Job Evaluation is a formal process used in large organizations to assign jobs to pay grades. It focuses on the job, not the job holder. By analyzing the job description, organization chart and clarifying job scope and complexity, etc. with the manager, compensation & benefits professionals can determine the appropriate grade level of the job, even if the job is vacant. Learn from Tom Farmer, an American living in Singapore and working in this region for over a decade, explain job evaluation methods, guide participants step-by-step through an actual job evaluation and validate job evaluation results against the overall job architecture and market data.
Who should attend?
Anyone with responsibility for Human resources, especially if you are responsible for grading jobs, managing promotions or building/maintaining a pay structure, should attend to ensure you are using effective methods.
Mr. Thomas A Farmer, CCP, SPHR, ACTA is Managing Director of Freelance Total Rewards, a Singapore-based consultancy founded in 2013. Formerly with Hewitt and Mercer, Tom has more than 10 years consulting experience, on top of 20 years of corporate experience. He has consulted more than 150 companies on compensation practices. His blogs on total rewards topics have been read by more than 10,000 people in 120 countries. Tom was Vice President, Compensation and Benefits for InterContinental Hotels group for the Americas and Asia Pacific regions, with global responsibility for several business areas and rewards functions. Since 2014, Tom has trained more than 1,000 HR professionals and more than 500 line managers on total rewards topics.
Mpdule-1: An overview of the Reporting, Analytics, and Strategy Cycle
Module-2: Fundamental Metrics: A birdseye view of an organization
Module-3: Core data analysis for HR data
Module-4: Presenting results and giving recommendations
A great transformation is taking place in HR departments across the world—or at least a great transformation is expected from HR (and is arguably past-due). An increasingly dynamic, disrupted, and competitive landscape for all industries calls for a change in talent management and strategy. HR can rise to the challenge thanks in large part to the abundance of data and software at its fingertips, but it also needs to adopt analytical thinking and processes to help its business to succeed.
This workshop provides a practical and comprehensive framework for integrating data-driven insights into all aspects of human capital management and strategy. Throughout the training, you will learn two sides to metrics and analytics: (1) properly producing metrics and analyzing human capital data; and (2) implementing analytics into workforce strategy. Lectures, group hands-on exercises, and bonus materials are designed to allow you to immediately adopt analytical approaches and processes that will support and optimize a variety of core HR programs and services in your organization.
Learning objectives and benefits to you and your organization:
After attending and participating in this course, you will be better able to:
Create metrics and drive analytics projects that address people-related business problems head-on
Use ethical and trustworthy approaches in analyzing data
Overcome common HR data problems that prevent actionability (and credibility)
Transform data confidently and repeatably for metric creation and data analysis
Analyze data from a variety of sources
Effectively deliver convincing data-driven insights to executives
Understand the basics of advanced analytic techniques and their value in your organization
Who should attend?
HR professionals at all levels and all sub-functions looking to understand and adopt data-driven thinking in HR.
Course requirements and things to bring
A laptop is required to participate in group data analysis exercises outlined in the agenda. A common company laptop with Microsoft Excel installed is sufficient to complete exercises and use bonus materials.
A basic familiarity with Microsoft Excel is required; an intermediate understanding of excel is preferred (pivot tables, SUMIF, COUNTIF, vlookup); no background in statistics, economics, or analytics necessary
Paul Lalovich, MSc successfully led and supported Business Architecture across a variety of industries, making significant progress in reducing costs and improving operating effectiveness. Paul worked extensively in the emerging markets of Europe and The Middle East (du, Gazprom, Norconsult and Global Medical Solutions, Sadara Chemical Company, Mercer Consulting and more recently Emirates Nuclear Energy Corporation). Prior to this, during his career in Canada he worked as an HR BPO consultant with ORIS Creative Solutions supporting many organizations on the Fortune’s list “100 Best Companies to Work for in America”.
Helping organizations to align the business objectives of a customer to the strategy and solution to achieve them by ensuring the right mix of organizational capabilities. Leveraging versatile industry expertise to develop the most effective scenario prioritization, organizational capability maps, roadmaps, and business cases.
Serving as an advisor to executive management and guiding leaders and their teams to make sound choices about organizational design, talent management, executive rewards, strategic workforce planning and change management.
Design and implementation of short- and long-term executive and wider employee incentive plans, that drive sustainable growth, increase shareholder and investor values and provides for effective key talent retention.
Implementation and delivery of HR Transformation solutions leveraging Cloud HR technologies. And delivering activities such as HR process design and optimization, HR shared services design, up-skilling HR staff, and HR operating model and organization design.
Setting strategic priorities and providing pragmatic, hands-on leadership to talent management initiatives including employee engagement, succession and nationalization.
Ensuring effective execution and continuous improvement of core talent processes (talent acquisition, on-boarding, employee development, performance management, employee relations and internal mobility).
Set the mix of base pay and variable/incentive pay
Select target-based, commission or formula-based approaches
Review an existing sales compensation plan for improvement
Determine who should be on a sales compensation plan, by type of role
Select performance measures including various metrics for sales and sales effectiveness
Set targets/quotas and thresholds properly
Decide on frequency of payout and use a cumulative quarterly approach where appropriate
Recommend to your company use of a cap, soft-cap or no cap on sales incentives
Communicate your sales incentive plan effectively
Form and lead a sales incentive design team
Total Reward/ Compensation is one of the most strategic areas for Present HR. Total Reward plays very vital role in answering 3 key question on Talent Management: Why People JOIN with us, why some people LEAVE us & why some other people STAY with us. Designing strategic Total Reward plan is very vital for any organization. In case of Reward for Sales activity, the designing should be very perfect. This workshop will help to understand, learn and apply the skills for designing compensation plan for sales. Join this half-day overview on sales compensation design with several real-life examples of sales compensation practices in effective organizations.
Mr. Thomas A Farmer, CCP, SPHR, ACTA is Managing Director of Freelance Total Rewards, a Singapore-based consultancy founded in 2013. Formerly with Hewitt and Mercer, Tom has more than 10 years consulting experience, on top of 20 years of corporate experience. He has consulted more than 150 companies on compensation practices. His blogs on total rewards topics have been read by more than 10,000 people in 120 countries. Tom was Vice President, Compensation and Benefits for InterContinental Hotels group for the Americas and Asia Pacific regions, with global responsibility for several business areas and rewards functions. Since 2014, Tom has trained more than 1,000 HR professionals and more than 500 line managers on total rewards topics. He is a WorldatWork GRP certification faculty.