Advanced Compensation & Pay-for-Performance (P4P) Masterclass

Pay Strategy, Pay Benchmarking, Compensation Design and Managing Salary Structures as part of Total Reward Management to Meet Business Needs and Drive Employee Performance

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Course Fee SGD2,195

Accredited by HRD Future and the Course Trainer

Offered virtually in five half-day sessions

20, 21, 22, 23, 24 Nov 2023

Course Trainer

Robert Mosley

Expert Leader in compensation and benefits, performance management

Robert Mosley was awarded the “Global HR Leadership Award” in 2017 by the World HR Congress to recognize his iconic contribution to the global C&B community over the past decade. He is truely one of the leading HR trainers in the world today, and is in the “Global Guru #500 List”.

Robert is widely recognised in many industries and many countries as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally, especially in the GCC and Asia having worked in these regions for over 25 years.

Robert was born and educated in London (in UK) and he graduated with a MA masters degree in Mathematics from Oxford University (in UK) in 1983, and then obtained his MBA masters degree in business studies from London Business School (in the UK) and Chicago Business School (in the USA) in 1985. He then became a member of the Chartered Institute of Personnel and Development (in UK) with an FCIPD qualification, after deciding to focus on HR.

Who Should Attend

This course is designed for everyone who requires an appreciation or an in-depth knowledge of pay strategy, pay benchmarking, designing payscales and compensation structures, and managing salaries of employees as part of a Total Reward framework. This includes anyone who needs to be involved in compensation and salary structures, including all employees in HR at all levels of Vps/ Directors/ Managers/ Specialists/ Analysts/ Generalists, and this course is designed for the all of the following participants:

Course Introduction

The module on “Advanced Pay Benchmarking and Remuneration Design” (Sessions 1-6 inclusive) will provide a detailed understanding of the latest advanced best-practice approaches for designing the total remuneration packages for each grade, and benchmarking the remuneration design against an external pay market strategy and market data. This course will give practical guidance to enable you to design and implement your own plans using advanced excel spreadsheets for building a total remuneration benchmark, and achieving better business results through a more effective approach to pay benchmarking and designing compensation plans.

The module on “Pay-for-Performance” (Sessions 7-10 inclusive) will provide a detailed knowledge of how to equip yourself with the key C&B skills to motivate employees and reward their performance, and get a better understanding of the latest best-practice approaches for key compensation and reward practices geared towards pay-for-performance. The module will explain how to manage performance ratings and how to analyse the distribution curve of performance ratings, and if necessary how to use the new approach of “snap-ratio” to manage a forced distribution curve of performance ratings. The module will explain in practical detail how to link pay with performance, especially through the annual pay review process and using merit-pay awards.

Key Benefits Of Attending

Increase your business performance and employee effectiveness through implementing compensation and reward systems that attract, retain and motivate staff.

Align your basic salary structures and grades and compensation and reward systems to your business objectives and human resources strategy.

Discover practical steps for implementing a grading system with a pay strategy and a basic salary structure and pay scheme, or how to update your existing compensation structures.

Develop solutions for your own compensation and reward issues and challenges based upon practical case studies and interactive course and clinic discussions.

Opportunities for networking in the breaks with your fellow course delegates and course tutor to discuss practical issues that will help you in your workplace.

Course Methodology

You will be provided with the information you need to make changes to your grading and salary structure. You will have an opportunity to test various ideas and to establish what may work for you. You will also be given access to various tools and techniques, as well as information on the latest trends and developments both in the region and indeed globally. This course will involve working on practical case studies to gain detailed hands-on experience using the various tools and techniques that will be discussed throughout the course.

Pre-Requirements:

This course is designed as an “intermediate and advanced” course in compensation, and delegates should already have practical knowledge and working experience of working with the main “fundamentals” of managing compensation including knowledge about Pay Strategy, Grade Structures, Market Pay Levels and Benchmarking, Designing Payscales and Salary Structures, Calculating Compa-Ratios, and simple Payscale Formulae (such as the single-step approach of 80%-120% for min-max pay ranges and the double-step approach of 70%-130% for min-max pay ranges).

