• 11:30am - 12pm | Registration & Networking
• 12pm - 1pm | Lunch & Program

Overview:

As business leaders we can’t help but read about, if not experience, the post-pandemic phenomenon known as the “great resignation” (aka “turnover tsunami”) where as many as 40% of those in the labor force have demonstrated a willingness to change jobs within the next few months. There are numerous reasons behind the anticipated “great resignation”. However, research is showing that the #1 reason given for wanting to change jobs is “better pay and benefits” followed by “better work/life balance”.

Most concerning about the number of people expected to jump ship is that many of these folks are those who have worked for our organizations over an extended period. These are often the best qualified, best trained, most dedicated, and most highly motivated to do what needs to be done to ensure our organization’s future is bright. So, the question is, what are we as business leaders doing to ensure we retain their services?

This program will explore various total reward strategies that have proven themselves to be highly effective in retaining top talent. While some participants may gain some affirmation about what their organization is currently doing, everyone will leave with several good ideas about what their organizations could, maybe should, be doing.

Learning Objectives:

1.       Review research that confirms “pay” is of critical importance in motivating people to join an organization (attraction) and stay with that organization (retention),

2.       Define the concept of “golden handcuffs” and explain how that concept is instrumental in the design of retention-focused total reward practices,

3.       Acquaint participates with a full range of strategies that are being used successfully by employers to incentivize and reward “retention”, including a review of the advantages and disadvantages associated with those strategies, and

4.       Equip business leaders to evaluate the total reward strategies currently used by their organization, as well as prudently consider and advocate for alternative and/or additional strategies for improving employee retention.

James T. Stodd, MS, SPHR, SHRM-SCP, JT Stodd & Associates

Jim offers seasoned experience in compensation and rewards, strategic and organizational planning, as well as organizational change management. During his career he has assisted numerous clients implement the organizational architecture, structure, infrastructure, and strategic plans required to achieve their visions and goals.  In addition, he has assisted other organizations build strategically-focused compensation & reward programs, as well as other human resource management initiatives, by introducing forward thinking
approaches to talent management.

During his career Jim has served as the CHRO for several prominent organizations including  Carle-BroMenn Healthcare (Bloomington, IL), Our Lady of the Lake Regional Medical Center (Baton Rouge, LA), SCAN Health Plan (Long Beach, CA), and the Office of the Legislative Auditor (Baton Rouge, LA). He has also been associated with several leading consulting firms including Ernst & Young LLP, Hay Management Consultants,  and First Transitions.  Jim currently maintains an independent consulting practice under the umbrella of JT Stodd & Associates and has provided consulting services to a diverse mix of clients including those in the healthcare, manufacturing, technology, construction, professional services, petrochemical, finance, government, education and nonprofit sectors.

In addition to his career as a management consultant, Jim has taught classes in Organizational Leadership and Human Resource Management at Louisiana State University as well as served as the principal instructor for the Human Capital Management Certificate Program at the University of New Orleans.  Prior to that he taught related subjects at the University of California-Irvine where he received UCI’s “2010 Distinguished Instructor” award.  His educational preparation includes a B.A. in Psychology from Saint Louis University and a M.S. in Industrial/Organizational Psychology from Illinois State University.  He also completed extensive post-graduate work at the Industrial Relations Center of the University of Minnesota. Jim has earned lifetime certification as a “Senior Professional in Human Resources” (SPHR) as well as a SHRM-SCP credential.