Global Remuneration Specialist Series - HKIHRM · 2020. 7. 6. · Exxon Chemical Paramins, Infineum...

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Global Remuneration Specialist Series

Global/

Environmental

Perspective

Business

Perspective

Organisational

Perspective

Individual

Perspective

Reward Specialist has a soaring demand globally. Recognised as the world’s standard since 1976, the Certified Compensation Professional (CCP) designation is known throughout the total rewards community as a mark of expertise and excellence in the fundamentals of compensation. Processing the Certified Compensation Professional designation gives you an edge in today’s competitive world, signifying that you are an expert in you field.

How to Get Certified? CCP designation is earned by passing the required certification examinations administered through WorldatWork Society of Certified Professionals. Each examination consists of approximately 100 multiple choice questions based on the Body of Knowledge for the profession. What Participant Said?

CCP qualification is something worth investing in. The program not only strengthened my

knowledge on compensation programs and regulatory requirements but also expanded my

professional network through an interaction with instructors and participants. CCP designation

enhances my credibility as a HR professional. No matter you are new to work or a veteran in C&B, I

believe this credential can help you succeed in your HR career.

Shirley Yeung, CCP, Total Rewards Manager – Asia Pacific, Juniper Networks

It’s always been important to invest in my professional path. Starting my career as a rewards professional, I often wondered how this position was supposed to advance, gain credibility and exposure toward higher career prospects. To demonstrate my commitment

and passion for the profession, I set my sights on achieving GRP certification and continued with CCP. I completed my dual certification because it was an important step in building recognition of my experience as a reward professional. It led also to my previous international assignment, which was very valuable to gain a global perspective. Having GRP & CCP on my résumé spoke volumes to my sophisticated understanding of total rewards best practices and showed management of my career at a granular level. Sigit Hadiawan, CCP, GRP HR Specialist – Total Remuneration ,Chevron

Enquiry: Please contact Mr Jeffrey Tam at (852) 2837-3819(DL) or email to [email protected]

140 hours

mailto:[email protected]

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THE BENEFITS OF THE CCP QUALIFICATION

New discount scheme to celebrate HKIHRM’s 40th anniversary!

Each module is entitled either 1 of the following scheme:

Referral scheme:

For each new person you refer to HKIHRM who enrolls one of our GRP/CCP modules, both you and your friend will earn HKD 500 off discount of 1 module.

The Referee must be new and never join the GRP/CCP programme before.

Bundle offer:

Similar programme are bundled together with cheaper price. Check the combination in the enrollment form at the next page. Each modules can enjoy up to HKD 300 off discount.

Advance Reward certificate:

Participants who graduated from HKIHRM Reward certificate are eligible to enjoy HKD 300 off discount in all GRP/CCP modules.

Terms and conditions of the discount scheme are listed on the last page

Enquiry: Please contact Mr Jeffrey Tam at (852) 2837-3819(DL) or email to [email protected]

HOW the CCP Qualification WORKS The strategic alliance between HKIHRM and WorldatWork offers Certified Compensation Professional (CCP) classroom courses in Hong Kong to prepare Total Rewards professionals for certification through the WorldatWork Society for Certified Professionals.

The CCP designation demonstrates you possess essential knowledge about

integrating compensation programs with business strategy, designing and

administering base and variable pay programs, complying with legal and

regulatory requirements, and effectively communicating compensation

information.

You will need to participate in 10 two-day courses (modules), followed by

successfully passing the associated exam. Once the required 10 modules have

been completed, you will have earned the prestigious Certified Compensation

Professional (CCP) designation.

Boost your confidence and stand out in your area of expertise.

Enhance your credibility with employers and colleagues.

Expand your professional

network.

Ensure your own marketability in a competitive global economy.

Advance your career.

WorldatWork designations are known throughout the global HR and rewards community as marks of expertise and excellence in all areas of rewards. More than 20,000 reward or HR practitioners have attained a WorldatWork designation since certification was introduced in 1976. The CCP designation has the global acceptance of numerous large multi-national companies, including Allianz, Deutsche Post, SAP and Shell International. The CCP qualification is a global designation. Certification exams are uniform in all countries, in which preparation courses are undertaken – whether in Australia, China, North America, Russia, Singapore , the UK .etc


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Learn what is required to formulate a rewards programme that has the power to attract, motivate and retain. Participants are introduced to the total rewards model and each of its

components. Emphasis is given to the five elements of total rewards: compensation, benefits, work-life, performance and recognition, and development and career opportunities.

Gain an understanding total rewards management

Discover the five elements of total rewards Understand the critical role of the main drivers—organisational

culture, business strategy and human resources strategy Learn the process of designing a successful total rewards strategy

Global/

Environmental

Perspective

Business Perspective

Organisational

Perspective

Individual

Perspective

Introduction to Total Rewards The evolution of rewards; The total rewards model, approach and strategy

Compensation Elements of compensation; Building a job worth hierarchy; Components of a base pay structure; Types of base pay; Types of pay adjustments; Variable pay

Benefits Elements of benefits; Factors influencing benefits; Income protection programmes; Pay for time not worked programmes

Work-Life The work-life professional; The work-life portfolio

Performance and Recognition Performance management; Performance management process phases; Phases 1 through 4; Recognition programmes

Development and Career Opportunities Conduct annual development and career opportunities discussion; Learning opportunities; Types of development and career opportunities

