Talent and Reward Academy. Be a future ready HR professional

Transcription

1 Talent and Reward Academy Be a future ready HR professional

2 Introduction Meet the challenge of an increasingly strategic HR role to navigate business in today s new, uncertain economy It is a fact that HR and Reward professionals are being challenged to take an increasingly strategic role in helping their businesses navigate through ongoing economic uncertainty. In the current economic context, it has become imperative for HR professionals to effectively manage costs and ensure maximum return on investment. To successfully achieve this, HR teams need to ensure that they have the right skills and experience in place to deliver effective people programmes. A critical component of this is being able to understand the respective roles of talent and reward management programmes within a strategic HR framework, and how these can be integrated to deliver the people strategy. Given the above context and client requests, we are pleased to announce the launch of our globally acclaimed Talent and Reward Academy (T&R Academy) in India to provide HR Professional Development Programmes. The programmes will focus on combining essential concepts, practical experience, consulting frameworks and real-world examples that will help participants apply the learning in their daily work. Each module is delivered by combining fundamental principles with practical tools and techniques, drawing extensively from real-life case studies both from within Towers Watson and the wider industry. For our introductory modules, we will focus on the basic building blocks for HR like - job evaluation and grading, compensation and incentive plan design, developing competencies and defining talent assessment frameworks. The module workshops will span two days and provide participants with the applied tools & skills most relevant to take on current and future business challenges. With workshops being conducted in two major cities (Gurgaon and Mumbai), it provides an opportunity for building a common understanding of concepts and application amongst team members of an organisation across locations. In order to facilitate interactive learning, these modules will have only a small number of participants in each session. You can choose to attend any one or more modules depending on the skills you wish to master or attend all three and set the platform to being a skilled HR Practitioner. Either way, completing these modules will help add more value to your role and boost you career. Each module will be two full days and lunch and refreshments will be provided to all participants. For more information, please contact Sukhmani Gill on TRIndia@towerswatson.com or call towerswatson.com

3 Summary Schedule for November 2013 to March 2014 Applied Job Evaluation and Career Architecture November November 2013, Gurgaon November 2013, Mumbai This module will cover the role of job evaluation, its application and linkage with other talent and reward programmes and its role in the overall HR framework. The module also exposes the participants to available tools and methods, including the Towers Watson job evaluation tool and methodology. Competency Modeling and Talent Assessment in Practical Scenarios January January 2014, Mumbai January 2014, Gurgaon This module covers the two critical information pieces that are vital for effective performance - competency framework design and competency assessment. It aims to deep-dive into the detailed process, tools and approaches for data collection, various assessment models followed by assessment centre simulations. Compensation Structure and Incentive Plan Design aligned with Business and Talent Strategy March 5-6 March 2014, Gurgaon March 2014, Mumbai This module aims to cover the key aspects of compensation management To design an internally equitable and externally competitive compensation system that aligns with the company s philosophy and supports organisational efforts to attract, retain and develop talent. Talent and Reward Academy 3

4 Applied Job Evaluation and Career Architecture Introduction Job evaluation and grading are the basic architecture of HR systems and processes that help in selection, performance evaluation, career planning etc. Getting this right is really important and critical for organisations. What does this programme cover? This module aims at building awareness about identifying organisation symptoms for the need of a job evaluation exercise and different job evaluation approaches that can be undertaken, including Towers Watson s global tool for job evaluation and grading Global Grading System (GGS). The module will explore how to conduct a job evaluation exercise, key challenges in conducting job evaluation and managing organisation expectations. We will also have a deep dive session on how the grading framework can be applied to create a career architecture. Who should attend? Middle Managers and above in HR, Compensation & Benefits or Talent Management teams HR Professionals keen to refresh their knowledge and to learn about recent trends and developments HR Generalists who are new to or who are looking to improve their awareness and understanding of key organisation issues and application of job evaluation and grading as a solution 4 towerswatson.com

