Petrosync Distinguished Instructor

Transcription

1 Includes Practical Exercises Case Studies and Sharing! Benchmarking Compensation in the Energy Industry Building a Competitive Compensation Program to Attract, Motivate and Retain Top Performers 9th September th September 2013, Kuala Lumpur, Malaysia Petrosync Distinguished Instructor John Douglass International Human Resources Management Consultant CCP, SPHR Course Objectives Use job analysis to develop a job description Create a simple job evaluation point system John has over 25 years of experience as an HR Professional specializing in Compensation and Benefits Contributed significantly to the development of domestic and international compensation and benefits programs, performance management, leadership and succession planning, and manpower analysis and planning Held senior and consultant/advisor positions for several companies including Tatweer Petroleum, SABIC and other companies in the Middle East and the USA Use market data to establish rates for benchmark jobs Understand how to use regression analysis to develop market and policy lines Develop salary range spreads and progression midpoints for the propose salary structure Calculate statistically predicted salaries for all company jobs and assign jobs to salary grades Discuss applicability of final structure of grades and assigned jobs to the company s business objectives Develop annual merit budget and performance matrix Specially Designed for The course is designed and will benefit all professionals with background and involvement in Total Rewards. They include HR managers, Total Rewards Managers, Compensation Managers, Compensation Specialists/Executives, Benefits and Payroll Managers, Business Unit Heads with responsibility for C&B and other human resources professional involved in recruiting and human resource planning. Supported by

2 Course Overview A critical component for the human resources (HR) function is to help management align the organization with the business process. This means defining the size and shape of the organization, identifying jobs, job content, and the required number of positions for each job. Talent acquisition involves attracting people with the competencies necessary to do the various jobs. In order to fill the organization with the best possible workforce, the compensation function is critical for valuing each and every job/position for budget planning; for determining with management where the company wishes to position itself in the competitive market. This compensation workshop is designed at the intermediate level for human resources professionals. Attendees will actively participate in discussions pertaining to the organization philosophy, why compensation management is important to the organization and also to management of the workforce assigned to that organization. There will be special emphasis on benchmarking, i.e. identifying the competitive market and analyzing market data to establish the company s competitive position. This workshop is very much a series of working meetings both for attendees and the instructor. At the heart of these three days will be a case study which represents the process involved in developing a basic salary policy: Job analysis, documentation, and evaluation Internal equity versus external competitiveness (benchmarking) Building a basic salary structure by applying market data (external competitiveness) and the job hierarchy (internal equity) Petrosync Quality Limited Attendees The course has limited seats to ensure maximum learning and experience for all delegates. Certificate of Attendance You will receive a Certificate of Attendance bearing the signatures of the Trainer upon successful completion of the course. This certificate is proof of your continuing professional development. Interactive Training You will be attending training designed to share both the latest knowledge and practical experience through interactive sessions. This will provide you with a deeper and more long-term understanding of your current issues. High Quality Course Materials Printed course manual will provide you with working materials throughout the course and will be an invaluable source of reference for you and your colleagues afterward. You can follow course progress on your laptop with soft copies provided.

3 Case Study 1 1 You are the newly hired human resource (HR) director for an engineering consulting firm that is expanding its operations to Kuala Lumpur (KL). The organization headquarters are in Singapore. Based on the organization s mission statement, you know the firm strives to create customized and technically proficient electrical engineering plans for regional clients. The following personnel are required to start the KL operation (the numbers in parentheses indicate the number of positions): Director of regional operations Operations Analyst (2) Operations Trainee Assistant to the Director of Operations Lead engineer (3) Engineers (6) Engineering Associates/Special Projects Manager of information systems Information systems analyst HR Director (this is you) Benefits Manager Benefits Counselor Payroll Assistant Administrative Assistant/HR Front desk receptionist Security guard Senior information system analyst You can see from the list that there are several job families, including operations, HR, engineering, information systems and office support. You can now begin the process of designing a pay structure for the organization, coupled with its application to the merit budget process and merit reviews. Job analysis is central to many HR functions, including compensation, recruiting, and training. You need to understand what tasks, duties and responsibilities various jobs will entail before you can assign fair and competitive pay rates. Begin the process by gathering the needed job description information. Each job description includes the job title; a job summary; essential job tasks; the job s work context; and job-relevant knowledge and skills that an incumbent must possess. Benchmark jobs (jobs that are common and consistent across a wide range of employers) will be the focus of this exercise because they will be used to design the pay structure. Appendix A contains the job descriptions of the benchmark jobs. You have one description left to complete; the first task is to create a job description for the benefits manager position. IN-HOUSE SOLUTIONS SAVE COST IMPROVE PERFORMANCE REDUCE RISK PetroSync understands that in current economic climate, getting an excellent return on your training investment is critical for all our clients. This excellent training can be conducted exclusively for your organization. The training can be tailored to meet your specific needs at your preferred location and time. We will meet you anywhere around the globe. If you like to know more about this excellent program, please contact us on or general@petrosync.com

