Compensation and Benefits Management Training Course for HR Professionals

Why Select this Training Course?

HR is a highly dynamic environment, and a commitment to continuous knowledge is essential for HR professionals who desire to reach the highest competency levels. The Human Resources Compensation and Benefits Management Course is designed for HR professionals to equip them with the required knowledge and skills to manage compensation and benefits. It is a professional development course that thoroughly explores the nuances of designing, implementing, and managing compensation and benefits programs.

What makes the Rcademy Compensation and Benefits Management Training Course stand out?

This course explores the legal intricacies of employees’ rights and the regulations that affect the employees’ wages and allowances. Providing methods of maintaining legality in a wide-ranging geographic space provides HR professionals with the required information, enabling them to minimise those legal risks adequately. Compliance is at the crux of this as it helps preserve organisational ethics and protects against lawsuits.

Who Should Attend?

This course is ideal for HR professionals, including human resource managers, compensation and benefits specialists, and those seeking to take their careers to the next level in human resources. It is appropriate as well for the entrepreneurs and executives for their perceiving of the way of rewarding their structures. Participants will leave this course with the unique skills needed to make decisions that align with organisational goals and ensure fair and competitive compensation practices are in place.

What are the Course Objectives?

The primary objectives of the Compensation and Benefits Management Training Course are:

• Comprehensive Understanding: Have an in-depth knowledge of the concepts and ideas behind compensation and benefits management, including legal aspects, market trends, and employee expectations.
• Strategic Design: Discover how to develop and launch compensation and benefits plans to attract, engage, and retain the best staffers within the organisation.
• Legal Compliance: Ensure that you abide by local and international laws and regulations on compensation and benefits that may not lead to any legal issues.
• Cost Optimization: Acquire skills to manage the organisation’s budgetary constraints while making the packages competitive and attractive to you.
• Employee Engagement: Find ways to link the compensation and benefits to employee engagement, job satisfaction, and overall organisational performance.

How will this course be presented?

Training on Compensation and Benefits Management uses the active and interactive teaching methodology, which includes theory and practice. Lectures, case studies, group discussions, and practical activities will be given in the course. In this setting, participants will be able to interact with industry experts, exchange experiences, and tackle practical exercises to comprehend and employ the ideas being discussed.

What are the Topics Covered in this Course?

Module 1: Compensation and How It Affects Employee Behaviour

• Linking merit pay with competitive pay-person and strategy-incentive to pay-team-based pay
• Building an internally consistent compensation system-creating
• Bases for traditional pay system and modern pay system establishment
• HR strategy for compensation
• Plans-aligning compensation

Module 2: Recognising Employee Contribution through Pay Structures

• Designing a merit-based pay system
• Pay structure variations, broadband, and two-tier structures
• Sales incentive compensation plans
• Constructing a pay structure
• Designing employee-focused programs

Module 3: Employee Benefits

• Planning and designing the benefit program
• Discretionary benefits
• Components of discretionary benefits
• Cost containment
• Internal revenue code

Module 4: Legally Required Benefits

• Health care legislation
• Worker’s compensation
• Health insurance programmes
• Social security
• Family and medical leave
• Featured unique care plans
• Managed care approach

Module 5: Considering the Flexible Workforce

• Flex time, compressed workweeks
• Remote workers’ compensation
• The contingent workforce
• Unions and their requirements for contingent employees
• Pay and employee benefits of contingent workers
• Strategic issues and choices affecting remote and flexible workers

Module 6: Building a Market-Competitive Compensation Systems

• Conducting research and survey data collection
• Preliminary considerations
• Pay level policies
• Strategic considerations in survey data
• Internal job structure with external pay rates
• Pay mix policies
• Ethical dilemma
• Strategic mandate

Module 7: Incentive Pay

• Designing incentive pay programs
• Contrasting incentive pay with traditional pay
• Group Incentives
• Company-wide incentives
• Individual incentives
• Level of risk consideration incentives
• Time horizon: short-term versus long-term
• Performance criteria

Module 8: Bases for Pay

• Performance appraisal
• Seniority and longevity pay
• Merit pay
• Analysing the job
• Empowering employees
• Limitations of various bases for pay

Module 9: Contemporary strategic compensation challenges

• Executive pay and non-executive pay
• Executive compensation packages
• Key employees
• Equity agreements
• Clawback provision
• High-value and compensated employees
• Separation agreement
• Enhanced protection programs benefits and perquisites
• Executive compensation disclosure rules
• Component of current core compensation
• Pay for performance
• Security exchange and critical players’ consideration
• Term of international assignment
• Setting pay for expatriates
• International activities considerations
• Incentives for expatriates
• Balance sheet for expatriates’ compensation packages
• Repatriation pay issues