2017 Training Programmes

Transcription

1 2017 Training Programmes

2 Job Analysis & Job Evaluation Job Analysis This programme will enable you to translate strategic, tactical and operational organisational goals into clear accountabilities and job requirements. The training will cover the use of standard job analysis templates, how to complete each section appropriately and how to capture job requirements in a way that adequately informs other HR processes. The link between job descriptions and other HR processes Articulating job purpose, accountabilities and job requirements adequately Conducting successful job analysis interviews HR employees and line managers who are required to draft job descriptions within their organisation Guide Chart Profile Methodology This programme will allow you to become proficient in the use and understanding of the Hay Guide Chart system. This job evaluation methodology quantifies accountability, know-how and problem-solving across all types of jobs and levels. It evaluates big and small jobs in a way that can be explained and supported clearly and consistently. The method will assist you in getting an objective basis for analysing organisational structures, developing pay and reward strategy and managing HR more effectively. It also allows companies to benchmark jobs and improve accuracy of market pricing. Introduction to Job Evaluation What the Hay Group Guide Chart Profile Method encompasses Using the Hay Group Guide Chart Profile Method to evaluate jobs How the Hay Group approach can be used in defining reward structures, career progression and other HR processes HR employees of organisations that currently make use of the Hay Guide Chart Method (job evaluation experience is not required) Duration: one day Cost: R5 000 (excl VAT) Dates: 16 May, 19 September Duration: three days Cost: R (excl VAT) Dates: February, May, August, November

3 Guide Chart Profile Methodology (Advanced) This programme is targeted at individuals who are already seasoned in the use of the Hay Guide Chart system. The purpose of the training is to practise the evaluation of high-level positions, review key principles and fundamentals of the methodology, and discuss learners key obstacles regarding the effective implementation of the system. The course will cover technical aspects and group discussions to overcome typical obstacles in the implementation of the system. Key principles and fundamentals of implementing the methodology successfully Using short and long profiles Evaluation of senior executive roles Group discussion overcoming typical obstacles Seasoned practitioners of organisations that currently make use of the Hay Guide Chart Method (job evaluation experience is not required) Decision Tree Job Evaluation Method Job evaluation can be a complex task. Our Decision Tree Methodology is a powerful, reliable and user-friendly web-based tool that simplifies the overall process. The Decision Tree system helps organisations build a database of job evaluations (including checks and balances), maintain, share, export and archive information, and produce a wide-range of value-add reports. This programme gives practical training for users of organisations who currently subscribe to the Decision Tree web-based system. It gives learners the rationale behind the methodology, teaches them how to competently work their way through the system, makes sure they are comfortable with auditing and validating grades, and able to practically evaluate positions on the system. Introduction to Job Evaluation System rationales and functionalities First-level system auditing and validation of grades Practically evaluate positions on the system HR employees of organisations that currently make use of the Decision Tree Method (job evaluation experience is not required) Duration: two days Cost: R8 900 (excl VAT) Dates: April, October Duration: three days Cost: R (excl VAT) Dates: March, June, September

4 Reward Understanding and Analysing Salary Surveys This programme clears the confusion around salary surveys, how to interpret them, and how to make the most use out of the data they provide. The program covers different types of salary data, principles to calculate accurate data points, how to analyse pay fairness and how to calculate pay competitiveness. Introduction to salary surveys Pay Analysis (Fixed Annual Remuneration and Total Annual Remuneration) Pay Mix Analysis Using Excel tools to analyse pay data Junior and intermediate Reward or HR Practitioners who want to learn more about salary surveys and basic pay analysis Basic knowledge of Excel is required Strategic Reward Management This programme will give you an in-depth overview of Reward principles, applications and best practice. The course will cover all different elements of Reward and how to use these to align your people with business objectives and allow you to motivate and retain staff. This comprehensive three-day programme gives you the tools to study the principles of remuneration, global practices and how they apply in your organisation. Our Total Reward Framework Reward components Reward strategy Develop and manage a pay policy Overview of executive remuneration Understand long-term incentive plans Variable pay plan design overview Components of variable pay plans Reward communication Experienced and intermediate reward practitioners looking to gain greater insight into the various components of reward HR practitioners wanting to improve their overall understanding of the reward function Duration: one day Cost: R5 000 (excl VAT) Dates: 9 May, 20 September Duration: three days Cost: R (excl VAT) Dates: May, 3-5 October

5 Reward Understanding the Impact of Equal Pay This programme will ensure you have all the information you need to be compliant with the new law on equal pay for work of equal value. Since Section 6(4) of the new Employment Equity Act came into effect in 2014, you may find your organisation is more exposed to discrimination claims than you realise. You should understand the risks and what to do to manage them effectively. This programme gives insight into the scope of the Act and will answer your questions, ensure you understand the changes, highlight what is required in terms of work measurement and value and give you guidelines on a way forward. What is work of equal value and how is it evaluated fairly? What constitutes equal pay? What happens if individuals work under different conditions or in different geographies do they receive the same pay? The role of the new employee s ability to bargain a higher salary Can employees demand information on job evaluation and pay across the organisation to support their claims of discrimination? How much difference does performance make? HR directors, managers and practitioners Compensation & benefits practitioners Line managers Introduction To Variable Pay & Incentive Design More and more, variable pay forms a larger component of modern remuneration packages as organisations try to balance costs against performance objectives. This programme allows line managers and remuneration practitioners to better understand these changes, the types of plans, market practices, and the design processes and components of variable pay. The evolution and psychology of variable pay Types of variable pay Market practices Practical variable pay design components Sales incentive scheme design Case study: designing a variable pay incentive scheme Reward practitioners and line managers of all levels who work with variable pay or would like to understand variable pay better Recommended as an additional learning module to the Strategic Reward Management course. Recommended as an additional learning module to the Strategic Reward Management course. Duration: one day Cost: R5 000 (excl VAT) Dates: 1 June, 6 October Duration: two days Cost: R8 900 (excl VAT) Dates: 5-6 April, August

