Wage Strategies, Amends and Benefits Course

Capacitación: Alta Dirección   Duracion: 24 Hrs.
Wage Strategies

THIS COURSE IS MEANT FOR

Executives of the various areas of Human Resources (Compensation, Selection Training, Labor Relations etc.) who want to learn new methodologies and processes for managing human capital of the organization.

SKILLS TO DEVELOP

Leadership, impact, listening, planning, organization, recruited orientation, subordinates development

OBJECTIVE

  • Providing the participants with principles and techniques needed to achieve the salary wage that the worker gets is the right one according to the importance of their position, as well as their personal efficiency, needs and the company’s possibilities.
  •  Through the appliance of a wage strategy the capable workers retention can be ensured without damaging the company’s finances and ensure an optimum level of production.
  • Knowing how to establish the worker’s salary based on standard criteria of your company, such as responsibilities, preparation, experience, etc.
  • Learning to develop benefit plans and amends for the workers. Promoting the high performance and achievement culture.

TOPICS

MODULE I. SALARY ADMINISTRATION

 WAGE STRATEGY

A. Concept of wage and salary

B. Factors to determine salaries

C. Parameters to fix the company’s amends

D. Consistency or internal equality; external competition

E. Kinds of amends

EVALUATION OF POSITIONS

A. Positions analysis

B. Position description

C. Analysis methods of Positions

D. Form parts of Positions description

E. Evaluation methods of Positions (aligning, grades, factors comparison and points)

F. Evaluation methods by points (dynamic, Hay, etc.)

G. Evaluation levels

COMPETIVITY WITH THE MARKET

A. Statistic parameters

B. Equations of regression

C. Measures of central tendency

D. Normal curve

E. Quartiles, deciles and percentiles

F. Market surveys

G. Interpretation of market surveys

H. Market competitiveness with Base Compensation, complete and total

TABULATORS DESIGN

A. To determine the number of levels of pay bands

B. To determine the opening between minimum, average and maximum

C. Concept of tabulator position

D. Tabulator design

E. Tabulator evaluation according to the wages admin policies

MODULE II BENEFITS AND SERVICES

BENEFITS AND SERVICES

A. Definition of concepts between benefit and service

B. Legal and extralegal services

C. Taxable and exempt services

D. Integral and non-integral services

E. Efficiency in services

SOCIAL PREVENTION

A. Legal foundations of social prevision

B. Plans and requirements of social prevision

C. Limits to the amount of social prevision services

DESIGNING AND EVALUATING OF SERVICES AND BENEFITS

A. Designing criteria

B. Services for directors, managers and workers

C. Bases and defraying of current services

D. Defraying of collective contract services

E. Creation of administration and support systems for services and benefits

SUCCESSFUL EXECUTION

A. Previous simulation before approval and communication

B. Communication and involvement strategies

C. Monitoring strategies, follow-up and redesign if needed

D. Success cases on execution

MODULE III. PERFORMANCE ADMINISTRATION AND VARIABLE COMPENSATION

COMPENSATION BY PERFORMANCE

A. Evaluation system of performance

B. Kinds of Performance Evaluation, Skills, Results, abilities.

C. Standardization Performance Evaluations

D. Distribution of wage increases by performance

E. Pros and cons of every option

POSITIONS THAT RELY ON VARIABLE COMPENSATION

A. Mixtures of fixed and variable compensation by position

B. Components of variable compensation

C. Directors, managers and operation support staff

D. Sales’ staff

VARIABLE’S DESIGN

A. Strategic priorities as a response to the environment

B. Internal quantitative performance metrics by area and Positions

C. Qualitative performance metrics by area and Positions.

D. To set goals and align strategic priorities

E. Creating support systems to measure progress and achievement

SUCCESSFUL IMPLEMENTATION

A. Previous simulation before the approval and communication

B. Communication and involvement strategies

C. Monitoring strategies, follow-up and redesign if needed

D. Success cases on execution

BENEFITS

  • Establish and keep a salary structure that allows a fair remuneration, equal, and competitive to each employee and have staff retention.
  • Strengthen the salary administration to the personnel through the quantitative tools design in the specific area.
  • Get highest satisfaction, compromise, motivation, and involvement of the personnel benefited.
  • Increase productivity, efficiency, effectiveness in indicators of the department, and organizations.
  • Promoting the high performance and achievement culture.

 

Temarios Cursos- Español

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