROM ENTITLEMENT TO PERFORMANCE BASED REWARDS
This Presentation occurred at the 1998 Conference for the CCA, held in Calgary.
The file is called wynford_leap.ppt
TRENDS IN RETENTION STRATEGIES FOR HOTSKILLS
This is a PowerPoint show presented March 1998, for the Canadian Compensation Association.
The file is called wynford_retain.ppt