Total Rewards – Putting It All Together

Revisiting the total rewards model; Drivers of the total rewards strategy; The total rewards strategy and design process; Total rewards

design considerations

Thomas Farmer CCP, SPHR, ACTA

Tom is owner and managing director of Freelance Total Rewards Pte Ltd, in

Singapore. Previously he was a Principal with Mercer responsible for APAC

global mobility practice. Prior to Mercer, Tom was VP Compensation &

Benefits, InterContinental Hotels Group, for the Americas and then for Asia

Pacific. Tom also spent 5 years with Hewitt where he was the firm wide lead

on Fair Labor Standards Act (overtime) compliance. Tom has been interviewed by CNN, and

quoted by the U.S. Senate of overtime compliance issues. Tom has 30 years of total rewards

experience, including 20 years in corporate roles and 10 years consulting. Tom is a frequent

speaker on mobility and rewards topics

HR as Business Partner Seminar Series:

GR1/T1: Total Rewards Management (For GRP/CCP)

Programme Details

Date & Time:

24-25 February 2017

(Friday to Saturday) 9:30am – 5:30pm

Examination 27 February 2017

(Monday) 2:30pm – 5:30pm

Venue:

HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong

Language: English

Fee: HKIHRM Member

HK$11,200

Non-Member HK$11,800

(Handouts, lunch and

refreshments are included)

Programme Outlines

Introduction

14 hours

Instructor

http://www.hkihrm.org/index.php/ld/upcoming-programmes/event/2926/registration

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Statistical Tools to Solve Problems

This course focuses on general quantitative concepts, basic statistical tools,

the mathematics of total compensation design and administration,

mathematical modeling and regression analysis. Participants learn to

consider data from numerous sources, with an emphasis on problem

solving and decision-making.

Statistics – Data, Information and Levels of Measurement Why HR professionals collect and use data; Five key questions to ask about the variable of interest; Levels of measurement

Percents and Related Issues Percents; Individual compa-ratio; Department compa-ratio; Market index; Percent difference; Developing salary ranges; Percents in benefits management

Time Value of Money Compound interest and compound salary growth rate; Constant midpoint progression; Annuity payments

Statistics – Collecting, Organizing, Grouping and Displaying Data Populations and samples; Frequency distributions; Organise, group and display data

Statistics – Lying with Statistics, Graphs and Displays Recognising distorted data; Avoiding mistakes that distort data

Statistics – Measures of Central Tendency and/or Location Measures of central tendency; Measures of location; Percentile bars

Measures of Variability Range; Interquartile range; Z-scores

Statistics – Shapes of Distributions Interpreting distributions; Normal distribution

Regression Analysis Regression models in an HR environment; Developing a regression model; Cautions in the interpretation of correlations; Multiple regression

Lincoln Lee, Chief Human Resource Officer, Ezra Holdings Limited

Lincoln comes from a diverse working background covering a number of industries and from both foreign to locally owned organisations such as Singapore Airlines, Asia Matsushita, Petrochemical Corporation of Singapore Exxon Chemical Paramins, Infineum and Ezra Holdings Limited.

He started off his career in HR covering local country HR matters, and move on to be a Regional HR Manager and subsequently became the Global Compensation and Benefits Manager. In the global C&B role, his span of responsibility is from Americas (including Latin America) to Europe and Asia Pacific. In his current role, he is the CHRO for Ezra Holdings Limited, covering the HR global footprint within the 3 key regions (Americas, EMEA and Asia Pacific). He has an MBA from Imperial College of Science, Technology and Medicine (UK),

specialisation in International Business and Finance. He holds both Diploma in

Compensation and Benefits and Graduate Diploma in Personnel Management from Singapore Institute of Management. He is also a Certified Compensation Practitioner (CCP) and Global Remuneration Practitioner (GRP) from WorldatWork (formerly American Compensation Association).


GR2/T3: Quantitative Methods (For GRP/CCP)

14 hours

Programme Details

Date & Time:

Seminar

10 – 11 March 2017 (Friday to Saturday) 9:30am – 5:30pm

Examination 13 March 2017


Venue:


Language: English

Fee: HKIHRM Member

HK$11,200


(Handouts, lunch and

refreshments are included)

Introduction

Programme Outlines

Instructor 14 hours


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Matching the Right Methods to Your Organisation

This course examines the methods and processes that support job analysis, job documentation and job evaluation in order to attract and retain effective talent. You’ll

cover various methods of job evaluation including quantitative and market-based approaches. Exercises help you see how the methods outlined in the course can be put into practice in your organisation.

Review strategic concepts associated with job analysis, documentation and evaluation.

Learn how to approach job analysis planning and implementation.

Discuss job documentation and the necessary components and format for job descriptions.

Examine market-based and content-based job evaluations with a focus on quantitative and nonquantitative approaches.

Strategic Overview Total Rewards: Model redefinition and structure re-building

Job Analysis Avoid sources of error and increase job accuracy

Job Documentation

Use the RIGHT formats and types of documentation

Market-Based Job Evaluation Good data collection and market comparison

Non-quantitative Job Evaluation Methods

Define tailor-make job evaluation for organisation

Quantitative Job Evaluation Methods Different methods and shortcuts to increase your efficiency

Selection and Implementation Issues Don’t follow the old practices, use strategies to make decisions


Lincoln comes from a diverse working background covering a number of industries and

from both foreign to locally owned organisations such as Singapore Airlines, Asia

Matsushita, Petrochemical Corporation of Singapore Exxon Chemical Paramins,

Infineum and Ezra Holdings Limited.

