2017 first quarter professional development courses: sales incentive compensation, employee...

Copyright @ 2016 E. K. Torkornoo & Associates, Manag ement A dviso rs Ltd. Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: [email protected];

Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. of 20

Professional Skill-Development Courses: Practical, Actionable, No-Nonsense, High-Performance, High Impact VENUE: The New Conference Center, City Escape Hotel, Prampram Road, Accra, Ghana, West Africa*

Limited Class Sizes. BIG DISCOUNTS For EARLY REGISTRATION & Multiple Participants. Cash Incentive Payment For Referrals. # List Of Current Course Titles Target

Participants Dates (Duration) Deadline For Paid

Registration A1 Sales Incentive Compensation Design For Higher Performance And Impact: Practical

Essentials For The Competitive Edge

CEOs, CSOs, CMOs, CFOs, CHROs, Sales

Leaders & Managers, Etc.

Tuesday, February 7, 2017 TO Thursday, February 9, 2017 (3 Days)

Tuesday, January 31, 2017

A2 Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions

Demand Driven. Contact Us To Register Interest

B1 Compensation & Total Rewards Management Fundamentals For High Impact: Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With Relevant Local Applications & Cases

Future, New, & Current Leaders,

Consultants, Specialists, &

Analysts In Compensation,

Total Rewards, HR, & General

Management

Tuesday, February 21, 2017 TO Thursday, February 23, 2017

(3 Days)

Tuesday, February 14, 2017

B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay: From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.-- Deploying SMARTer Practices, Techniques, & Tools For High Impact

Tuesday, March 7, 2017 TO Wednesday, March 8, 2017

(2 Days)

Tuesday, February 28, 2017

B3 Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices & Processes That Work In High-Performance Organizations

Demand Driven. Contact Us To Register Interest

B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers, Participation, Parsing Data, Proposals To Management, & Processes In Between

Board, Chief Officer, Leadership, & Strategic Level Series

Executive Compensation & Corporate Governance Fundamentals: Emerging Tools For Strategic Alignment, Risk Management, Competitive Pay, etc.

Rewards Strategy For High Performance & The Competitive Edge: Developing & Leveraging What Works In Top-Performing Companies

Designing Incentive And Bonus Programs For Improved Performance: Learning & Leveraging Practices & Principles Of Top-Performing Companies

Radical New Developments In Performance Management: Why Major Companies Are Dumping Established Practices, And What You Need to Do Now

Expatriate Compensation and Global Mobility Fundamentals: High Impact Practices & Principles For Our Increasingly Complex & Changing Global Village

Boards, CEOs, CSOs, CHROs,

CFOs, Strategists,

Rewards Leaders, &

Consultants

Demand Driven.

Contact Us To Register Interest

*Fees Cover Tuition / Facilitation, Course Materials (PowerPoints, Handouts, Case Studies, Exercises, Etc.), Snacks, Lunch, And A Certificate of Active Participation. Get Fees, Course Descriptions, Registration, Etc.: By Email: [email protected] OR By Phone: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718.

FACILITATOR: Mr. E. K. Torkornoo, A WorldatWork Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has over 25 years of experience: Delivering Sustainable Solutions In Multinational Corporations & Other Organizations (Large, Medium, & Small);

In Multiple Sectors: Telecom/Tech; Banking, Financial Services; Oil & Gas; Mining; Manufacturing; Advertising / Media; Real Estate; Healthcare; SOEs; Etc.; In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).

*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change. Generous Discounts & Cash Incentives For 2 Or More Participants From The Same Sponsor, And For Referrals.

(Specialists In Sales Compensation, Total Rewards, High-Performance Management, Leadership and Professional Learning & Development, Transformation, Change, Organizational Development, Human Resource & Talent Management)

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Table Of Contents

Course Link To Brief Course Description

(Behavioral Objectives, Summary of Topics, Etc.)