5 Agenda Introduction Workshop objectives and agenda Job evaluation and grading understanding the organisational context Why and when do organisations use JE? What are the usual activities that follow job grading? Managing communication - how do we engage employees and stakeholders? Key features of a job evaluation and career architecture Covering Basics defining job evaluation; various models and approaches to job evaluation and grading, their effectiveness and challenges Global Grading System (GGS) introduction to the Towers Watson s job evaluation and grading tool Deep Dive hands-on training on the GGS (case study analysis and grading exercise) Outside-In session Experience sharing Open-house (participant interaction on the issues faced by their organisations) What after job grading? Application of job grading framework to other areas Effectiveness of systems / programmes built on job grading framework Deep Dive: How to create career architecture based on job grading framework Module Details Duration 2 days Dates and Location November 2013 (Tuesday-Wednesday), Gurgaon - The Westin November 2013 (Tuesday-Wednesday), Mumbai - ITC Grand Central, Parel Course fees Normal Registration: Deadline 12 November Rs. 15,000 (inclusive of all taxes) per module Early Bird Registration: Deadline 21 October Rs. 12,000 (inclusive of all taxes) per module Three Module Programme: Deadline 21 October Rs. 30,000 (inclusive of all taxes) for all three modules What should I do now? To book a place on this programme, please register online at towerswatson.in or TRIndia@towerswatson.com Emerging trends Recent research and implications Workshop review and questions Talent and Reward Academy 5

6 General programmes Competency Applied Job Modeling Evaluation and Talent and Career Assessment Architecture in Practical Scenarios Introduction Job Competencies evaluation bridge and grading what an are organisation the basic architecture or function of wants HR systems to achieve and and processes the specific that ways help it in will selection, get there performance by describing evaluation, what employees career need planning to do. etc. While Getting a this right competency is really framework important provides and critical information organisations. on how to do it, competency assessments support the how What did I do does element this and programme subsequent decisions cover? on talent segmentation, development needs, promotion and This module aims at building awareness about identifying succession planning. organisation symptoms for the need of a job evaluation exercise and different job evaluation approaches that What does this programme cover? can be undertaken, including Towers Watson s global tool for This job module evaluation aims and to provide grading an overview Global Grading of the System concept (GGS). of competencies, competency framework, their linkages with other systems and talent assessments including The module will explore how to conduct a job evaluation competency based assessments. The programme also exercise, key challenges in conducting job evaluation and focuses on providing today s business context and managing organisation expectations. We will also have a industry practices. deep dive session on how can the grading framework be applied to create a career architecture. Who should attend? Who should attend? Talent management specialists and managers keen to expand their knowledge on the subject and learn about Middle Managers and above in HR, Compensation & recent developments Benefits or Talent Management teams HR professionals and generalists new to talent HR Professionals keen to refresh their knowledge and management and seeking to develop an understanding to learn about recent trends and developments of the key themes in competencies and assessments HR Generalists who are new to or who are looking to 6 towerswatson.com

7 Agenda Introduction Workshop objectives and agenda All about Competencies What are competencies, different types of competencies and their alignment (behavioural, functional, job family-wise, role-wise, level-wise)? Applications of a competency framework and how it drives business results Building competency architecture The role and value of competency frameworks Refreshing existing competency frameworks Group exercise on developing a competency framework Conducting talent assessment Guidelines on designing a talent assessment framework including validation and reliability tests Fundamentals of a competency based assessment framework Selecting and developing assessment tools (360 degree, BEI, business case, non-work situations etc.) Conducting assessments (simulated assessment centre) Consolidating and calibrating results Feedback sharing and action planning Linkage of assessment outcomes with other HR systems Application of competency framework and assessment results for effective talent management and succession planning Effectiveness of systems / programmes built on a competency framework Module Details Duration 2 days Dates and Location January 2014 (Tuesday-Wednesday) Mumbai - ITC Grand Central, Parel January 2014 (Tuesday-Wednesday) Gurgaon - The Westin Time 09:30 AM to 5:30 PM Course fees Normal Registration: Deadline 7 January Rs. 15,000 (inclusive of all taxes) per module Early Bird Registration: Deadline 16 December Rs. 12,000 (inclusive of all taxes) per module Three Module Programme: Deadline 16 December Rs. 30,000 (inclusive of all taxes) for all three modules What should I do now? To book a place on this programme, please register online at towerswatson.in or TRIndia@towerswatson.com Emerging trends Recent research and implications Workshop review and questions Talent and Reward Academy 7