He started off his career in HR covering local country HR matters, and move on to be a

Regional HR Manager and subsequently became the Global Compensation and Benefits

Manager. In the global C&B role, his span of responsibility is from Americas (including

Latin America) to Europe and Asia Pacific. In his current role, he is the CHRO for Ezra Holdings Limited,

covering the HR global footprint within the 3 key regions (Americas, EMEA and Asia Pacific).

He has an MBA from Imperial College of Science, Technology and Medicine (UK), specialisation in

International Business and Finance. He holds both Diploma in Compensation and Benefits and Graduate

Diploma in Personnel Management from Singapore Institute of Management. He is also a Certified

Compensation Practitioner (CCP) and Global Remuneration Practitioner (GRP) from WorldatWork

(formerly American Compensation Association).


Global Remuneration Professional/Certified Compensation Professional

Module GR3: Job Analysis, Documentation and Evaluation

14 hours

Programme Details

Date & Time:

Seminar

24 – 25 March 2017 (Friday – Saturday) 9:30am – 5:30pm

Examination 27 March 2017


Venue:


Language: English

Fee:

HKIHRM Member HK$11,200


(Handouts, lunch, and

exam are included)

14 hours

Instructor

Programme Outlines

Introduction


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Design a Fair and Competitive Plan

This course provides an in-depth discussion of the principles, design, implementation and evaluation of an employee base pay programme. Exercises will show how to design a pay programme that is fair, competitive and supportive of an organisation’s compensation strategy.

Identify the relationship between an employee total rewards programme and an organisation’s business strategy.

Discuss the design of base pay programmes and necessary considerations.

Discover what it takes to implement and deliver base pay.

Examine pay for performance merit pay systems including development,

utilisation and costing.

Address the effectiveness and efficiency of pay programmes through

monitoring and evaluation.

Discern how and when HR should be involved in mergers and acquisitions

Role of Base Pay in Total Rewards Job worth hierarchy & step-by-step designing process

Designing Base Pay Structures Re-build organisation’s base pay structure, broadbands which requires consideration

Practical Applications of Base Pay Structure Design Practical Case-studies with different approaches, market research included

Base Pay Implementation and Delivery Pay approaches; job-based pay; Differentials; Pay actions; Communicating pay

Pay for Performance and Salary Budgeting Compensation strategy and philosophy; Principles of merit

Administering and Evaluating Base Pay Programmes Monitoring and maintaining systems – Compression, programme review & audit

Mergers, Acquisitions and Base Compensation HR’s involvement – HR’s priority, job as a team, change management Compensation practitioners who want to develop pay structures. Knowledge of basic mathematical concepts such as mean, median, weighted average, compa-ratio, percentiles and calculating percents is recommended, as well as an understanding of the concept of regression analysi

Mr Lawrence Hung, Vice – President, HKIHRM

Mr Lawrence Hung takes an active role in the Hong Kong Institute of Human Resource

Management (HKIHRM). He has served as the Institute’s Vice-President since 2014 and an Executive Council Member since 2008. He is also a Co-Chairperson of China & International HRM Committee of HKIHRM.Mr Hung has over 20 years’ experience in Human Resources Management from a variety of industries, such as transportation, petroleum, fast moving consumer products and luxury retail in Asia.

Mr Hung has an MBA degree from the University of Birmingham and was awarded Certified Compensation Professional (CCP) from WorldatWork, USA, Registered Corporate Coach from Worldwide Association of Business Coaches. He was also awarded a Certificate of Competence in Occupational Testing by the British Psychological Society.


Global Remuneration Professional / Certified Compensation Professional

GR4/C4: Base Pay Administration and Pay for Performance

Programme Outlines

Introduction

Programme Details

Date & Time:

Seminar 27 – 28 April 2017

(Thursday to Friday) 9:30am – 5:30pm

Examination

29 April 2017 (Saturday)

2:30pm – 5:30pm

Venue:


Language: English

Fee: HKIHRM Member

HK$11,200



exam are included)

Target Participants

14 hours

Instructor


7 22/3/2017


Lincoln comes from a diverse working background covering a number of industries and from both

foreign to locally owned organisations such as Singapore Airlines, Asia Matsushita, Petrochemical

Corporation of Singapore Exxon Chemical Paramins, Infineum and Ezra Holdings Limited.

He started off his career in HR covering local country HR matters, and move on to be a Regional

HR Manager and subsequently became the Global Compensation and Benefits Manager. In the

global C&B role, his span of responsibility is from Americas (including Latin America) to Europe

and Asia Pacific. In his current role, he is the CHRO for Ezra Holdings Limited, covering the HR global footprint

within the 3 key regions (Americas, EMEA and Asia Pacific).

He has an MBA from Imperial College of Science, Technology and Medicine (UK), specialisation in International

Business and Finance. He holds both Diploma in Compensation and Benefits and Graduate Diploma in Personnel

Management from Singapore Institute of Management. He is also a Certified Compensation Practitioner (CCP) and

Global Remuneration Practitioner (GRP) from WorldatWork (formerly American Compensation Association).