A1 Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For The Competitive Edge

A2 Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions

B1 Compensation & Total Rewards Management Fundamentals For High Impact: Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With Relevant Local Applications & Cases

B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay: From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.— Deploying SMARTer Practices, Techniques, & Tools For High Impact

B3 Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying

Proven Practices & Processes That Work In High-Performance Organizations

B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,

Participation, Parsing Data, Proposals To Management, & Processes In Between





COURSE TITLE: Sales Incentive Compensation Design For Higher Performance And Impact:

Practical Essentials For The Competitive Edge SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS

Upon active and diligent completion of this course, participants should be able to: A. Design and execute Sales Incentive Compensation programs that deliver Higher Performance! B. Align Sales Incentive Compensation Design With Company Strategy and Sales Goals; C. Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Incentive Compensation plans; D. Assess and pinpoint the causes of failure in Sales Incentive Compensation Design and execution; Determine what is not working, why, and how to

fix them; E. Determine the feasibility of inclusion and exclusion of various features of Sales Incentive Compensation Design; F. Analyze a variety of key macro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation

Design; G. Analyze a variety of key micro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation

Design; H. Develop a hierarchy of links among the following key macro-environmental factors as necessary for preparing successful custom-designed Sales

Incentive Compensation Design: Business Model, Business Strategy, Product/Service Models, Organization Structure, Marketing, Sales Management, Sales Force Design, Sales Job Design, Types of Sales Roles, etc.;

I. Develop and deploy the comprehensive Compensation Program Approach in Sales Incentive Compensation Design; J. Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Incentive

Compensation Design: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy Line(s), Compensation Structure;

K. Develop and deploy appropriate Sales Incentive Compensation Implementation & Communications; L. Develop and deploy Sales Incentive Compensation Monitoring, Metrics, Measurements, and Evaluation; M. Develop reports based on assessment of effectiveness of implementation of Sales Incentive Compensation programs; N. Design, develop and deploy Sales Incentive Compensation programs for a variety of situations in including the following: Changing Strategy;

Product Life Cycle Variations; New Sales Roles; SPIFFs, etc.; O. Design, develop, and deploy industry- and sector-specific Sales Incentive Compensation programs for a variety of settings: Fast Moving Consumer

Goods, Telecommunications, Banking & Financial Services, Real Estate, Automotive Sales, Manufacturing, Durable Goods, Hotel and Hospitality, etc.;

P. Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Incentive Compensation Design;



COURSE TITLE: Sales Incentive Compensation Design For Higher Performance And Impact:

Practical Essentials For The Competitive Edge Q. Develop and update comprehensive Sales Incentive Compensation Plan Descriptions to address specific needs of a company.

SUMMARY OF TOPICS COVERED

The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description): A An indicative list of topics to be covered include the following:

Introduction To, And Importance of, Sales Compensation

Macro Context / Environment Of Sales Compensation

Micro Context of Sales Compensation

Motivation: Characteristics & Motivation of Sales Persons and Sales Teams

Design Fundamentals: Extensive Details Of Sub-Topics Of This Section In The Full Course Brochure*

Master Plan: Sample Sales Incentive Plan Document

Mastering Design Fundamentals Through Examples, Excel, Case Studies, Practice, & Other Applications

Takeaways Of Sales Incentive Compensation Design *Note On Design Fundamentals Section Sub-Topics Further / Extensive Details Of Sub-Topics Of This Section In The Full Course Brochure

Back to Table Of Contents



COURSE TITLE: Sales Quotas Strategies For Achieving High(er) Performance:

Diagnosis, Design, Development, Delivery & Decisions SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS

Upon active and diligent completion of this course, participants should be able to:

Design and execute Sales Quota Programs that deliver Higher Performance!

Align Sales Quota Design With Company Strategy and Sales Goals;

Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Quota programs;

Assess and pinpoint the causes of failure in Sales Quota program execution; Determine what is not working, why, and how to fix them;

Determine the feasibility of inclusion and exclusion of various features of Sales Quota Design;

Analyze a variety of key macro-environmental, as well as micro-environmental, factors as necessary for preparing successful custom-designed Sales Quota programs;

Trends And Practices In Sales Quotas

Identify, select, and utilize appropriate approach from among Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales Quota Setting for your specific situation

Utilize appropriate Processes, Tools, & Templates in Quota Setting

Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Quota programs: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy Line(s), Compensation Structure;

