WORKSHOP 1: Designing Stock
& Stock Alike Plans
Stock-based
executive compensation has surged over the past two decades. The
post-expensing era of all forms of stock–based award has brought about a
level playing field in the use of shares and shares alike in compensation. As
the aftermath of the 2008 financial crisis sparked widespread public outrage
over payout of mega awards for dreadful corporate performance, US-led
governmental pressures are now calling for more legislative controls on
rewards.
This half-day
workshop equips participants with the fundamental knowledge and skills to
understand the use of different types of stock vehicles against a backdrop of
current scrutiny on share-based awards and the need to drive performance.
Topics
addressed include:
v
The
Role of Equity in Compensation
v
Types
of Stock and Stock Alike Awards, Usage, Operating Mechanism, Pros & Cons
– stock options, stock appreciation rights,
restricted stocks, restricted stock units, performance shares, and
performance share units.
v
Design
Considerations – stock availability &
dilution, participation eligibility, award value & determination, vesting
terms, performance conditions & payout, valuation & expensing,
taxation, forfeiture and claw-back.
v Valuation Models
& Expensing – Black-Scholes, Binomial,
Trinomial,
Monte Carlo.
v
Performance
Measures - profit, return, EVA, TSR; understand
what each means and its usefulness; what is common; how to link performance
to payout meaningfully.
v
Split Shares &
Conversion – what happens and how to manage.
workshop 2: Designing
Expatriate Relocation & Compensation
Although the
expatriate population in Asia has exploded from a few years back, it still
bobbed up and down depending on economic fluctuations in the Asian, US and
Europe markets. The term “Expat” has also evoked
different meanings among companies in
Asia.
This half-day
workshop aims to provide participants with the fundamental knowledge and
skills required to design expatriate packages in consideration of the current
times and needs in
Asia.
Topics
addressed include:
v
The
term “Expatriate” – evolution,
transformation & connotation
v Types of Expatriates
in
Asia– international,
inter-regional, intra-regional, commuters,
domestic
v
Compensation
Approaches – balance sheet, home-country,
host-country, hybrid; what do they mean and for whom; how to calculate.
v
Taxation
Approaches – equalization, protection,
company-born, employee-born, gross-up, company-defined tax.
v
Allowances
Determination & Application – COLA, hardship,
mobility; how to consider these and what to look out for in survey data.
v
Benefits
– what to give and how to handle pension.
v
Foreign
Exchange & Impact on Expatriate Compensation – issues and resolutions.
v
Designing
Expatriate Compensation Policy – pragmatic
considerations.
v
Localization
& Repatriation – what to consider & how
to succeed.
|
TopIC 1: Global Boom & Bust – Impact on Asia Pacific’s Economic
& HR Market Structure
Nothing
is new under the sun. Economy and sentiments always shift from one
extreme to another. There is a tendency to forget past mistakes, the
pains caused, and repeat them. Policy-makers may even “save” the day by
inadvertently creating a bigger problem. Now, as quantitative easing
floods the market with heaps of money to alleviate liquidity shortage, will
this however lead to stagflation? This session brings you up to speed with the
global economic downturn and its impact on Asia Pacific with country-specific
updates, and offers people strategies to prepare for the economic
uncertainties.
TOPIC 2:
The Dynamic Compensation Market Never Stands Still! A Regional Overview for
2009 and 2010
In good
times, pay level rises through merit or job-hopping increase. In times
of crisis, despite widespread pay freeze, salary still changes through pay
reduction, retrenchment, replacement recruitment, and so on.
Management’s radar screens must be able to pick up opportunities and threats
in the perpetual fight for talent. This session provides in-depth
analysis on the past, present and future salary, bonus and total compensation
trends across countries in Asia Pacific, namely, Australia, Bangladesh, China,
Hong Kong, India, Indonesia, Japan, Malaysia, New Zealand, Pakistan,
Philippines, Singapore, South Korea, Taiwan, Thailand and Vietnam.
TOPIC 3: Shanghai & Hong Kong – Friend or Foe? Beyond Today
The
Government of China has just announced for Shanghai
to become
China’s
international financial and shipping centre. What is the implication
for
Hong Kong? Is this a question of
whether it will happen or a just matter of when? This session provides
an insight into the employers’ minds |
Sorry for the horrible formatting of this post.
There wasn't much I could do with it, but I thought it was very important to show that people are discussing equity in China. Please let me know if you plan to attend any of these events. I would personally love to hear about the presentations.
Dan