Designing for Results

This intermediate-level course presents the fundamentals of variable pay. The course focuses on compensation strategy and variable pay, definitions and the design and implementation of incentive, recognition and bonus plans.

Learn about the three categories of variable pay.

Identify common business strategies and objectives for achieving them.

Examine internal and external factors.

Discuss the activities for designing the structure of the plan.

Find out aspects to consider in establishing target performance and payouts.

Learn about funding and distribution of plan earnings.

Discover how to implement, communicate and evaluate the success of your plan

Total Rewards and Variable Pay Elements of compensation; Categories of variable pay

Supporting Business Objectives through Variable Pay Business strategy; Business strategy drives business objectives Business lifecycle; Variable pay helps achieve business objectives

Types of Variable Pay Incentive plans - Short-term incentive plans (Profit-sharing plans; Performance-sharing plans; Individual performance based plans) & Long-term incentive plans (Equity and non-equity based plans) ; Bonus plans - Referral; Hiring (sign-on) bonus; Retention (stay) bonus; Project completion bonus; Recognition plans - Spot awards; Managerial recognition; Nominations; Organisation-wide recognition

Developing a Variable Pay Plan - Phases 1 and 2 Phase 1: Pre-design - Considering internal and external factors; Obtaining management support; Identifying the design team Phase 2: Design - Determining plan objectives and plan type; Defining eligibility; Selecting performance measures

Developing a Variable Pay Plan - Phase 3 Phase 3: Funding and distribution - Determining performance targets and payouts; Funding the plan; Distributing plan earnings; Final approval

Implementation and Evaluation Plan implementation; Selecting the implementation team; Developing the communication plan; Introducing the plan; Coordinating plan administration; Plan evaluation; Determining plan effectiveness; Why plans fail; Potential evaluation outcomes



Module GR6/C12: Variable Pay

Introduction

Programme Outlines

Programme Details

Date & Time:

Seminar

12 - 13 May 2017 (Friday – Saturday)

9:30am – 5:30pm

Examination

15 May 2017 (Monday)

2:30pm – 5:30pm

Venue:


Language: English

Fee: HKIHRM Member

HK$11,200


(Handouts, exam and lunch are included)

Level:

Professional to

Managerial

14 hours

Instructor


8 22/3/2017

This class is a must for organisations that employ people in the United States

The United States legal system protects against pay and employment discrimination

on the basis of race, gender, nationality, age, disability and many other factors.

Employers who ignore the rules risk millions of dollars in penalties and damages.

Learn the key non-discrimination statutes and compliance requirements

Understand the Fair Labor Standards Act which provide overtime pay

entitlement for all except “exempt” white collar workers, and learn the

recordkeeping requirements and calculation method for overtime pay

Understand the Equal Pay Act which prohibits gender discrimination in pay

Learn the key provisions of the Americans with Disabilities Act (ADA) and

understand how you must reasonably accommodate such workers

Understand the Civil Rights Act and Equal Employment Opportunity which

broadly protects against racial or other forms of discrimination, including

compensation.

Learn to self-audit your compensation Programme.

This course is intended for compensation practitioners with responsibility for compensating employees in the United States.

Thomas Farmer, CCP, SPHR, ACTA Tom is owner and managing director of Freelance Total Rewards Pte Ltd, in Singapore. Previously he was a Principal with Mercer responsible for APAC global mobility practice. Prior to Mercer, Tom was VP Compensation & Benefits, InterContinental Hotels Group, for the Americas and then for Asia Pacific. Tom also spent 5 years with Hewitt where he was the firm wide lead on Fair Labor Standards Act (overtime) compliance. Tom has been interviewed by CNN, and quoted by the U.S. Senate of overtime compliance issues. Tom has 30 years of total rewards experience, including 20 years in corporate roles and 10 years consulting. Tom is a frequent speaker on mobility and rewards topics.

Regulatory Environment and Related Laws - Overview of regulations - Davis-Bacon Act of 1931 - McNamara-O’Hara Service Contract Act of 1965 - National Labor Relations Act of 1935 - Sherman Antitrust Act of 1890 - Independent contractors vs. employees

Fair Labor Standards Act - Overview of FLSA - Exemption tests - Nonexempt employees - Hours of work - Rate of pay - Worker Economic Opportunity Act - Child labor rules - Record-keeping requirements - What FLSA does not require - Violations and penalties - In-basket exercises

Equal Employment Opportunity Statutes and Civil Rights - Equal Pay Act (EPA) - Title VII of the Civil Rights Act of 1964

Rights Legislation and the Civil Rights Act of 1991 - Age Discrimination in Employment Act (ADEA) of

1967 - Vocational Rehabilitation Act of 1973 - Americans with Disabilities Act of 1990 - Americans with Disabilities Act Amendment Act

(ADAAA) - Civil Rights Act of 1991 - Lilly Ledbetter Fair Pay Act - Genetic Information Non-discrimination Act - Uniformed Services Employment & Reemployment

Act of 1994 - Dispute resolutions - In-basket exercises Documentation, Audits and Communication - Documentation - Audits and reporting - Reporting to management - Pay program communication

- The impact of regulatory changes exercise - Comparable worth

- In-basket exercises


Certified Compensation Professional

C1: Regulatory Environments for Compensation Programmes

Instructor

Introduction

Programme Details

Date & Time:

Seminar

22 – 23 May 2017 (Monday to Tuesday) 9:30am – 5:30pm

Examination 24 May 2017 (Wednesday)

2:30pm – 5:30pm

Venue:


Language:

English

Fee: HKIHRM Member

HK$11,200



exam are included)

Target Participants

Programme Outline

14 hours

9 22/3/2017

The Strategic Partnership —

Human Resources and Finance

This course presents an introduction to accounting regulations and

practices. It will provide you with the understanding you need to interact effectively with accounting and finance departments in your company.