6 Organisational Design Talent Management Introduction to Organisational Design This programme covers a formal, guided process for integrating the people, structure, process and culture of an organisation in line with its strategy. Participants learn how to align the company s strategy, operating model, culture, and value chain to the organisational structure. In addition, we provide learners with practical tools to analyse the effectiveness of the organisational structure and make informed decisions regarding job changes and job design. Impact of a company s strategy on its business model and operating model Identify the key guiding principles that will inform the organisational structure Understand value chains, what they represent, and their impact on the operating model Analyse and map an organisation s operating model Gain the skills to analyse organisational structures in detail Understand different types of organisational structures Competency-based Interviewing Method This programme will enable participants to learn and understand how to identify competencies through an interview process. It will provide learners with key criteria and principles to objectively identify and measure competencies for selection or development purposes. Introduction to competencies and assessment-based interviewing practices in the workplace Coding for competencies - rules and techniques Explore the anatomy of a competency-based interview Practise the CBI technique to improve the quality of interviewing skills Senior managers involved in recruitment or development interviews HR and talent professionals that lead or participate in the assessment of competencies HR professionals Line management Duration: two days Cost: R8 900 (excl VAT) Dates: April, 2-3 August Duration: two days Cost: R8 900 (excl VAT) Dates: March, July

7 Talent Management Emotional Intelligence Workshop Emotional and social intelligence makes the difference between a highlyeffective leader and an average one. Without them, even employees with the highest potential will hit the wall. Developed in partnership with Daniel Goleman and Richard Boyatzis, the course is everything we know about delivering emotional intelligence feedback, in a nutshell. It delivers a 360 assessment that identifies 12 key emotional and social competencies that you can quickly interpret and act on. This programme accredits you to use the Emotional and Social Competency Inventory tool so that you are skilled to provide feedback and coaching on these critical competencies that impact so strongly on business performance. What is EI? Understand the context for EI Understand and anticipate triggers and reactions EI framework Feedback of personal E&SCI data Practice sessions Succession Planning This programme will take you through the process of articulating a succession plan that objectively identifies candidates to operate successfully at higher levels of work complexity. It includes defining the role requirements for the target position, selecting the right assessment tools to measure individuals suitability to enter the succession pool, and implementing development efforts to bridge identified gaps. Succession Planning best practice The Succession Planning process Identifying the role requirements Assessing strengths and weaknesses of candidates Developing a talent dashboard Talent practitioners involved in Succession Planning processes Talent practitioners who need to deliver individual feedback to learners making use of the Emotional & Social Competency Inventory tool It is recommended that participants have at least three years experience in coaching, executive coaching or internal HR Duration: two days Cost: R8 900 (excl VAT) Dates: May, September Duration: one day Cost: R7 500 (excl VAT) Dates: 12 April, 21 September

8 HR Booster HR Booster The modern world of HR is made up of many distinct but interconnected parts. It is vital for HR practitioners to understand the components of modern HR and their inter dependencies, whether the practitioner follows a specialised or general path. This programme provides participants with an overview of the various HR disciplines and how they all link to one another. Introduction to Job Evaluation Managing Reward Talent Management Leadership Development Organisation Design Performance Management Junior and mid-level HR practitioners Duration: five days Cost: R (excl VAT) Dates: 5-9 June, 6-10 November

9 2017 Training Programme Schedule Training Programmes Job Analysis & Job Evaluation No of days Feb Mar Apr May Jun Jul Aug Sept Oct Nov Job Analysis Guide Chart Job Evaluation Methodology Guide Chart Job Evaluation Methodology (Advanced) Fee per delegate (ZAR) excl VAT Decision Tree Evaluation Method Reward Understanding and Analysing Salary Surveys Strategic Reward Management Understanding the Impact of Equal Pay Introduction of Variable Pay and Incentive Design Organisational Design Introduction to Organisational Design Talent Management Competency-based Interviewing Method Emotional Intelligence Workshop Succession Planning HR Booster Job Analysis & Job Evaluation Methods (Day 1) Reward Management (Day 2) Talent Management, Leadership Development & Succession (Day 3 & 4) 5 Organisational Design & Performance Management (Day 5)

10 HR Booster In-house Programmes Prices of all in-house programmes will be supplied on request and scoping. Payment and Cancellation Policy Training fees must be paid in advance. Confirmation of payment and acknowledgement thereof must be received before delegates may attend training. Cancellations will only be accepted in writing. Refunds on cancellations of single programmes: 100% will be refunded for cancellations one month before the training date. 50% will be refunded for cancellations two - four weeks before the training date. No refunds will be given for cancellations less than two weeks before the training date, however the candidate may select an alternate training date option. No refunds will be given for non-attendance. Hay Group South Africa reserves the right to postpone or cancel the training should there be insufficient participants on any respective training programmes. In this instance, candidates may choose an alternate programme date option or a refund for the training programme costs only. Contact Telephone: 27 (0) haytraining.sa@kornferry.com