Module-2: Concept, Tools & Models of Reward Management
Component of the Reward System
Elements of a Reward System
Steps for Developing total rewards
Tools for any compensation design
Balanced, Practical Reward Strategy Model
The Internal, External Equity Model
Module-3: Design of Pay Structure
Component of Pay Structure designing
Methodologies for Salary Structuring
Concept & Strategy of Pay structure design
Factors affecting pay levels
Types of grade and pay structures
Guiding Principles For Grade and Pay Structures
Grade and pay structure design – dos and don’ts
Tools and formats for Pay structure design
Module-4: Job Evaluation
Concept of Job Evaluation
Methods of Job Evaluation
Module-5: Compensation Administration
Compensation Administration Process
Law & Rules regarding Compensation
Provident Fund, Gratuity, Leave Encashment, Festival Bonus administration
Module-6: Employee Tax Management
Clauses of Tax Law
Employee Tax Calculation Factors
Tools and formats to be used for Tax Calculation
Formats to be used for Communication with employee and NBR
With many markets in the region gearing up for continued post-recession business growth, many employers are facing a challenge of aligning compensation and benefits practices with business strategies, and the challenge of implementing advanced compensation techniques that improve the relationship between compensation and employee performance and business results.
This course will give practical guidance to enable you to design and implement your own plans for building a total remuneration benchmark, and achieving better business results through a more effective approach for designing compensation plans.
Objective: After successful completion of the program, participants will be able to :
Understand about Compensation & Benefit
Design Competitive Pay Structure
Design competency based C & B plan
Design Pay for Performance plan
Calculate Salary Tax
Design Total Reward Plan for the organization
Methodology: Group exercise, Brainstorming, Case analysis, Presentation, Discussion
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).