Identify the key financial components of the annual report

Describe the importance of cash flow to companies and shareholders

Focus on the measures and processes used to assess companies’ financial

health

Recognize the measures that are affected directly or indirectly by the HR

function

Explore methods of financing the business and financial planning issues

Focus on the relationship between the HR department and the finance

department

Thomas Farmer, CCP, SPHR, ACTA

Tom is owner and managing director of Freelance Total Rewards Pte Ltd, in Singapore. Previously he was a Principal with Mercer responsible for APAC global mobility practice. Prior to Mercer, Tom was VP Compensation & Benefits, InterContinental Hotels Group, for the Americas and then for Asia Pacific. Tom also spent 5 years with Hewitt where he was the firm wide lead on Fair Labor Standards Act (overtime) compliance. Tom has been interviewed by CNN, and quoted by the U.S. Senate of overtime compliance issues. Tom has 30 years of total rewards experience, including 20 years in corporate roles and 10 years consulting. Tom is a frequent speaker on mobility and rewards topics.

This course is intended for emerging compensation practitioners & HR professionals with limited experience in developing pay structures.

Detailed outlines on next Page Introduction to Accounting The Balance Sheet

The Income Statement Statement of Cash Flows and Shareholders’ Equity Financial Analysis

Planning and Financing the Business

The Strategic Partnership—Human Resources and Finance


Certified Compensation Professional

T2: Accounting and Finance for the Human Resources Professional

Introduction

Programme Details

Date & Time:

Seminar 11-12 October 2017 (Monday to Tuesday) 9:30am – 5:30pm

Examination

13 October 2017 (Friday)

2:30pm – 5:30pm

Venue:


Language: English

Fee: HKIHRM Member

HK$11,200



exam are included)

Target Participants

Programme Outlines

Instructor

14 hours

10 22/3/2017

Introduction to Accounting

The total rewards model

HR — a strategic business partner

Governing bodies and policies

Major groups of accounts

Financial statements

Accounting types

Financial measures

Problems with accounting

Underlying principles

Components of the annual report

The Balance Sheet

Assets

Liabilities

Shareholders’ equity

Summary concept

Class exercise

Liquidity measures

Debt ratios

The Income Statement

Revenue/sales

Cost of goods sold

Gross margin

Operating expenses

Other income and expenses

Provision for taxes

Extraordinary items

Net income

Earnings per share

Return on sales

Class exercise

Statement of Cash Flows and Shareholders’ Equity

Statement of Cash Flows o Methods o Categories

Statement of shareholders’ equity

Review of the four required statements

Financial Analysis

Overview of financial measures/ratios

Liquidity measures review

Debt ratios review

Profitability measures

Funds management ratios

Other performance measures

Review of financial measures

Class exercise

Planning and Financing the Business

Financial planning o Typical planning process o Developing business plans o Evaluating capital projects

Financing the business

Financing sources o Long-term o Leases o Short-term

The Strategic Partnership—Human Resources and Finance

Human resources and finance

Recording compensation and benefits costs

Wages and salaries

Incentive pay

Benefits costs

Mandatory benefits

Welfare benefits

Retirement plans

Communication

T2 Programme Outlines

11 22/3/2017

Make Sure Employees 'Get It'

This course provides an introduction to strategic communication, focusing on total

rewards communication. It begins by establishing the purpose and value of strategic

communication along with discussing how behaviors can be influenced by

communications. In addition, an eight-step process is detailed providing guidance for

creating an effective and efficient communication campaign. Case studies provide

participants an opportunity to apply the eight-step process. Furthermore, specific

communications related to each of the total rewards elements are highlighted, as are

suggestions for communicating special situations, such as a merger or acquisition.

Learn the rationale for strategically planning a communication campaign.

Discuss the characteristics of effective communication.

Obtain an understanding of the eight steps of the communication process.

Identify the appropriate communication channel to deliver the message.

Review specific total rewards communications considerations and special situations.

Find out how to effectively and efficiently manage your communication campaign.

•Communication Strategy and Total Rewards

Total rewards concepts and components; value and purpose of strategic total rewards communication; effective communication; management’s role in communication

•Communication Fundamentals Fundamentals of communication; characteristics of effective communication; the strategic communication process

•The Strategic Communication Process: Steps 1 - 4 Step 1 – Analyse the situation Step 2 – Define the objectives Step 3 – Conduct audience research Step 4 – Determine key messages; case study

•The Strategic Communication Process: Steps 5 - 6 Step 5 – Select the communication channel: fact-to-face, paper-based & technology-based Step 6 – Develop the communications campaign

•The Strategic Communication Process: Steps 7 - 8 Step 7 – Implementation Step 8 – Evaluation; case study; managing the communication campaign

•Total Rewards Communication and Special Situations Total rewards communication; total rewards statement; special situations; working effectively with external vendors and internal communication departments

Deirdre Lander, Director - Data, Surveys and Technology, Willis Towers Watson

Relocating from Australia to Hong Kong in 2004 for an organisational change role in an Asian headquartered multi-national corporation, she has participated in the dynamic growth of Asian businesses, working in Hong Kong, China and most other countries across the region. From this global corporate role and subsequently on her return to consulting, she has developed a sound knowledge of the diversity of Asian cultures and how to work effectively to drive business success in a global context.

