* All fees are exclusive of vat ** PREMIUM - Customize your learning experience
Reward Strategy, policy and procedure has traditionally been seen as important for recruiting, motivating and retaining staff. More recently, leading organizations have begun to consider how the right reward strategy can contribute to achieving the organization’s mission and objectives.
The reward system also forms part of an organization’s culture and can be an important way of communicating with staff about what the organization considers important. Having a reward strategy helps ensure that the right messages are conveyed. Pay policies tend to focus on remuneration administration as distinct from other aspects of people management. In this sense, many reward specialists would not view them as offering a strategic approach to reward management.
Total Rewards, therefore, have to be designed keeping in mind the big picture, rather than by considering each element separately. It has to be in tune with what goes with the company’s business and HR strategy, and with clarity on what aspect an organization wants to differentiate as an employer of choice.
What Do Participants Learn?
This course has been designed to identify the major factors that need to be taken into account when developing an effective reward strategy aligned with company overall strategic goals, policies and performance standard
Who Should Attend?
The course is suitable for those in the private, public and voluntary sectors.
Directors for Reward and policy Department with responsibility for remuneration strategy, policy and development.
Senior HR Managers
Strategic HR Managers
What Will the Learning Experience Include?
Comprehensive pre-program activities include:
Web-based information forms & surveys completed by attendee.
Direct consultation with the attendee about the expectations.
During the training, participants engage in data, activities, and conversations that lead to insight and knowledge.
Participants learn from expert trainers who have both academic and business experiences.
Highly applicable training content & instructive activities for adding depth to training topics.
**A half-day site visit for integrating the experience & plan next steps. Opportunities to provide connections, ideas & support.
Explore & Practice
Apply & sustain the learning experience by using this ongoing support:
To ensure participant has new skills or behavior progress.
Optional, fee-based mentoring & coaching with the trainer.
Training materials & additional documents (e-books, pdf files, presentations and articles)
Evaluate your training experience by giving us feedbacks and help us to reach our organizational goals.
Section 1: Introduction to Reward Strategy
What is a reward strategy?
objectives and success measures
Why should have a reward strategy?
Business Drivers for a Reward Strategy
Organizational Reward Principles
Elements of a reward strategy
Learning and Career Development
Spotlight on practice: labour market assumptions
Section 2: Understanding the reward environment
Business environment and organisational needs
employee motivation and needs
Reward strategy design
The Total reward Strategy
How Total Reward Strategy links with other HR programmes
Developing the plan, tools, communication, success measures