Develop and deploy appropriate Sales Quota programs Implementation & Communications;

Develop and deploy Sales Quota programs Monitoring, Metrics, Measurements, and Evaluation;

Develop reports based on assessment of effectiveness of implementation of Sales Quota programs;

Design, develop and deploy Sales Quota programs for a variety of situations in including the following: Changing Strategy; Different Product Lines and Channels, Product Life Cycle Variations; New Sales Roles; etc.;

Design, develop, and deploy industry- and sector-specific Sales Quota programs for a variety of industry settings

Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Quota programs;

Develop and update comprehensive Sales Quota Program Descriptions to address specific needs of a company



COURSE TITLE: Sales Quotas Strategies For Achieving High(er) Performance:

Diagnosis, Design, Development, Delivery & Decisions SUMMARY OF TOPICS COVERED

The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description): 1. Introduction To, & Definition Of, Sales Quota 2. Overview Of Rationale For / Importance of Sales Quotas 3. Sales Quotas Context: Factors Influencing Sales Quotas 4. Trends And Practices In Sales Quotas 5. Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales Quota Setting 6. How To Set Quotas: Processes, Tools, & Templates Of Quota Setting 7. Sales Quota Case Studies, Exercises, & Applications Back to Table Of Contents



COURSE TITLE: Compensation & Total Rewards Management Fundamentals For High Impact:

Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With Relevant Local Applications & Cases

SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS


Assess and make very important decisions for the individual pursuit of serious structured technical professional development and investments, based on a comprehensive introduction to fundamentals of the subject matter in what is undoubtedly one of the hottest, most lucrative, and most solid specialties world-wide in Human Resource Management

Perform well-structured contextual analysis of ‘Hot’ Developments in Compensation & Total Rewards affecting decision-making in strategy and operations

Leverage professionally sound technical taxonomy and definitions (versus extremely misleading pedestrian terminology) in the diagnosis, design, development, delivery, and data & performance management of programs in Compensation and Total Rewards

Perform balanced, multi-faceted contextual analysis of programs in Compensation and Total Rewards for improved design and impact

Diagnose, Design, And Develop alignment between Company Strategy on the one hand, and HR Strategy and Rewards Strategy on the other hand

Leverage well-established principles in Psychology, Motivation, And Behavior in the diagnosis, design, development, and delivery of programs in Compensation and Total Rewards that have superior impact

Utilize appropriate Frameworks & Models in the diagnosis, design, development, and delivery of superior programs in Compensation and Total Rewards

Utilize The Rewards Program approach in performing improved diagnosis, design, development, and delivery of programs, to ensure high degrees of alignment, consistency, efficiency, and effectiveness of decision-making and implementation

Utilize hierarchical structure of relationship among the following levels, units, and dimensions of analysis in the diagnosis, design, development, and delivery of more effective programs in Compensation And Total Rewards: Rewards Philosophy, Rewards Strategy, Rewards Systems, Rewards Mix, Rewards (Competitive) Policy Line, Rewards Structure, Rewards Program Implementation / Administration

Develop and utilize technically sound distinctions among otherwise regularly-confused matters of Strategic Goals, Versus Operational Objectives, Versus Ideal Characteristics of programs in Compensation & Total Rewards

Develop appropriate strategy and tactics for leveraging the combined effect of the following programs in a Total Rewards context to achieve higher impact: Employee Benefits Programs; Work-Life Balance Program; Recognition Programs; Performance Management Programs; Talent Development Programs





Utilize fundamental elements of Rewards Analytics (Measurement, Metrics, and Markets, etc.) in the diagnosis, design, development, and delivery of more effective Compensation and Total Rewards Programs

Assess and determine the relevance and impact of Special Developments, Issues, and Topics in Compensation and Total Rewards as applied to their own organization and context.