She is actively involved in the profession and community, including time as an Adjunct Professor at Lingnan (University) College, School of Business, Sun Yat Sen University Guangzhou, China, lecturing in Strategic Human Resource Management in a joint Lingnan/MIT Sloan Business School) program, an Asia Pacific advisory committee member of a US-based global mobility organisation, and a Hong Kong employer organisation’s Pay Committee.



Module GR9: Strategic Communication in Total Rewards

Programme Details

Date & Time:

Seminar 21-22 August 2017

(Monday to Tuesday) 9:30am – 5:30pm

Examination 23 August 2017 (Wednesday)

2:30pm – 5:30pm

Venue: HKIHRM, Suite 1503,

15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong

Language:

English

Fee: HKIHRM Member

HK$11,200 Non-Member HK$11,800


14 hours Programme Outlines

Introduction

Instructor

12 22/3/2017

Deirdre Lander, Director - Data, Surveys and Technology, Willis Towers Watson

Relocating from Australia to Hong Kong in 2004 for an organisational change role in an Asian

headquartered multi-national corporation, she has participated in the dynamic growth of Asian businesses, working in Hong Kong, China and most other countries across the region. From this global corporate role and subsequently on her return to consulting, she has developed a sound knowledge of the diversity of Asian cultures and how to work effectively to drive business success in a global context.

She is actively involved in the profession and community, including time as an Adjunct Professor at

Lingnan (University) College, School of Business, Sun Yat Sen University Guangzhou, China, lecturing in Strategic Human

Resource Management in a joint Lingnan/MIT Sloan Business School) program, an Asia Pacific advisory committee member of a

US-based global mobility organisation, and a Hong Kong employer organisation’s Pay Committee.

Avoiding Analysis Paralysis

This course will provide a consistent and effective methodology for market-pricing

benchmark jobs within an organization. Participants will have an opportunity to develop their data utilization skills through classroom practicum exercises.

Review common compensation strategies, base pay structure design, and the

establishment and use of a job worth hierarchy.

Discuss how market pricing can support an organization’s business strategy.

Discover data sources, data collection options, salary survey formats and use of job

matching.

Learn how the data from salary surveys can help you develop the market rate for

benchmark jobs.

Discuss the use of statistical analysis tools and aging, blending, weighting and slotting

data.

Learn how to handle exceptions or special situations.

Find out how to communicate market pricing to upper management and your organization

•Total Rewards and the Compensation Function

The total rewards model; Compensation philosophy and strategy; Base Pay Structure design; Job worth hierarchy

•Market Pricing and Business Strategy Terminology; Market pricing steps; Market pricing -advantages and disadvantages

•Survey Data

Data sources; Data collection; Salary formats; Job matching

•Collecting Survey Data Survey selection; Data integrity; Multiple survey sources; Statistical data points; Documentation

•Utilising Survey Data Aging Data; Blending and weighting; Regression; Internal versus external equity; National Plastics and Rubber Manufacturing; Case Study

•Exceptions and Special Situations Total compensation; Incentives

•Communication Communication with employees and upper management; organisation-wide communication; communication and survey sources


Global Remuneration Professional / Certified Compensational Professional

Module GR17: Market Pricing

Programme Details

Date & Time:

Seminar

21-22 September 2017

(Thursday to Friday)

9:30am – 5:30pm

Examination

23 September 2017

(Saturday)

2:30pm – 5:30pm

Venue: HKIHRM, Suite 1503,

15/F, 68 Yee Wo Street, Causeway Bay,

Hong Kong

Language: English

Fee: HKIHRM Member

HK$11,200



14 hours

Programme Outlines

Introduction


13 22/3/2017

This course covers the essential skills, behaviors and actions that support the understanding and development of business acumen–helping you to learn to see "the big picture," understand finance concepts, recognize the important relationship between compensation plans and the bottom line and make wiser decisions.

Learn what it takes to apply key business acumen skills and behaviors

Understand, evaluate, and articulate the relationship between compensation and business outcomes

Grasp essential financial concepts

Know how your business works and recognize the relationship between the compensation plan and the bottom line

Strengthen communication skills

Introduction to Business Acumen

- Business acumen skills and behaviors and key competencies - Importance of business acumen to organizations and individuals - The Global Rewards Framework - Role of the compensation professional

Knowing How Business Works - Competitive strategies and market position - Allowances - Business life cycle

Financial Literacy - Basics of financial reports - Common profit measures - Common metrics

Evaluating the Business - Key performance indicators - The organization's bottom line and its impact on compensation - Common tools and approaches for evaluation

Communication and Connections - Building a knowledge network - Identifying resources and where data comes from - Importance of fact-based communication - Engaging and contributing to discussions with non-compensation colleagues


Lincoln comes from a diverse working background covering a number of industries and from both

foreign to locally owned organisations such as Singapore Airlines, Asia Matsushita, Petrochemical

Corporation of Singapore Exxon Chemical Paramins, Infineum and Ezra Holdings Limited.