Course Case Studies

This course is designed for companies from all countries in Asia will and include the following case studies designed around best-practice companies based in Asia:

Determining a reward policy as part of the HR strategy and business mission and vision
Establishing a reward strategy linked to business strategy
Designing and selecting the most appropriate grading/salary structure
The debate of single bands versus broad-banding
The business benefits of single bands versus broad banding in managing jobs and grades
Establishing pay ranges that are externally competitive with market pay surveys
Managing base salary progression and management of compa-ratios
Key features of performance management and appraisal systems if C&B is to be successful
Learn how to adopt traditional pay review plans to be more selective on pay-for-performance
Learn how to manage the costs of the annual pay reviews whilst rewarding top-performers
Explore the compensation tools that can be used to retain and motivate top-performers
Using retention schemes and recognition plans as a strategic component of reward

Course Outline

● The golden triangle of Reward Management ( jobs, people and performance, and pay markets)
● Why is compensation and reward management important?
● The role of grading and salary structures in compensation and reward
● How grading and salary structures have developed Globally over the past ten years

The four necessary ingredients for successful remuneration design:

Pay Strategy
Grade Structure
Market Data
Number of Months

● 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

● Understanding different types of market pay surveys and definitions
● Knowing how to interpret and utilise 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

● The role of job evaluation and the main job evaluation systems
● 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 new trend back towards more grades to manage costs and improve employee careers
● The future trend of “agility”and what are agile grades and agile payscales?

Are you designing for 12 or 13 or 14 guaranteed months (plus variable bonuses/incentives)

● Bringing all 4-ingredients together to design advanced total remuneration structures
● Practical exercise on building a spreadsheet to analyse “total remuneration” for benchmarking
● Selecting a grade structure and a basic salary structure to meet your needs
● Benchmarking on “total cash package” and on each component (salary, bonus, allowances)

● Establishing the midpoint of the pay-range for each grade based on the pay strategy
● Determining the minimum (fair value) and maximum (economic value) salaries for pay-ranges
● The various calculation formulae for determining minimum-midpointmaximum in pay-ranges
● The single-step approach (80%-120%) and the double-step approach (70%-130%)
● Defining and using compa-ratios and managing pay-ranges and position-in-range

● The role of management in implementation and the role of the HR and reward specialist
● Managing progression through a pay range and managing comparatios (internal equity)
● Using payscales in recruitment, progression, promotions and associated pay policies
● Coping with employees who reach the maximum of their payscale and lump-sum awards

● Advanced concepts for managing salary structures and advanced design of payscales
● Different options for managing “pay premium” for specialist roles:

Adjusted basic salary payscale or specialist grades with dedicated payscales
Additional skills premium allowance or market allowance
Using ranges-within-ranges or using restrictive compa-ratio ranges

● Managing “Narrow-Bands” and “Broad-Bands” and “Ranges-within-Range”

● The role of performance management and performance appraisals to develop employee ratings
● What motivates and retains an employee?
● Latest trends in “Agile Performance Management” and “Next-Generation PM”
● Modern trends on annual appraisal meetings and monthly informal 1:1 discussions
● Agile Next Generation Performance Management: The Death of Performance Appraisals
● What is happening to KRAs and annual KPIs, and why should we move to MSCs
● How does continual assessment of objectives (monthly milestones) work?
● The balancing act of objectives/KPIs and competencies/behaviours in the appraisal ratings

● Current best-practice approaches to performance appraisal rating scales
● How many points should you have in your performance appraisal rating scale
● What words should you use to describe each appraisal rating point
● Using forced distribution curves of appraisal ratings
● Do we still have the “bell curve” and what happens to forced distributions of ratings?
● Understanding and managing the “snap-ratio” of the distribution curve
● Adjusting the distribution curve of employee ratings to reflect company results

● Conducting and managing the annual pay review process (both fixed-pay and merit-pay)
● Linking merit-pay and annual pay reviews to individual employee performance
● Rewarding performance within basic salary increases and merit pay reviews
● Rainbow curves to manage compensation and pay-for-performance and using a merit-matrix
● Conducting and managing the annual pay review process
● Balancing the annual pay review budget and calibrating manager ratings and merit increases
● Managing an annual pay review process and managing progression through a pay range
● Knowing if employees are paid correctly or under-paid or over-paid
● Managing compa-ratios and using compa-ratio progression guidelines

● Why have retention plans linked to talent management and key employee retention plans?
● Identifying the most appropriate retention schemes for your company
● Types of retention plans and the typical costs of retention schemes
● Using various 9-box techniques for identifying talent and key retention employees
● Linking pay-for-performance with talent management into 3-year retention plans

Frequently Asked Questions

Have questions or need help? Please feel free to get In touch with us 🙂

enquiry@hrd-future.com

(65) 6980 7730

There are no pre-requirements, and this course is suitable for participants who classify themselves at either “elementary” or “intermediate” or “advanced” levels.