NOTE: Topics for this “fundamentals” course will be extracted from key sections of my forthcoming practitioner-oriented publication, “A Manual Of Compensation And Total Rewards” (A Guide For Practitioners) as can be feasibly compressed into the duration of the course. As a broad indication of the scope of the subject matter (and to give current and future practitioners, some indication of the potential areas of coverage for future professional development, the full table of contents of that forthcoming publication is attached OR available (NOTE: The table of contents alone is detailed in over 20 pages of highly-structured topics and sub-topics). For the purpose of this course, the simpler, high-level list of topics includes the following: 1. Introduction, Importance, And ‘Hot’ Developments in Compensation & Total Rewards 2. Working Definitions And Language of Compensation and Total Rewards 3. The Context And Environment of Compensation and Total Rewards 4. Strategic Context: Company Strategy, HR Strategy, Rewards Strategy 5. Strategic Goals, Operational Objectives, Ideal Characteristics Of Compensation & Total Rewards – Important Distinctions 6. Psychology, Motivation, And Behavior For Compensation and Total Rewards 7. Framework & Models of Compensation and Total Rewards 8. The Rewards Program: Overview Of The Cascade of Critical Decisions In Compensation And Total Rewards 9. Rewards Philosophy and Rewards Strategy 10. Rewards Systems 11. Special Note on Performance-Based Rewards Systems & Pay Increases 12. Rewards Mix 13. Rewards (Competitive) Policy Line





14. Rewards Structure Versus Salary Structure, Pay Structure, etc.: Elements And Terminology, Distinctions, Diagnosis, Design, Development, Delivery, Data Management, etc.

15. Rewards Structure: Developing ‘Structure’ From Salary Surveys and Rewards Studies using ‘Market Pricing’ Methodology, Etc. 16. Rewards Program Implementation And Communications 17. Strategic Alignment of other Components of Total Rewards Programs For Best Impact: Employee Benefits, Recognition, Work-Life Effectiveness,

Performance Management, Talent Development. 18. Special Rewards Programs – Brief Overview Of Executive Compensation, Sales Compensation, Global Mobility And Expatriate Rewards, etc. 19. Special Developments, Issues, and Topics In Compensation And Total Rewards




COURSE TITLE: Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:

From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.— Deploying SMARTer Practices, Techniques, & Tools For High Impact

SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS

Upon active and diligent completion of this course, participants should be able to: Upon active and diligent completion of this course, participants should be able to:

Perform due diligence in planning, sourcing, analysis, and utilization of compensation and rewards data from reputable survey providers, including considerations of: balanced portfolio of target salary surveys and reward studies; e sound criteria in selection; technically sound preparation of data for participation in Multiple Salary Surveys and studies; risk mitigation steps to protect data; analysis of third-party Salary Surveys; smarter procurement, acquisition, & access to Salary Survey data and reports; rigorous technical analysis of Survey Report Data & Practices; etc.

Develop or review the Company Competitive Pay Policy Lines for Employee Segments

Perform technically superior Market-Referenced Job Pricing, aka ‘Market Pricing’

Develop new Salary Structure That Make Sense relative to the following considerations, among others: o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive

Reward Program Approach o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications o Single Versus Multiple Spine and Considerations Of Employee Segmentation o Balancing Internal Consistency And External Competitiveness o Range Overlaps Versus No Overlaps o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint

Progression, etc. o Broad Band Salary Structure Versus Traditional Narrow Bands o Open Ranges Versus Traditional Steps / Notches o Other Salary Structure considerations

Determine Financial Impact under various scenarios

Develop And Sell Policy Proposals To Management, etc.,

Develop Procedural Arrangements for implementation of salary structure and related policies

Design, develop, deploy, and monitor effectiveness of promotional Messaging And Employee Engagement relative to salary survey and reward





programs

Solve Problems related to Salary Structures programs and processes, Etc., Etc.