He started off his career in HR covering local country HR matters, and move on to be a Regional HR

Manager and subsequently became the Global Compensation and Benefits Manager. In the global

C&B role, his span of responsibility is from Americas (including Latin America) to Europe and Asia

Pacific. In his current role, he is the CHRO for Ezra Holdings Limited, covering the HR global footprint within the 3

key regions (Americas, EMEA and Asia Pacific).

He has an MBA from Imperial College of Science, Technology and Medicine (UK), specialisation in International

Business and Finance. He holds both Diploma in Compensation and Benefits and Graduate Diploma in Personnel

Management from Singapore Institute of Management. He is also a Certified Compensation Practitioner (CCP) and

Global Remuneration Practitioner (GRP) from WorldatWork (formerly American Compensation Association).



C8: Business Acumen for Compensation Professionals

Programme Outlines

Introduction

14 hours

Programme Details

Date & Time:

Seminar

26 -27 June 2017 (Monday to Tuesday) 9:30am – 5:30pm

Examination 28 June 2017 (Wednesday)

2:30pm – 5:30pm

Venue:


Language: English

Fee: HKIHRM Member

HK$11,200



14 hours


14 22/3/2017

Certified Compensation Professional (CCP®) Ref: C17-NN-LD-GRP

Time: 9:30am to 5:30pm for seminar and 2:30pm to 5:30pm for exam

Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong

Full Programme Enrolment:

Early Bird Price( No further discount) Bundle Offer Price Perspective Modules (Only offer to HKIHRM/Worldatwork member)

HKIHRM / WorldatWork Member Non-member HKD 28,500 GR3+GR4+GR17 // GR9+C1+T2 // GR1+GR6+T7 HK$88,000

HKIHRM $100/ 150 coupon HK$98,000

HKD 19,200

(till 29 Feb 2016) GR1+GR2 // GR3+GR4 // GR6+C8

GR9+GR17 // C1+T2

Per Module Enrolment: (Click perspective modules

for more course details)

Seminar (Lunch included)

Exam (Allowed to Reschedule)

Early Bird Offer Regular Price

Enrolment and Payment received by

HKIHRM Member Non-member Enrolment

and Payment received by

HKIHRM Member Non-member

GR1/T1: Total Rewards Management

24-25 February 27 February 10 January HK$9,800 HK$10,500 10 February HK$11,200 HK$11,800

GR2/T3: Quantitative Methods

10-11 March 13 March 24 January HK$9,800 HK$10,500 24 February HK$11,200 HK$11,800

GR3/C2: Job Analysis, Documentation and Evaluation

24-25 March 27 March 10 February HK$9,800 HK$10,500 10 March HK$11,200 HK$11,800


27-28 April 29 April 13 March HK$9,800 HK$10,500 13 April HK$11,200 HK$11,800

GR6/C12: Variable Pay

12-13 May 15 May 28 March HK$9,800 HK$10,500 28 April HK$11,200 HK$11,800

C1: Regulatory Environments for Compensation Programs

22-23 May 24 May 8 April HK$9,800 HK$10,500 8 May HK$11,200 HK$11,800


26 -27 June 28 June 12 May HK$9,800 HK$10,500 12 June HK$11,200 HK$11,800

GR9/T4: Strategic Communication in Total Rewards

21-22 August 23 Augst 7 July HK$9,800 HK$10,500 7 August HK$11,200 HK$11,800

GR17/C17: Market Pricing

21-22 September 23 September 7 August HK$9,800 HK$10,500 7 September HK$11,200 HK$11,800


11-12 October 13 October 28 August HK$9,800 HK$10,500 28 September HK$11,200 HK$11,800

Referred From: ___________________________ (HKD 500 discount) Member No: ______________(optional)

Referred To: ___________________________ (HKD 500 discount) Member No: ______________(optional) HKIRHM $100 / 150 coupon

(1 coupon/module) Number: ___________

Are you graduated from the HKIHRM Certificate in Reward Management? Yes and I would like to use the discount Yes but I prefer to use another discount No

Total Price: _________________________

**Only accept one HKIHRM $100/150 coupon for full programme , modular and Bundled enrolment (under Regular Fee / Early Bird Offer)

**Full programme enrolment: Only one HKIHRM coupon can be used. **Modular enrolment: One HKIHRM coupon per module can be used. Enquiry: Please contact Mr Jeffrey Tam at (852) 2837-3819(DL) or email to [email protected]

Surname (Mr/Ms/Mrs)

First Name (Full Name)

HKIHRM Member Number (individual/corporate)

Job Title

Company/Organisation

Mailing Address

Phone (office/mobile)

E-mail (required for sending confirmation) Note: For enrolment under corporate membership, HKIHRM would deem such enrolment authorised by the corresponding corporate member. Enrolment will be considered as Non-member if membership number is not provided

Total Amount Due$

Enclosed is a crossed cheque (Bank/ Cheque No):

By signing below, I agree to enroll this programme and accept the Terms and Conditions on the back page. Signature:

Date:

2017 HKIHRM ENROLMENT FORM

How to Enrol?