8 Compensation Structure and Incentive Plan Design aligned with Business and Talent Strategy Introduction Compensation structures play an important role in attracting talent. While managing costs, differentiating talent and suitable rewards are business needs, HR and reward specialists have an important task at hand to develop a competitive compensation structure. An effective compensation structure design contributes in shaping the broader employee value proposition (EVP) which defines the give and get between employer and employee. What does this programme cover? The aim of the programme is to support HR and Reward professionals in the area of compensation plan design by providing relevant technical training and sharing practitioners experience and insights. This programme will cover tools and techniques for designing, implementing and administering compensation programmes including short and long term incentives. It will also provide guidelines to:- Understand the effect of compensation on motivation, performance and engagement Determine salary increase budgets Review market surveys Establish pay-performance linkage Who should attend? HR Professionals keen to refresh their knowledge on the subject and learn about recent trends and developments HR Generalists who are new to or seek to improve their awareness and understanding of compensation structure design Compensation and benefits or HR specialists in charge of reviewing / designing compensation and incentive plans 8 towerswatson.com

9 Agenda Introduction Workshop objectives and agenda Compensation structure overview role of compensation structures Prevalent approaches to designing a compensation structure Covering basics understanding the different components and terminologies of a salary structure, discretionary and legally required components Market trends pay mix, pay components, positioning decisions Different design models and their relevance Deciding the right type of compensation structure for the organisation Design Mechanics compensation structure development that is aligned with the organisation s compensation philosophy, pay for performance, internal and external equity Designing short-term and long-term incentive plans Different types of incentive programme structures and their relevance (closed-ended, open-ended, plateau, short-term, long-term) Update on the latest thinking around Incentive Theory Approach to design incentives (Short and long term) Linkage between performance and payouts Module Details Duration 2 days Dates and Location 5 6 March 2014 (Wednesday Thursday) Gurgaon - The Westin March 2014 (Wednesday Thursday) Mumbai - ITC Grand Central, Parel Time 09:30 AM to 5:30 PM Course fees Normal Registration: Deadline 26 February Rs. 15,000 (inclusive of all taxes) per module Early Bird Registration: Deadline 5 February Rs. 12,000 (inclusive of all taxes) per module Three Module Programme: Deadline 5 February Rs. 30,000 (inclusive of all taxes) for all three modules What should I do now? To book a place on this programme, please register online at towerswatson.in or TRIndia@towerswatson.com Implementing and communicating the compensation structure Implementation analysis - impact and cost Roll-out and administration overall administration guidelines, timelines, payout events, roles, reports, regulatory requirements, outsourcing trends etc. Communication continuum Workshop review and questions Talent and Reward Academy 9

10 Trainer Profile Subeer Bakshi Subeer Bakshi is the Director of the Talent & Rewards practice at Towers Watson India and is part of the Leadership team He has over 13 years of experience spanning all HR programmes across the organisation life cycle - organisation design, human resource strategy formulation and implementation and rewards management His rich and varied experience covers all the aspects of total rewards strategy, design and implementation encompassing job evaluation, executive compensation plans, performance and rewards alignment strategy He is a frequent speaker at events organised by industry bodies and his opinions are regularly featured in mainstream business media Samir Bhatia Samir Bhatia has over two decades of experience and is one of the renowned leadership coaches in India, South East Asia and the Middle East He has developed the ACE model (Attitude Change through Experience) approach of training. He follows the consul-trainer approach that aims at developing bespoke training modules within the overall framework of the organisational strategy and competitive tactics Samir has also developed the WED philosophy amplifying - Western concepts, Eastern thoughts delivered through Diverse methodologies He is one of the founders of a leading speciality hospital chain and is on the board of many companies in India Samir is an MBA from IIM (Ahmedabad) and an MA from Delhi School of Economics 10 towerswatson.com