The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):

Compensation And Reward Surveys And Studies: .1. Salary Survey Planning And Strategy .2. Salary Survey Provider Selection .3. Preparing Your Data For Multiple Salary Surveys .4. Protecting Data Privacy In Salary Surveys .5. Participating In Surveys .6. Procuring Survey Reports & Access

Parsing, Probing, & Pondering Survey Report Data & Practices

Pay Policy Lines And Positioning Against Competition

Pricing Jobs (Market-Referenced Job Pricing, aka ‘Market Pricing’): Method To The Madness

Preparing Salary Structure(s) That Make Sense o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive Reward

Program Approach o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications o Single Spine? Multiple Spines? Employee Segmentation? o Balancing Internal Consistency And External Competitiveness o Range Overlaps Versus No Overlaps: Rationale And Application o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint

Progression, etc. o Broad Band Salary Structure Versus Traditional Narrow Bands o Open Ranges Versus Traditional Steps / Notches





o Issues With Salary Structures o Other Considerations

Policy Proposals To Management, etc.,

Procedural Arrangements For Implementation

Promotional Messaging And Employee Engagement

Problem-Solving Practice Exercises

Postscript, Etc., Etc. Back to Table Of Contents



COURSE TITLE: Employee Engagement Strategies & Techniques For Sustainable High Performance:

Deploying Proven Practices & Processes That Work In High-Performance Organizations SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS


Leverage deep insights on the significant positive Financial, Operational, & Organizational outcomes associated with Employee Engagement in High- Performing companies to develop Goals and Measures for measurable change;

Develop structured responses to well-reviewed Contextual Factors and Trends affecting Employee Engagement;

Deploy appropriate Framework and/or Models of Employee Engagement for structured, high-impact change;

Leverage deep insights on Key Drivers of Employee Engagement in programs of change;

Develop comprehensive programs of change (diagnosis, design, development, delivery, data review, etc.) for improving Employee Engagement & performance;

Leverage deep insights from multiple Case Studies to support programs of sustained positive change;


The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description): Introduction, Definitions, And Importance Of High Performance And Employee Engagement

o Introduction o Examples Of Challenges / Problems / Regrettable Cases Of High-Performance And Employee Engagement o Definitions o What Is High Performance And How Do High Performing Companies Look? o What Is Employee Engagement? o Differentiating Employee Engagement From Job Satisfaction, Commitment, & Related Concepts o A Continuum Of Engagement: Understanding How Far We Have Come o Importance & Impact Of High Performance And Employee Engagement

The Context / Environment Of Employee Engagement o The Economic Context Of Employee Engagement: Economic Environment, Competition, Business Cycles, Booms & Busts, And



COURSE TITLE: Employee Engagement Strategies & Techniques For Sustainable High Performance:

Deploying Proven Practices & Processes That Work In High-Performance Organizations Related Matters

o Socio-Demographic Context Of Employee Engagement o Legal & Regulatory Environment Of Employee Engagement o Technology Environment Of Employee Engagement o Other Macro Context Considerations

Frameworks & Models Of Employee Engagement & Impact o A Systems Approach o Behavioral Science Approach o Attitude-Behavior-Contribution-Delivery Continuum Approach o Other Approaches

A Comprehensive OD Approach To Employee Engagement For High Performance o Dimensions Of Engagement For High Performance o Diagnosis Of Engagement For High Performance o Design Of Engagement For High Performance o Delivery / Deployment Of Engagement For High Performance o Data Management, Measurement And Metrics Of Engagement For High Performance

Making It Happen: A Look At An Overall Approach

Making It Happen: Case Studies In Employee Engagement For High Performance: Causes, Courses, Constructs, And Consequences Of Change o What Do High Performers Do About Engagement? o What Do Low Performers Do Or Fail To Do About Engagement? o What Lessons Do We Learn From These Situations o Selected Applications From Specific Industries

Employee Engagement Trends, Issues, & Solutions: Global, Regional, Etc. Back to Table Of Contents



COURSE TITLE: Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,

Participation, Parsing Data, Proposals To Management, & Processes In Between SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS

Upon active and diligent completion of this course, participants should be able to: Determine and Use Appropriate Salary Surveys in the diagnosis, design, development, and delivery of appropriate competitive solutions to address organizational issues. This overarching behavioral objective includes the following:

Leverage appropriate technical terminology to perform professionally sound matching, analysis, comparisons, decisions, and recommendations relative to the use of salary surveys;

Develop strategy-aligned planning and budgeting for the utilization of Salary Surveys and supporting resources for specific circumstances of their organizations;

Perform technically sound analysis and comparisons in making decisions on Provider Selection For Salary Surveys;

Perform technically sound preparations of assure internal readiness of company data use in Multiple Surveys and studies;

