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Innovating HR Practices: Developing New Reward Strategies

Tuesday, 2 June 2020 @ 9:30 am - 4:30 pm


Covid-19 Update – these training courses will now be delivered online. All existing bookings will be honoured and new bookings can now be made again too. All content from the previous face-to-face training will still be covered.

What’s changed?

The training will now be delivered using BrightTalk. Please view the webinar on Revisiting Strategic HR which our trainer, Jon Ingham, has recorded as an introduction to his training courses.

The training courses will now also include new issues associated with HR in the Covid-19 age.

The training days will still start at 9.30 am with an initial welcome and to ensure any technology issues are resolved. The actual training will then start at 10.00 am, and will now be delivered in one hour bites, finishing at 4.30 pm.

Over the last decade, HR has undergone a radical transformation. New insights from neuroscience and behavioural economics and new technologies including social, mobile and cloud are just some of the drivers leading to a new focus on creating an environment in which talent can develop and perform.

For example, there has been a dramatic shift in the focus of talent acquisition, moving from recruitment advertising to sourcing, employer branding and external talent communities. Similarly learning and development has seen a profound shift to extending it beyond training courses to cover app design, content curation and community management. Even performance management is finally being re-engineered with reviews and ratings substantially updated or abolished.

It is clear that in these areas of HR, there has been a revolution, not just an iterative improvement. But what about reward? Well, although there is a lot of talk about the new pay, as yet, there is not that much difference between the new and the old. However there is more that can be done.

This training session will review the opportunities to renew reward within a transformed approach to HR and in order to deliver cost savings and improved results in our businesses.

Who’s it for?

  • Chief Human Resource Officers
  • HR Directors
  • Heads of Compensation & Benefits
  • Heads of Talent Management
  • Heads of Organisational Development
  • HR Business Partners and other HR staff wanting to contribute more broadly to organisational effectiveness
  • HR process designers, HR IT leaders and other talent management professionals wanting to improve their efficiency and effectiveness of this HR process
  • Business leaders with responsibility for the effectiveness of their own organisations

By the end of the course you will:

Be able to review the effectiveness of reward in participants’ own organisations

Understand why reward generally fails to truly enhance and drive business performance

Examine the main opportunities for improving engagement and performance through reward

Apply research insight and latest thinking to your reward processes

Access employees’ contribution and potential to drive the performance of your business

Be able to implement changes appropriately


10.00-11.00 Building a Business Case for Change

  • Existing innovations moving from old to ‘new reward’ including total rewards, new pay, and flexible benefits
  • The impact of new workforce (e.g. Generation Y / Z) and improving HR technologies
  • Helping people understand the value of their reward
  • Research on the uptake and effectiveness of ‘new reward’
  • Linking reward to innovated performance management (differentiating pay without ratings)
11.15-12.15 Insights on Increasing Effectiveness and Responding to Rising Cost Pressures

  • Evidence based reward – including insights from in-company research, cognitive neuroscience and behavioural economics
  • Academic theory beyond Maslow and Herzberg e.g. the key role of self determination theory
  • Difficulties with performance based pay (other than sales compensation)
  • Responding to pressure on executive reward
  • The role of the psychological contract and employee value proposition (EVP)
1.00-2.00 Opportunities for Further Transformation

  • Changes in other areas of talent management and the future of work
  • Financial to non-financial reward – using quantified self, nudges, gamification and social recognition
  • Increased pay transparency and reduced pay differentials
  • Team based reward
  • Using new workforce technologies, and planning for further disruption, e.g. from Blockchain
  • Dealing with contingent workers and the gig economy
2.15-3.15 Case Studies and Examples in Best Fit Alignment

  • The need to move beyond best practices to identify a best fit approach for a particular organisation
  • Auditing current reward approaches and setting new reward objectives and principles
  • Responding to multiple change drivers without over complicating the reward menu
  • Case studies and potential examples
3.30-4.30 Implementing New Approaches to Reward

  • Consulting people about changes in reward and helping them understand the value of these
  • Measuring and analysing reward strategies
  • Integrating new reward approaches into broader talent management
  • Implementing change to ensure procedural as well as distributive justice
  • Reporting externally on pay gaps and differentials
 Conclusions and action planning


Trainer: Jon Ingham

Jon InghamJon Ingham is an independent strategic people management and organisation development consultant. His projects often involve helping companies innovate their HR approaches responding to changes in the world of work and also to tie more closely to their own strategic needs. His work is informed by a strong belief in the potential offered from a smarter investment in people and the consequent opportunity to create new value for a business.

He has worked with companies in UK and Europe, the Middle East, South Africa, Asia and Australia. Recent clients have included a financial services firm where HR had to sign up to providing half of the firm’s planned financial growth.  Also, acting in an interim head of organisation development capacity for a leading retailer, planning for the introduction of a new digital business strategy.

Other activities include providing in-house and open training programmes. His Symposium courses have included strategic HR; digital HR, HR business partnering; people planning, measurement, analytics and reporting; HR and innovation; HR and social media; organisation design and development; process design; employee experience, change management, and specific courses on recruitment, learning, performance management and reward.

Jon has BA in Psychology, a Masters in Engineering and an MBA. He has frequently been recognised a leading influencer in HR, and he was listed as the 7th most influential UK HR Thinker in 2013.  HR Examiner includes him in its list of the top 100 global HR influencers and states “Ingham is still early in his career.  It’s not outrageous to imagine him as the next Ulrich.”

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Tuesday, 2 June 2020
9:30 am - 4:30 pm
Event Categories:


Symposium Events
020 7231 5100