Workshop Overview
Payroll is the number one expense for every company.
Therefore, getting this right should be the number one
priority for any organisation.
In today’s competitive environment, top talent is costly
and mobile. Therefore, to avoid the inevitable retention
issues or price-wage inflation, organisations are faced
with the need to review their compensation packages
and take a broader ‘total reward’ strategic approach. The
concept of ‘total reward’ takes a holistic and
all-encompassing approach to the way that employees
are paid, or ‘rewarded’ for joining (and staying) with your
organisation. Whilst salaries are important, they are not
the only factor that attracts top talent – in case study
after case study across the world, the
employee-manager relationship & career growth
opportunities are seen to be equally important to both
employee attraction and retention. Holistic reward
structures include the basic metrics of salaries or pay,
medical insurance, leave periods etc., and expand these
benefits on offer to new or existing employees to include
a positive environment & office culture, training and
learning opportunities, career growth, job rotation,
corporate perks and a wide range of non-financial
incentives.
But a compensation & benefits structure that attracts
one person may not be suitable for another. For
example, school fees payments may be a great benefit
for middle-aged employees with 3 kids; but useless to an
unmarried 22 year old fresh graduate. Therefore,
organisations need to adopt a flexible approach to their
total reward strategy that is tailored to the needs of their
employees. This course will identify how to create a total
reward structure to meet these objectives and covers the
full scope of compensation, including legal rights &
practices, and uses global best practice and case studies
to explore compensation & benefits strategy, designing
and administering a compensation structure, and
communicating compensation plans to your
organisation.
This course is learner centric and focusses on practical
skills. It is activity-based, with each training session
offering a range of activities designed to engage and
involve delegates in the learning process. Following adult
learning theory, each module allows participants to
explore, analyse and assess the issues and explore and
evaluate possible solutions. The workshop has been
designed to accommodate different learning
preferences so that activists, theorists, pragmatists and
reflectors can all benefit from the learning experience.
The facilitators encourage open learning and discussion,
passing on not only their own extensive experience but
encouraging learning through sharing the knowledge
and experience of the delegates. The course contains a
wealth of practical examples and case studies as well as
some simple tools and techniques that delegates can
apply readily within their own organisation.