MERCER LEARNING EMPOWERING TOMORROW S H R LE A D E R S TO DAY MERCER LEARNING ASIA WORKSHOP CALENDAR

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1 H E A LT H W E A LT H CAREER MERCER LEARNING EMPOWERING TOMORROW S H R LE A D E R S TO DAY ASIA WORKSHOP CALENDAR MERCER LEARNING

2 WORKSHOP CALENDAR FOR MORE INFORMATION ON MERCER LEARNING PROGRAMMES AVAILABLE IN OTHER LOCATIONS, PLEASE WRITE TO US: REGISTER NOW MERCER LEARNING ASIA CALENDAR SEGMENT WORKSHOP TITLE MALAYSIA VIETNAM SINGAPORE INDONESIA TAIWAN HONG KONG INDIA PERFORMANCE & REWARDS Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Building the Fundamentals of Compensation May 31 - S$ 1,250 Compensation Analytics Using Excel Role Analysis and Job Evaluation (Mercer International Position Evaluation) May 17 (KL RM2,120 Oct 25 (Pen) RM2,650 Oct 4-5,Dec12-13 US$1,900 Aug 3, Dec 6 S$1,250 Maximizing the Value of Remuneration Surveys Mar 30 S$1,250 Revolutionize Compensation and Benefits Using VBA May 4-5, Nov 8-9 US$1900 Strategic Compensation Management Executive Remuneration Fundamentals Jul 20 - S$1,250 Aug 23 - S$1,250 Feb 22, Nov 16 IDR5,000,000 Jan 18-19, Aug 9-10 (2-day) IDR7,800,000 Compensation Planning and Budgeting Oct 13 - S$1,250 Feb 23 Making Your Benefits Right (Benefits Workshop) Sep 6, Dec 6 (KL) RM2,120 Apr 26 - S$1,250 TBA Apr 12 (Taipei) Oct 12 (Hsinchu) Nov 22 (Kaohsiung) NTD12,000 Sales Incentive Plan Design Mar 10 - IDR5,000,000 Mar 9-10 (2-days) NTD30,000 The Talent Battle Field and Compensation Designing Core Compensation Vehicles Compensation for Today s Business Mastering Compensation Data Compensation + IPE + Benefits Training Apr 12, Aug 16 (KL) RM2,120 Nov (KL) RM4,240 Apr 14 - US$350 May 12 - US$350 Mar 17 - US$350 3P Compensation Management May 17-18, Dec IDR7,800,000 Pay for Position - Fixed Pay Mar IDR7,800,000 Pay for Person - Compensation & Competence Sep 13 IDR5,000,000 Actuarial Valuation Workshop Mar 21-22, Sep Oct IDR7,800,000 Pay for Performance - Variable Pay Total Rewards Strategy Designing Salary and Performance Bonus Designing Long-Term Incentives Utilizing Compensation Surveys for Pay Structure Apr 13 (Taipei), Oct 13 (Hsinchu), Nov 23 (Kaohsiung) NTD12,000 Mar US$1,900 June 27 US$1,300 TBD US$1,300 Sep 27 US$1,300 TBD US$1,500

3 WORKSHOP CALENDAR FOR MORE INFORMATION ON MERCER LEARNING PROGRAMMES AVAILABLE IN OTHER LOCATIONS, PLEASE WRITE TO US: REGISTER NOW MERCER LEARNING ASIA CALENDAR SEGMENT WORKSHOP TITLE MALAYSIA VIETNAM SINGAPORE INDONESIA TAIWAN HONG KONG INDIA MOBILITY HR TRANSFORMATION TALENT STRATEGY MERGERS & ACQUISITION Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Dates & Fees* Principles of Expatriate Compensation (Fundamentals) Mar22 - S$1,280 Sep 27 - NTD12,000 Aug 10 India (Gurgaon) INR 15,000 (+ taxes) Advanced Expatriate Compensation Nov 30 - S$1,280 Dec 5 - NTD15,000 Aug 11 India (Mumbai) INR 15,000 (+ taxes) Who Does an Expatriate Assignment Cost So Much and How TO Proactively Manage the Assignment Cost Sep 13 US$ 620 (+7% GST) Workforce Metrics and Analytics TBA Oct 10 - S$1,250 Apr 5 - IDR5,000,000 Strategic Workforce Planning TBA TBA Apr 4 - IDR5,000,000 Advanved HR Analytics and Modeling TBD - US$1,300 Organizational Structure and Design Oct NTD30,000 TBD - US$2,200 Strategic Talent Management (Mercer STM Game) TBA Jun 2- NTD18,000 Strategic Partnering for HR (HR Business Partnering) TBA TBA Nov 7 US$1,300 Competency-Based Interviewing Becoming An Effective HR Business Partner M&A Ready All details are correct at the time of printing. Mercer reserves the right to change workshop details and prices. Contact your local coordinator for information on discounts. Oct 12 - IDR5,000,000 Nov 8 - IDR5,000,000 Oct 11 - IDR5,000,000

