Date: Wednesday, November 14, 2007

Time: 7:30am - 8am Netwoking and Light Breakfast
           8am - 9am - Program

Location: 5300 Meadows Road Suite 190 (Meadows Room on 1^st Floor)
Lake Oswego, OR 97035

RSVP: Email to schan@intelesoftech.com
This program is provided at no cost to attendees. Seating is limited, please RSVP at the earliest.

Compensation is typically on everyone's minds, but it is at times looked upon as an area of HR that many people would rather avoid. In this presentation, the panelists will discuss and share their experiences in compensation program designs, attempt to demystify some of the terminology and processes, and provide practical advice in developing and modifying pay for performance programs.

Compensation can play a strategic role in the success of your business, but all too often companies miss opportunities to leverage this key asset.

During this presentation, you'll learn:

• What market based, pay for performance compensation programs are.
  
• Why an effective performance management system is a prerequisite for performance based pay.
  
• How key executives have used market based, pay for performance compensation programs to help their organizations develop a competitive advantage.
  
• To use the panel's experiences to improve your pay programs.
  
• How to develop a totally defendable pay program.
  
• How to get your executive team to buy in.
  
• How to link employee performance and salary range penetration to determine an employee's merit increase.
  
• How to develop a merit matrix.

Date: Tuesday, September 18, 2007

Succession Planning has never been more of an immediate concern than it is right now. But in the rush to fill a perceived talent management void, organizations must be careful not to rush into implementing initiatives that are more about taking action than about implementing a well thought out solution.

Human Capital Management (HCM) technology plays a strategic role in achieving a systematic succession planning and management program. Succession Planning is a critical component of HCM leveraging information collected from integrated performance management, cascading goals, compensation management, 360 multi-source feedback, competencies and coaching and development to help managers identify, prepare and track candidates for top of the organization, mid-level leadership ranks or for the front lines.

Careful planning culminating in a sound strategy that is tightly connected to the organization's overall business strategies and business needs is required for succession management to become ingrained in an organizations culture and practices.