Whether it's a corporate strategy that focuses on revenue growth, flexible work culture or a workplace driven by benefits and perks, there are many reasons for an organization to implement a total rewards strategy to attract, motivate, retain and engage top talent and create bottom line results. Nearly 2,000 human resources, compensation, benefits, work-life and total rewards professionals gathered for the annual WorldatWork Total Rewards 2015 Conference & Exhibition, May 18-20, at the Minneapolis Convention Center to network, learn best practices in total rewards from others and discuss pressing trends in the profession.

"The Total Rewards Conference continues to be the largest gathering of total rewards professionals worldwide each year," said Anne Ruddy, president and chief executive officer of WorldatWork. "We are proud to have assembled a large group of successful human resources professionals representing more than 40 states, Europe, Asia, Canada, South America and the Middle East in addition to 200 corporate exhibitors and more than 70 educational sessions."
This year’s keynote speaker Dr. JP Pawliw-Fry, shared with attendees the results of a study he conducted on 12,000 people that focused on performing under pressure. Pawliw-Fry emphasized that one doesn't have to over-perform or be perfect to be successful. When emotional and physiological feelings emerge during pressure moments, he recommended to stop and change the perspective of the situation.

Other conference highlights included a look at new laws and regulations at the federal, state and local levels that will likely impact the country’s workforce. "Policy makers in Washington, D.C. are paying significant attention to total rewards issues," said Melissa Sharp, senior manager for external affairs and public policy at WorldatWork. "Potential changes to executive compensation required disclosures, implementing the Affordable Care Act, the push to raise minimum wage and proposed guidelines to govern how American workers are paid for overtime work, are all part of the Obama administration's plan to modernize and streamline our nation's workforce."



Organizations looking to set themselves apart from the competition are now using employee experience to drive results. Aon Hewitt presented its 2015 study, "Inside the Employee Mindset" which details how companies differentiate their employment experience. The study revealed that employees are looking for a more "human" workplace. The findings clearly tell us that employees have high expectations around vacation, work-life balance and a humanistic experience.

New ways to introduce sales compensation was another topic discussed among HR practitioners and presenter Michael D'Amico, HR practice leader at Stratford Managers discussed considerations and steps on "Introducing a Sales Compensation Program to Your Organization." D'Amico advised to allow 8 to 12 months to launch a new plan, be sure to engage key stakeholders, determine your design considerations and pilot the program before a full implementation.

Lastly, flexibility isn't just a workplace benefit, it's a smart HR strategy, Pamela Murray said, a senior HR consultant with Willis. “While most see workplace flexibility as an employee perk, it has organizational benefits that allows workers to make choices about core aspects of their work,” she said. Murray's study showed 83% of companies on Fortune’s 100 best places to work list offer virtual work options.

WorldatWork announced its 2016 Total Rewards Conference & Exhibition will be held June 6-8 in San Diego, California.