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. Potentially uncontrolled business growth poses a new set of risks and challenges that rewards professionals have to plan and prepare for to avoid the pitfalls of pre-recession practices.
This course will provide you with the guidance to manage your annual pay review process and implement merit-pay as part of your overall approach for managing pay-for-performance, which will assist the company to attract and retain employees in an increasingly competitive pay market. This course 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. This course will explain in practical detail how to link pay with performance, especially through the annual pay review process and using merit-pay awards.
Most employers want to ensure that they can “attract, retain and motivate” the best employees and teams, and this one-day course will cover the key areas in the overall compensation and benefits package that are linked to the performance of the employee, to enable employers to compete more effectively in the war for talent whilst achieving cost-effectiveness for the employer.
This course will provide you with the latest best-practice advanced compensation techniques and you will have an opportunity to discuss and test various ideas and to establish what may work for your company. You will be given access to various tools and techniques, as well as information on the latest advanced trends and developments.
Key Benefits of Attending
Who Should Attend?
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, at both an “intermediate” and “advanced” level.
This course is designed as an “intermediate and advanced” course in compensation, and delegates should have either already attended the elementary foundation course on “Managing Compensation and Salary Structures” training course conducted by Robert Mosley, or they 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).
- 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
Advanced Concepts for Pay for Performance (P4P)
- What motivates and retains an employee?
Next Generation Performance Management
- Latest global trends in Performance Management
- Modern trends on annual appraisal meetings and monthly informal 1:1 discussions
- Next Generation Performance Management: The Death of Performance Appraisals
- What is happening to KRAs and annual KPIs?
- Say Goodbye to KPIs and Say Hello to MSCs
- The balancing act of objectives/KPIs and competencies/behaviours in the overall appraisal rating
- How does continual assessment (monthly milestones) work?
- What happens to the annual performance appraisal?
- What happens to performance ratings?
- Do we still have the “bell curve” and what happens to forced distributions?
Managing Performance Ratings and Performance Distribution Curves
- 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
- Understanding and managing the “snap-ratio” of the distribution curve
- Adjusting the distribution curve of employee ratings to reflect company results
- Knowing when managers have been too generous or too mean with their appraisal ratings
- The pros and cons of the “bell curve”
- Practical solutions for managing a forced distribution curve of appraisal ratings
Managing the Annual Merit-Pay Review Process and Linking Pay Reviews with Performance
- 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
- Linking merit-pay to individual performance
- Conducting and managing the annual pay review process
- Balancing the annual pay review budget and calibrating manager ratings and merit increases
- The optimal timetable to use pay to support performance management
Knowing if Employees are Correctly Paid
- Managing an annual pay review process and managing progression through a pay range
- Managing compa-ratios and using compa-ratio progression guidelines