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21 September, 2019
INR 35,000
USD 600
12 weeks
Uncover the need for
rewards readiness and key
success factors to enable
role effectiveness
Get familiar with our learning
journey, the course
curriculum and key
takeaways at each stage
View our course architect
profiles, understand the
certification process and next
steps to take the leap
Know more about AHLC, our
impact on the HR fraternity
and our approach to
developing HR capability
What does it
take to build a
successful
career in
rewards?
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How do we
enable you to be
a successful
rewards
professional?
• Key success factors
• Fundamentals of business: balance sheet, profit & loss,
cash flow
• Role readiness assessment
• Individual development plan
• Get a holistic overview of the role
• Understand the basics of business financials and
growth
• Build a customized learning journey and
development plan
• Aon’s Improving Business Results through people model (IBR)
• Strategic styles of business: product leadership, customer intimacy,
operational excellence
• Core capabilities of organizations
• People requirements: culture, work environment and competencies
• People strategy: employee priorities, talent supply, capability growth, high
performance
• Connect the dots between business strategy and HR
• Learn about business styles and its impact on people
strategy
• Understand critical levers of people strategy to deploy
resources effectively
• Conduct a gap analysis for your HR function
• Human needs hierarchy
• Total rewards framework
• Types of rewards: benefits, compensation, work environment, capability growth
• Impact on rewards strategy on other HR systems
• Pay elements: approach, parity, positioning, delivery and mix
• Application of rewards strategy
• Understand the difference between salary and rewards
• Identify gaps in current programs against rewards strategy
• Contribute to new policy formulation in rewards
• Communicate with employees and managers
• Importance of internal equity
• Job description: documentation, review and validation
• Unique role identification
• Methods of job evaluation: point factor, job slotting, broad based approach
• Impact of job evaluation across functions
• Outcomes of job evaluation
• Understand the importance of maintaining internal equity
• Drive job documentation with business
• Build simple grade structures
• Identify the triggers for a job evaluation exercise
• Market benchmarking objective definition
• Appropriate position, comparator, data source selection
• Job matching: considerations and focus areas
• Data analysis and interpretation
• Key challenges of market benchmarking
• Identify key anchors of benchmarking to ensure accuracy
• Distinguish between close, exact and perfect job matches
• Learn to understand data from multiple sources and
analyze results
• Support managers and other HR teams with market
insights
• Types of salary structure: broad grades, multiple grades, career bands and
market reference points
• Key elements: pay policy line, salary structure, range spread, midpoint
progression, salary structure overlap, comparative ratio
• Pay range design
• Identify pay ranges for levels and across job families
• Communicate pay implications of job progression to
employees
• Place people in the appropriate pay range
• Ensure compliance with salary structure during hiring,
vertical and horizontal movements
• Key factors impacting annual budgeting: external / internal, group / individual
• Salary budget design overview
• Annual budgeting design principles: top down, bottom up, hybrid
• Budgeting and distribution
• Communication of annual pay
• Understand the impact of internal and external factors
on salary increase
• Develop in-depth understanding of annual budgeting process
• Help define annual budgeting guidelines and allocate
resources
• Plan budget distribution to enable pay for
performance
• Defining objectives: strategic, talent and financial
• Identifying plan type: individual, group, enterprise
• Key parameters: eligibility, performance, funding
• Essentials of internal communication
• Communication framework design
• Identify the right type of incentive plan to meet overall
goals
• Learn to build success parameters to ensure maximum
impact
• Help implement, communicate and govern STI plans
• Drive effective communication across the employee
lifecycle
Invest in your
learning
Anandorup Ghose leads Aon’s Rewards and Performance
practice and the Aon HR Learning Center for South Asia.
In his 12 years of experience he has managed several client
relationships in the Middle East, Asia Pacific and India in the
areas of executive compensation design and benchmarking,
long term incentive plan design, sales incentive plan design,
governance structure definition, remuneration committee
advisory etc.
Moreover, he has also worked on some large scale merger
integration projects with clients in the region.
Roopank Chaudhary is currently the India Head for McLagan (Aon’s
Financial Institutions Practice). Apart from building thought leadership
and content capability for this vertical, he manages key client
relationships with large Indian banks, multinational/investment banks,
insurance/asset management companies, non-banking financial
companies as well as financial services conglomerates across the
country.
Roopank’s key solution areas include rewards strategy, structuring and
benchmarking, job description & evaluation, organization structuring,
performance management system design, HR audit, and productivity
benchmarking.
Vamsi leads the Rewards Consulting practice for ITeS Industry
vertical for Aon India and handles some of the key relationships
in this space. Vamsi is the Captives subject matter expert and
has partnered with clients while pitching for on shore
opportunities.
Vamsi has led many compensation benchmarking, diagnostic
and design projects, He has led complex projects involving
benchmarking and design, job evaluation, rewards
benchmarking, pay range design and compensation structuring.
He also partners with clients in workforce optimization and
spend optimization initiatives. He brings diverse industry
experience, notably from the Technology and FMCG sectors.
An engineer and MBA by education, Nakshatra is involved in human
capital consulting assignments and is responsible for business
development, project management and delivery.
He works closely with clients from different Industries like Engineering -
Manufacturing, Chemicals, Agri-Chemicals, Automotive and Power
industries.
He has worked on complex consulting assignments both for MNC and
Indian clients in these industries. His key solution areas include
Reward Strategy Design, Compensation Benchmarking, Job
Evaluation and Variable Pay Design.
Nakshatra also manages the portfolio for RemLink – a software as a
service (SaaS) for Aon. This tool is designed to help organizations with
there annual pay management.
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