A fundamental component of reward management and HR is a grade and basic salary structure, and these are often taken for granted. Rather than make changes, HR and reward professionals try to fit the ever-changing needs of their employees into a system that may not have been reviewed for many years.
Ensure your salary and grading structure meets your business needs, while allowing the company to attract and retain employees in an increasingly competitive pay market.
Review and revise your grading structure and salary structure to fit the ever-changing needs of your employees into a system that may not have been reviewed for many years.
Ensure that you can “attract, retain and motivate” the best employees and teams. This three-day course will cover the key areas in the overall compensation and benefits package that enable employers to adopt best-practices and compete more effectively in the war for talent whilst achieving cost-effectiveness for the employer.
This course is designed for everyone who requires an in-depth knowledge of working with and managing salary structures and compensation and reward issues, including all professionals and HR Generalists who work in HR at all career levels, and all C&B Specialists who work in Compensation and Benefits.
Understanding the key Definitions, Statistics, and Modern Approaches
Knowing the key pay components and defining the appropriate pay market
Selecting the right pay market position and understanding sector pay
Determining a pay strategy benchmark and reward strategy
Linking the pay strategy and reward strategy to the HR strategy and business goals
How to assess if your pay structure is meeting your business objectives
Managing the balance between employee expectations and ability-to-pay
The role of job evaluation and the main job evaluation systems
The key job evaluation approaches and methodologies
The internal role to develop the grading structure
The external role to enable pay market benchmarking
Building the grade structure and determining how many grades
Understanding “single-step” and “double-step” grades
The pros and cons of broad banding in different organizational cultures
The new trend back towards more grades to both manage costs and improve employee careers
The future trend of “agility”
Understanding different types of market pay surveys and definitions
Knowing how to interpret and utilize external pay market survey data and pay surveys
Using survey data from consultants or gathering your own survey data
Using salary surveys and market pay benchmarking tools in salary structure design
Are you designing for 12 or 13 or 14 guaranteed months (plus variable bonuses/incentives)
Social media marketing is one of the most important digital marketing channels. Social media marketing uses social media platforms to create awareness about the product. Digital Marketing uses online and offline channels to promote products to the customer.
We all operate in an increasingly complex commercial and professional environment that requires us to negotiate on a daily basis not only with customers, clients, suppliers and contractors but also with managers, fellow employees, and colleagues within our own organization.
The key to any successful operation lies in the effective management of risks; the ability to seize opportunities, minimize threats, and optimize results. However, risk management is too often treated as a reactive process, or worse, not done at all. In this Operations Risk Management and Mitigation training course, you’ll work through the proactive approach to both sides of risk: threats and opportunities. The approach applies a proven six-step methodology of risk planning through identification, analysis, and control.
Maintaining a high level of productivity in today's successful businesses takes work and continuous learning in a variety of management skills and techniques. To be successful in daily work tasks, knowledge, and skills in management techniques must be learned, practiced, and implemented. People in all types of organizations find themselves needing to find more productive methods of planning work and tasks, setting appropriate goals, using good interpersonal skills, and using effective means of making decisions. A focus on using productive practices allows for effective and efficient management of work and making changes in the organization.
The ASME Plant Inspector Level 1 training course provides the fundamental principles of the inspection, assessment, and management of fixed pressure equipment. The content of the course is delivered in a systematic manner, from the inspection planning process to inspection practices and evaluation of the associated equipment. It is aimed at the upstream and downstream Petrochemical industry but is equally relevant to stakeholders from other sectors that utilize pressure equipment.
This intensive course covers the in-service inspection methodologies and requirements for piping, pressure vessels, and above ground storage tanks.