4 Course Agenda Day One - 9th September 2013 Overview of total compensation Compensation Strategy Factors Affecting Total Compensation The Total Compensation Model The Total Compensation Process Communicating Total Compensation Job Analysis, documentation, and evaluation Strategic Overview Job Analysis, Design, and Evaluation Market-based, quantitative, and non-quantitative job evaluation methods Task 1: Create a complete job description for the Benefits Manager job Task 2: Develop a job evaluation point system; calculate the job evaluation points and provide a rationale for assigning specific degrees to the various jobs Day Two - 10th September 2013 Overview of quantitative methods and salary structure development Analysis of market data; based on market data and job evaluation, determine market and policy lines Task 3: Calculated the weighted means of each of the surveyed jobs Task 4: Conduct regression analysis on market data and job evaluation points to create market and policy lines. Task 5: Conduct R-Squared variance analysis to correlate data to market line Benchmarking - Determining Current Market Position versus the Competition Getting ahead of the industry market can your company afford it? Day Three - 11th September 2013 Overview of salary structures and alternative pay methods Designing a salary structure Task 6: Calculate the predicted basic salary for each job Task 7: Company wishes to lead the market by 3%; adjust predicted salaries Task 8: Create and label salary grades; determine range spreads, amount of overlap, and progression between midpoints Task 9: Assign jobs to salary grades Task 10: Given the salary structure you have developed Does it make good business sense? Is it consistent with the company s business strategy? What are the implications for other HR programs, e.g. retention and recruiting? Day Four- 12th September 2013 Overview of performance management Why PM is important for the organization PM at organizational, group, and individual levels PM System Design Keys To PM Implementation Success Developing performance factors and goals/objectives Task 11: Coordinate with team members to identify and define relevant performance factors Task 12: Each team to identify and define S-M-A-R-T goals/objectives Day Five- 13th September 2013 Linking pay to performance Linking individual performance to annual increases Principals of a sound merit pay program Factors affecting individual pay decisions Requirements for an effective merit pay program Development and utilization of merit increase matrix Annual merit budget and performance matrix Task 13: Determine merit increase budget as a % of total salaries Task 14: Develop merit increase matrix to show available % increases for different levels of performance within the established budget % Task 15: Cost out the proposed increases Communicate salary management, performance management, and annual increase policy to employees

5 Petrosync Distinguished Instructor John Douglass International Human Resources Management Consultant CCP, SPHR John has become known as a high-energy executive with many years of HR experience worldwide. In recent years he has been employed by Mideast organizations where he has contributed significantly to the development of domestic and international compensation and benefits programs, performance management, leadership and succession planning, and manpower analysis and planning. He complements this expertise with an understanding of the language, culture, and religions in the Mideast region and has consistently taken a big picture, strategic approach throughout his career. In all of his assignments he has mentored, coached, and trained less experienced HR professionals - local national talent in recent years - both one-on-one and in workshop settings. While he has demonstrated strength in most HR areas, John has special expertise in compensation, performance, and rewards as follows: Organization analysis; span of control; career pathing; valuation Job analysis and evaluation; basic pay structure policy; Hay System Guide Charts Performance management; competencies as performance factors; goal-setting Incentive bonus plans Employee medical coverage plans; using underwriting techniques to project medical care costs; requesting and analyzing insurance proposals; proposing partial self-funding schemes with re-insurance Participating in and analyzing market surveys Using international transfer-costing to develop pay policy for expatriates In recent years, while employed by the Tatweer Petroleum Company in Bahrain, he served as Head/Compensation & Benefits and partnered in the building of HR programs for this newly-formed joint venture. Prior to that he was employed by Saudi Basic Industries Corporation (SABIC) in Riyadh, Saudi Arabia, where he was an advisor and consultant to senior management at the corporate headquarters and also to the presidents of 17 affiliate companies. While assigned to SABIC s corporate Performance & Rewards unit, he led a team of talented Saudis in the development of competency-based career ladders for engineers and R&D scientists. He has added to his impressive HR portfolio the competency development process and its application to compensation schemes, individual/ group development planning, and learning management systems. As Vice-President/Human Resources with the Arab Banking Corporation in New York City (ABC/NY) during the 1990s, he developed basic pay policy through use of his Hay System expertise, as well as performance management, incentive compensation, and healthcare management programs. He has have lived and worked in nine countries around the world and traveled to many others. Testimonial John has an outstanding expertise and knowledge in human resources. He is always up to date with ability to analyze and spot where the problem is and come up with a solution. - Maaden He is a very effective communicator with a strong business orientation. - Kensington Consultants John is probably the single most seasoned HR executive in the region with years of experience. - SABIC