Fax (Allow 5 working days for processing) (852) 2881 6062

Email (Allow 5 working days for processing) [email protected]

Mail (Allow 2-3 weeks for processing) Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong

Phone (For enquiry only) (852) 2837-3819


15 22/3/2017

Module Speaker & Dates GR1/T1: Total Rewards Management

February 24-25 – Thomas Farmer Exam: 27 February (Mon)

GR2/T3: Quantitative Methods

March 10-11 – Lincoln Lee Exam: 13 March (Mon)

GR3/C2: Job Analysis, Documentation and Evaluation

March 24-25 – Lincoln Lee Exam: 27 March (Mon)


April 27-28 – Lawrence Hung Exam: 29 April (Sat)

GR6/C12: Variable Pay

May 12-13 – Lincoln Lee Exam: 15 May (Mon)

C1: Regulatory Environments for Compensation Programs

May 22-23 Thomas Farmer Exam: 24 May (Wed)


June 26 -27 – Lincoln Lee Exam: 28 June (Wed)

GR9/T4: Strategic Communication in Total Rewards

August 21-22 – Deirdre Lander Exam: 23 Aug (Wed)

GR17/C17: Market Pricing

September 21-22 Deirdre Lander Exam: 23 Sep (Sat)


October 11-12 Thomas Farmer Exam : 13 Oct (Fri)

Terms and Conditions Note of Membership: All HKIHRM memberships are non-transferable, either to another individual or group companies. Member must fill in their membership number for verification.

Each module can only be entitled with 1 of the following discount scheme. Full programme cannot enjoy any further discount. 1) Referral discount: By making a valid referral, you will receive HKD500 off for 1 module and your Friend will receive HKD500 off for 1 module. Each person can earn a maximum of HKD1,000

off per module. You and your friend must apply at the same time when submit your application form and clearly indicate you and your friend’s name. Both can join different modules. HKIHRM reserve the right to investigate any suspicious or inappropriate activity relating to the Referral Program and disqualify from participation in the Program. 2) Bundle offer discount: Each bundled package can only use 1 HKIHRM HKD 100/150 coupon. Participant cannot change to other modules once confirmed. 3) Previous Certificate in Reward Management alumni’s discount: Participants need to join and passed the Certificate in Reward Management in order to enjoy this discount. Participants need to indicate they have joined the certificate programme and provide evidence in order to enjoy this discount. Confirmation: Registration form received will be acknowledged by email in 3 business days. Seat confirmation will be secured and confirmed by email in 3 business days upon receipt of full payment. In case, the event is over-subscribed, priority will be given to those registrants who have fully paid the programme fee on a first-come-first-served basis. Payment: Full payment must be received by the respective deadlines stated. HKIHRM reserves the rights to decline entry to the event for unpaid parties. Cheque, PPS, direct debit, bank transfer, American Express card and telegraphic transfer will be accepted. Please visit our website for more details:

http://www.hkihrm.org/index.php/component/phocadownload/category/95-resource?download=605:payment-methods-pdf Crossed Cheque should be made payable to Hong Kong Institute of Human Resource Management Ltd., and sent with a copy of the registration form to Learning &

Development Department, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong.. e-Receipt will be sent with confirmation email upon receipt of full payment.. Cancellation Policy: All fees paid are NON-refundable unless written notice is received 10 days prior to the programme. For cancellations made on or before 10 days of commencement date, 30% of programme fees will be forfeited. No refund for cancellations received within 10 days of commencement date but substitutions will be accepted. For substitution, HKIHRM reserves the rights to charge the difference between member and non-member rate wherever applicable. Please note that no partial refunds or

credits will be given should the rate difference be lower. No deferment or credit transfer to another programme will be allowed. Reschedule exam: An administrative fee of HK$500 will be charged upon request. Participants are required to take the exam within 2 weeks of the original exam date. Weather: Please visit our website for the most updated class arrangement during severe weather. https://goo.gl/ti6hBN Use of Information: The information you provide to HKIHRM will be used for the purpose of administering enrolments and facilitating the execution of the programme. It may also be used for the promotion of other HKIHRM functions and publications at some later date. If you do not want to receive any promotion from HKIHRM., please put a in this box . Promotion: The event will be photographed and video taped and these images and video footages may be used for promotional materials for HKIHRM in the future. Kindly note that by attending the programme, you are giving full consent for your image and likeness to be used any promotional materials or video recordings. Change of Programme Information: HKIHRM reserves the rights to change the programme details and registrants will be notified in the programme of such changes. All matters and disputes are subjected to the final decision of HKIHRM. DECLARATION I have read and accept all the terms and conditions in this enrolment form. I understand that all handout materials obtained in the programme are strictly for my own learning purposes.

Instructor 14 hours HR as

Business

Partner

Seminar

Series:



Introduction Programme

Details

Date & Time:

Seminar

26 -27 June 2017

(Monday to Tuesday) 9:30am – 5:30pm

Examination

28 June 2017 (Wednesday)

2:30pm – 5:30pm

Venue:

HKIHRM, Suite 1503,

15/F, 68 Yee Wo Street,

Causeway Bay, Hong

Kong

Language: English

Fee: HKIHRM Member

HK$11,200



14 hours

Programme Outlines 14 hours

http://www.hkihrm.org/index.php/component/phocadownload/category/95-resource?download=605:payment-methods-pdf

https://goo.gl/ti6hBN

Global Remuneration Specialist Series - HKIHRM · 2020. 7. 6. · Exxon Chemical Paramins, Infineum...

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Transcript of Global Remuneration Specialist Series - HKIHRM · 2020. 7. 6. · Exxon Chemical Paramins, Infineum...