Perform technically sound due diligence to ensure protection of company payroll data privacy in Salary Surveys;

Lead company teams in timely and efficient participation in multiple surveys;

Perform technically sound preparations to ensure timely and adequate procurement of (or access to) required Survey Reports, as well as other supporting resources;

Perform technically sound Parsing, Probing, & Pondering of Survey Report Data & Practices; Leverage appropriate studies, software, platforms, and tools in performing analysis, and development of appropriate proposals to management;

Perform technically sound analysis to determine appropriate Pay Policy Lines And Positioning Against Competition;

Perform technically sound Pricing of Jobs using Market-Referenced Job Pricing methodology, (aka ‘Market Pricing’);

Develop basic Salary Structure(s) under alternative assumptions, and perform basic analysis related to the same;

Develop and present Policy Proposals To Management based on utilization of salary survey and other resources;,

Develop Procedural Arrangements For Implementation Of Management Decisions;

Develop key elements of Promotional Messaging, EVP, And Employee Engagement programs aligned with strategy and use of salary surveys;

Develop road maps for maintaining currency and preparation for developments in the market.





COURSE TITLE: Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,

Participation, Parsing Data, Proposals To Management, & Processes In Between SUMMARY OF TOPICS COVERED

The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description): 1. Prologue / Introduction To Salary Surveys 2. Planning And Strategy For Salary Surveys 3. Provider Selection For Salary Surveys 4. Preparing Your Data For Multiple Surveys 5. Protecting Payroll Data Privacy For Salary Surveys 6. Participating In Surveys 7. Procuring Survey Reports & Access 8. Parsing, Probing, & Pondering Survey Report Data & Practices 9. Pay Policy Lines And Positioning Against Competition 10. Pricing Jobs (Market-Referenced Job Pricing, aka ‘Market Pricing’) 11. Preparing Salary Structure(s) That Make Sense 12. Policy Proposals To Management, 13. Procedural Arrangements For Implementation Of Management Decisions 14. Promotional Messaging, EVP, And Employee Engagement 15. Post Script On Salary Surveys And Applications, Etc., Etc.






WHO ARE WE &

WHO ARE OUR LEARNING FACILITATORS?

We are Industry-seasoned, Practical, Hands-On, Solutions-Oriented Management Advisors with specialization in Sales Compensation, Total Rewards (Compensation, Benefits, etc.), High-Performance Management, Human Capital Strategy, Human Resource & Talent Management. As needed, we work with a number of industry-seasoned associates who mirror our values and approach. Our Principal Advisor & Lead Facilitator holds the regionally-rare Certified Compensation Professional (CCP) qualification from WorldatWork, The leading Global Association for professionals in Compensation and Total Rewards, with the following additional qualifications, among others:

OVERVIEW: Over 25 years of experience in developing solutions for multi-national corporations and other organizations in Africa, Europe, North America, Middle East, and Asia;

SECTORS: Oil & Gas / Energy; Banking, Asset Management, Insurance, & Financial Services; Telecommunications and Technology; Mining / Resource Development; Integrated Marketing Communications; Consulting / Professional Services; Manufacturing; Real Estate; Healthcare; Education; Diversified Public Sector And State-Owned Enterprises, etc.;

ROLES: In addition to Direct Advisory roles to Boards, CEOs, Senior Executives and Management, the Lead Facilitator has extensive direct experience in industry as a Head, Director, Manager, Leader, and/or Specialist in Sales Compensation, Compensation, Total Rewards, Human Capital, Performance Management, Leadership & Professional Learning & Development, Talent & Human Resource Management, Direct Sales, Strategy, etc.;

EDUCATION: Graduate Education at University of Minnesota (USA), IESE (Spain), & London School of Economics (UK) with specialization in Compensation and Reward Systems, Change Management, and Human Resources Management. Undergraduate education at University of Ghana (Legon) with specialization in Business Administration;

LEARNING FACILITATION & FACULTY ROLES: Extensive experience in solutions-oriented facilitation of Learning & Development in programs for Boards, Senior Management, Leaders, and Professionals from numerous companies in the Private Sector, as well as Non-Profits, and Public Sector. Extensive experience in faculty roles in Graduate, Senior, & Executive level courses in multiple universities, with heavy emphasis on industry-relevant skill-building in problem-solving (developing and implementing solutions to real-world problems) using case studies, simulations, and practice relevant to learner contexts: companies, cultures, countries, continents, etc.