6 Group Discount is based on Standard Price * To enjoy the promotion & discount offer, payment must be made before deadline * For 7 or more delegates, please inquire for more attractive package. * Prices include lunches, refreshments and materials. Promotion & discount cannot be combined with other promotional offers. * Important: Please note that registration without payment will incur a SGD 200 administration fee. 1st Delegate Name Direct Line Number: Job Title: Head of Department: 2nd Delegate Name Direct Line Number: Job Title: Head of Department: 3rd Delegate Name Direct Line Number: Job Title: INVESTMENT PACKAGES Investment Package 5 Days Training 9th Aug 2013 SGD $ 4,495 First 3 Days Last 2 Days Group Discount (3 or more Delegates) Head of Department: Deadline DELEGATES DETAILS INVOICE DETAILS Mr Department: Department: Department: Attention Invoice to: Direct Line Number: Fax: Company: Industry : Address: Postcode: Country: Please note: - Indicate if you have already registered by Phone Fax Web - If you have not received an acknowledgement before the training, please call us to confirm your booking. PAYMENT METHODS Course Fee 9th Aug 2013 SGD $ 3,495 9th Aug 2013 SGD $ 2,995 9th Aug % discount for groups of 3 registering from the same organization at the same time Mrs Ms Dr Others Mrs Ms Dr Others By Credit Card : Please debit my credit card: Visa MasterCard AMEX Security Code: Card Number: Expiry Date: Name printed on card: By Direct Transfer : Please quote invoice number(s) on remittance advice PetroSync LLP Bank details: Account Name: PetroSync LLP Bank Number: 7144 Branch Code: 013 Account No: Name of Correspondent Bank : Standard Chartered Bank, 6 Battery Road, Singapore SWIFT Code of Correspondent Bank: SCBLSGSGXXX All bank charges to be borne by payer. Please ensure that PetroSync LLP receives the full invoiced amount. Mr Mr Mrs Ms Dr Others PROGRAMME CONSULTANT Name : Cay Aagen registration@petrosync.com Phone : Fax : TERMS AND CONDITIONS DISCLAIMER Please note that trainers and topics were confirmed at the time of publishing; however, PetroSync may necessitate substitutions, alterations or cancellations of the trainers or topics. As such, PetroSync reserves the right to change or cancel any part of its published programme due to unforeseen circumstances. Any substitutions or alterations will be updated on our web page as soon as possible. DATA PROTECTION The information you provide will be safeguarded by PetroSync that may be used to keep you informed of relevant products and services. As an international group we may transfer your data on a global basis for the purpose indicated above. If you do not want us to share your information with other reputable companies, please tick this box CANCELLATION POLICY You may substitute delegates at any time as long as reasonable advance notice is given to PetroSync. For any cancellation received in writing not less than fourteen (14) working days prior to the training course, you will receive credit voucher less a SGD $200 administration fee and any related bank or credit card charges. Delegates who cancel less than fourteen (14) working days of the training course, or who do not attend the course, are liable to pay the full course fee and no refunds will be granted. In the event that PetroSync cancels or postpones an event for any reason and that the delegate is unable or unwilling to attend in on the rescheduled date, you will receive a credit voucher for 100% of the contract fee paid. You may use this credit voucher for another PetroSync to be mutually agreed with PetroSync, which must occur within a year from the date of postponement. PetroSync is not responsible for any loss or damage as a result of the cancellation policy. PetroSync will assume no liability whatsoever in the event this event is cancelled, rescheduled or postponed due to any Act of God, fire, act of government or state, war, civil commotion, insurrection, embargo, industrial action, or any other reason beyond management control. DETAILS Please accept our apologies for mail or that is incorrectly addressed. Please us at registration@petrosync.com and inform us of any incorrect details. We will amend them accordingly. CHARGES & FEE(s) - For Payment by Direct TelegraphicTransfer, client has to bear both local and oversea bank charges. - For credit card payment, there is additional 4% credit card processsing fee. Course Confirmation I agree to PetroSync s terms & conditions,payment terms and cancellation policy. Authorized Signature : PAYMENT TERMS : Payment is due in full at the time of registration. Full payment is mandatory for event attendance.