11 Shatrunjay Krishna Shatrunjay Krishna leads the Talent Management & Organisation Alignment practice for Towers Watson in India He has over a decade of consulting experience across Asia-Pacific, India, Middle East and Africa on a range of business and HR interventions aimed at improving business and organisational effectiveness Shatrunjay is also the solution lead for organisation design, job evaluation and career architecture, and workforce optimisation He is a strategic advisor to clients on talent management issues including talent attraction and retention strategies, EVP articulation, leadership competencies, assessment frameworks and succession management Shatrunjay is a Post Graduate in Management (PM&IR) from XLRI Jamshedpur, India Talent and Reward Academy 11

12 Bespoke in-company training We compile bespoke training packages that are unique to your organisation. All training courses can be tailored to meet your business requirements and company culture. This will help ensure that time and investment is minimised and can often prove cost effective for large groups. The tailored nature of this approach also provides flexibility on the location of delivery. If you would like to discuss tailoring an HR training course for your department or organisation, or would like additional information on any of these programmes, please write to 12 towerswatson.com

13 Terms and conditions Registration and joining instructions Your participation in the requested course will be confirmed on the submission of the registration form. You will receive joining instructions prior to the date of your module along with other relevant information regarding your course. For more information, please contact Sukhmani Gill on or call Payment Once registered, you will receive an invoice by . The course fee will need to be paid in advance by cheque or through an online transfer as per the details provided in the invoice. Transfer to another event Any requests to transfer to another course should be received no later than ten working days prior to the course start date. Each participant will only be able to make one request to change their course date. This does not alter the invoice payment date. Cancellation Cancellation requests will be treated as follows: 7 working days prior to the start date of the event - full refund Less than 7 working days - no refund Talent and Reward Academy 13

14 Towers Watson offers integrated solutions that cover: Communication and change management We combine expertise in change management, organisational effectiveness and communication to drive employee engagement and help align behaviour with business results. HR function effectiveness We help accelerate your transition to a high-performance HR function one that adds measurable value to both the top and bottom line. Data services Your global centre of excellence for compensation, benefits and employment practices information. Mergers and acquisitions We help you identify the issues, assets, liabilities, risks and opportunities surrounding culture, change management, communication, compensation and benefits during a merger or acquisition. Employee surveys We design and administer employee surveys, and apply benchmark data and advanced analytics, to develop practical insights about improving employee engagement, shaping a high-performance culture and achieving optimal return on talent investments. Rewards We provide the data, tools, strategy, design and execution support essential to ensure your pay and other reward programmes are cost effective and deliver the behaviour and performance you need. Executive compensation Our global expertise and experience, coupled with our proprietary data and leading-edge analytical tools, can help you make sound decisions about how and how much to pay your senior executives. Sales effectiveness and rewards We collaborate with you to drive profitable growth designing incentive plans, increasing productivity and identifying traits of top sales performers. HR and talent management technology We deliver a truly integrated talent management approach: best-in-class technology combined with proven talent management strategy and design. Talent management and organisation alignment We help you develop integrated programmes and processes to engage and develop leaders and employees, and align their behaviours with the critical drivers of business performance for your organisation. 14 towerswatson.com

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16 About Towers Watson Towers Watson is a leading global professional services company that helps organisations improve performance through effective people, risk and financial management. With 14,000 associates around the world, we offer solutions in the areas of benefits, talent management, rewards, and risk and capital management. Copyright 2013 Towers Watson. All rights reserved. TW-AP towerswatson.com