FACILITATION STYLE: Facilitation leverages hands-on, practice-based, problem-solving approaches and other wealthy experiences and styles so that participants are uniquely prepared to become real leaders of sustainable Change!




OUR APPROACH

As needed, we work with a number of industry-seasoned associates who mirror our values and approach:

PRACTICAL SOLUTIONS: We bring Results-oriented, Practical / Hands-on, Professional, Innovative, Realistic, Actionable Solutions to organizational challenges. We use a variety of methods (including locally relevant case studies and simulations) to help you develop essential problem-solving skills. We do NOT believe in the predominantly theoretical, textbook drivel served in some circles.

PROVEN EXPERIENCE: We draw from proven practices, sound principles, and insights from successful personal experiences from multiple sectors in North America, Europe, Middle East, Asia, and Africa.

FIRST-HAND, HANDS-ON, REAL WORLD INDUSTRY EXPERIENCE: Facilitators have First-hand, Hands-on, Real-world, Industry experience (NOT just academic or classroom skills).

TRANSFERABLE & ADAPTABLE SOLUTIONS: Our approach benefits truly serious companies and participants who want to acquire Transferable & Adaptable Solutions (actionable strategies, tactics, techniques, tools, etc.) relevant to current and anticipated situations (our courses are NOT just for certificates of attendance!).

INTERACTIVE, PARTICIPATIVE LEARNING: We prefer relatively small class sizes, the better to ensure more effective interactions, participation, simulations, sustained learning, and transfer of knowledge to deliver results.




OUR SERVICE DELIVERY FORMATS

We also deliver Advisory Services as well as Learning & Development (‘Training’) programs in the following and other formats that suit your needs / situation: Comprehensive Advisory Engagements (for full spectrum of Diagnosis, Design,

Development, Delivery/Deployment, Data/Evaluation Management, With Implementation Support, etc.);

Limited Scope Advisory Engagements (for any combination of Diagnosis, Design, Development, Delivery/Deployment, Data/Evaluation Management, or Implementation Support, etc.);

Short Term Contracts As Hands-On, In-House Executive Assignments (e.g. Staff On Loan); Highly Customized, Hands-on, Skill-Building, Problem-Solving, Intervention Workshops

For Specific Needs Of Companies; In-House Seminars (Customized or General); Corporate Club & Industry Group Seminars & Workshops; Individualized & Small Group Executive Learning & Development, Coaching, and Tutorial

Sessions.




*Referral Incentives, Discounts, Notes, Contacts, & Deadlines For Fee Payments Referral Incentive, Discounts, Incentives, Notes

Cash Referral Incentive Payments For Non-participants: o Attractive Cash Referral Incentive Payment for each paid participant referred to us by a non-participant

(paid when the referred participant completes the course). Details Available.

Discounts: o Same Sponsor, Multiple Participants: 5% Discount for each additional paid participant from the same

sponsor; o Early Registration Discounts: Deep Discounts For Early Registration (see Fee Schedule for details);

Changes: Programs, Schedules, & Fees are subject to change at relatively short notice. We reserve the right to cancel events for which we do not receive sufficient number of applications by the deadline.

Refunds and Credits: In case the event is cancelled, refunds or credits will be made to the person or institution from which payment was received, not to third parties. When programs are re-scheduled we credit payments to the next scheduled session.

CONTACTS Contact us with any questions:

o By email: [email protected]; o By Phone: +233-24-267-7015, OR +233-50-332-7127 OR +233-20-142-6718

DEADLINES FOR PAYMENT OF FULL FEES Deadline For Full Fees To Confirm Registration:

Seven (7) Calendar Days BEFORE the start date for each course. Note: Limited Space. First-Paid, First In Basis


mailto:[email protected]

2017 first quarter professional development courses: sales incentive compensation, employee...

Leadership & Management