You will get certificate of attendance from HRD Future. In order to get the certificate of attendance signed by the course trainer, you are requested to attend at least 90% of the course.

You can register online by filling the registration form on our website. Alternatively, you can also register by email or phone.

To register by e-mail, please send the delegates name, job title, email address, company name and telephone number to enquiry@hrd-future.com or alternatively you can email the scanned copy of the completed registration form.

For more information, please call +65 69807730

All our public events are conducted in English, unless otherwise stated. English subtitle are available for some of the online courses.

The registration fee includes admission to the events, exam and cert for certification courses.

For in-person course, a comprehensive set of documentation material in digital format or only printed format for some of the course distributed at the venue, lunches and 2 refreshment breaks for in-person classes. Hotel accommodation and travel costs are not included in the registration fee; however, we do have corporate rates with the hotel venue. Email to enquiry@hrd-future.com for more information.

There is no deadline for registration. However, for some courses, sometimes we do limit the number of delegates to ensure optimum course interaction. We advise you to register as early as possible in order to avoid disappointment and to allow adequate time for our administration process. for in-person class, if you need to register on the day itself (walk-in registration), then kindly contact our customer service department at +65 69807730.

Full payment must be received within seven (7) working days upon receipt of invoice or before the event date, whichever is earlier. A LOU with company stamp is requested for those organizations that cannot make payment on time.

Payment Mode

(1) BANK TRANSFER (USD/SGD only)

Account Name: HRD Future Pte Ltd
Account Number: 695-207639-001
Beneficiary Bank: Oversea-Chinese Banking Corporation Limited
Beneficiary Bank Address: 65 Chulia Street OCBC Centre Singapore 049513
Swift Code: OCBCSGSG

For other currencies, we may provide you a different bank account depends on currencies. Email to enquiry@hrd-future.com for more information.

(2) CHEQUE

Please make all cheques payable to: HRD Future Pte. Ltd. (Appliable in Singapore Company only)

(3) CREDIT CARD

We are using Stripe as the credit card payment gateway. Additional credit card charges per transaction are applied. Please contact our team for more details.

Can I change the name/details of the delegate(s) after registration?

Yes, a name can be changed at no additional cost. Please email enquiry@hrd-future.com providing the details of the delegate(s) you wish to replace and the details of the replacement(s). This email should include:

Full names, titles and positions in company
Company name
Direct telephone (for any urgent purpose)
Delegate’s email address (for us to send the Pre-Course Reading Material and Questionnaire)

I have registered for an event but I can no longer attend, what is your cancellation policy?

Cancellation policy can always be found in the Terms & Conditions section of your registration form. Basically, cancellations can be made if it is submitted more than 30 days prior to the event.

For cancellations received less than 30 days prior to the event, you have several options:

You can send a replacement as we do substitution free of charge
If no one from your organisation can attend, formal written request for withdrawal is required and an acknowledgement sent out. If the request is done before a month of the commencement date, a credit voucher is issued to the organization to be used within 12 months of the date of issuance.

Can I get a copy of the delegate list prior to the event?

We do not disclose delegate list prior to the event taking place. A list of participants will be available at the event only.

Can I get a copy of the course materials prior to the event for self-study?

Yes for some of the courses. However since we always update course materials closer to the event date to ensure all data is most updated, we are only able to provide course materials approximately one week before the event dates. A full payment is requested in order to receive the course material in advance.

What is the dress code for the event?

Most of our delegates who attend our courses prefer to wear business/ smart casual clothing. No shorts please. You can also bring optional formal clothing for your personal dinner or networking functions.

Who should I inform about my dietary requirements?

We will email you the event details letter approximately two weeks before the day of the events. You can highlight any special dietary requirements by reply the email.