4 WORKSHOP CALENDAR FIRST QUARTER 2017 REGISTER NOW PROGRAMME DESCRIPTIONS PERFORMANCE AND REWARDS Building the Fundamentals of Compensation Mastering Compensation Data Compensation Analytics Using Excel Role Analysis and Job Evaluation (Mercer International Position Evaluation) This workshop will provide you with an all-round understanding of compensation strategy and offer guidance for practical execution in your organization. Overview of the 3Ps of management (pay for position, pay for performance and pay for person) Developing your knowledge of pay for position Using surveys and analyzing results Grade structure design Salary structure design Management of pay review budget Management of internal stakeholders Implementation guidelines Learn how to benchmark accurately ensuring pay parity and budget approvals can make the salary review and offer process tedious. With stronger knowledge about compensation, you will be able to manage remuneration decisions effectively and efficiently. Through case studies and facilitated discussions, this training workshop provides you with an all-around understanding of compensation strategy and its practical execution in your organization. In the era of big data, Excel is one of the key tools for performing different types of analysis. Without the skillset to master it, you may end up spending extra hours doing manual calculations. This workshop provides participants with all they need to know to harness the power of Excel. Topics include: Compiling and analyzing compensation and benefits market data from multiple sources Generating reports using a pivot table Compensation and benefits casework Secret Excel shortcuts used by consultants Role analysis is critical exercise for organizations, as it helps cascade overall strategic plans into functional and individual roles and responsibilities. A role analysis exercise ensures a synthesis of functional objectives into areas of responsibility that is understood down the line and captures the essence of the function. Likewise, job evaluation is critical when establishing a benchmark for compensation comparison. Attend this workshop to understand the application of role analysis and job evaluation to pay decisions. Understand the basic theory, purpose and benefits of clearly documenting roles. Learn the steps to role analysis. Learn about job evaluation and its broader application. Learn how to evaluate jobs using Mercer s International Position Evaluation methodology. Singpaore Malaysia Malaysia 5

5 REGISTER NOW WORKSHOP CALENDAR FIRST QUARTER 2017 Maximizing the Value of Remuneration Surveys Revolutionize Compensation and Benefits Using VBA Understanding and analyzing market trends are critical to effective benchmarking in compensation management, thereby allowing organizations to attract and retain the best talent pool available. This workshop focuses on how to extract more value from participating in remuneration surveys and how to leverage data to manage compensation more effectively. This workshop will cover: Familiarizing yourself with the survey A hands-on Excel skills session for analyzing data and budgeting Presenting data effectively Conducting market benchmarking Setting individual pay and creating a salary increment matrix and salary structures This hands-on workshop covers topics from basic VBA programming skills to real-life compensation and benefits/hr VBA samples. Participants will learn how using VBA can expedite daily compensation and benefits/hr analysis and reduce repetitive operational tasks. Programming theories discussed include variables, procedures, logical operations, looping, array and more. Excel operations skills covered include VBA recording; Excel objects and references; cell and file operations; interface; inputs; and graphs. Participants will apply VBA skills via case work and coding samples. This course is designed for compensation and benefits/hr professionals who are advanced Excel users. Strategic Compensation Management Today s business environment demands effective compensation programs that are fine-tuned to meet the unique needs of each business. Increasingly, remuneration professionals are called on to tackle tough strategic issues. In this two-day workshop, we will provide you with a comprehensive understanding of compensation strategy and its practical execution. Topics will include: Executive Remuneration Fundamentals Changing trends: emerging practices around the world A roadmap to designing your compensation philosophy and strategy Guidelines for defining your market for talent, your competitive positioning, and the right mix of fixed and variable compensation Tips and techniques for putting elegant plan designs into practice with helpful processes and tools Mercer s one-day workshop on executive remuneration will teach you the fundamentals of how to shape your executive compensation and rewards program in order to attract, retain, and motivate the critical executive talent needed for long-term organizational success. This session will cover: How to design remuneration programs focused on key executive talent. How to align pay with your organization s strategic direction. Understanding the distinct markets for executive talent. When and how to use company equity in the reward structure. Keeping compliant with regulatory, legislative, and shareholder requirements and guidelines. 6

6 WORKSHOP CALENDAR FIRST QUARTER 2017 REGISTER NOW Compensation Planning and Budgeting Making Your Benefits Right Sales Incentive Plan Design Get an in-depth education on the principles, terms, analytical processes, tools, evaluation and annual updating of an employee base pay program. Attend this workshop to understand how Mercer s approach can help you plan and budget for your company s compensation structure. The workshop will cover the following areas: Objectives and rationale for conducting analysis and updating compensation plans Insights into the tools, knowledge and data requirements Understanding the approach and process for planning and budgeting Understanding the implications of measurement and using the findings to make changes to your compensation strategy, policies and programs Companies are vying with one another to offer innovative benefits to attract employees. However, benefits can be costly, so it s imperative that a benefits package is appealing to the employee, competitive with the market and sustainable for the organization. By attending this workshop, HR practitioners will learn how to design an effective benefits program and understand the steps required for implementation. This workshop will cover: What are employee benefits? An evolution The benefits pyramid Creating the ideal benefits program: how to analyze, prioritize and optimize The challenges of designing a benefits program: what to evaluate (i.e., challenges and tradeoffs) Required steps for implementing a new program Case study In the current economic climate, more and more companies are looking for ways to achieve growth and increase the productivity of their sales force. Many leading companies are re-evaluating their sales processes and reward programs to ensure they re paying their sales people competitively and effectively. An effective sales remuneration program can make a significant impact on an organization s sales results by helping to drive the right behaviors from the sales force. In this one-day workshop, participants will gain useful insights on sales incentive design. Topics include: The relationship between reward and performance Sales incentives as drivers of revenue and growth The sales function versus non-sales function pay mix Steps to designing a comprehensive sales incentive program Hands-on implementation practical techniques for building sales incentives Evaluating the effectiveness of sales incentives Malaysia 7

7 REGISTER NOW WORKSHOP CALENDAR FIRST QUARTER 2017 The Talent Battle Field and Compensation Designing Core Compensation Vehicles Compensation + IPE + Benefits Training (3- in-1) Compensation for Today s Business This workshop covers the essential skills and actions that support your understanding and development from a data analytics perspective helping you learn to see the big picture and make better decisions by learning key concepts, understanding trends, and recognizing the important relationship between your compensation master plan, potential challenges and the bottom line. Topics include: Latest compensation trends Connecting business needs with compensation data mining techniques This workshop provides participants with hands-on training to develop the practical skills needed to design actual compensation vehicles within given requirements. This course is designed to supplement participants theoretical and technical knowledge of compensation planning. The facilitator will demonstrate the processes and key steps involved in creating a salary structure and performance variable scheme design. Using simulated tools and data, participants will work in groups following the methods used by a leading consulting company. Topics covered: Setting the right fixed-compensation plan for your business Shifting the focus of your compensation programs from negative to positive reinforcement Do you want to develop more comprehensive knowledge of compensation and benefits? Are you eager to connect the dots on your compensation and benefits-related knowledge, and want to know how it can be applied into your daily HR work? Attend this 3-in-1 workshop to learn more about interesting topics ranging from compensation, to role analysis and job evaluation, to benefits and get essential guidance for practical execution within your organization. Topics covered: Mercer s job evaluation methodology (International Position Evaluation IPE) and application Compensation philosophy, strategy and rewards elements Leveraging data to manage compensation effectively Understanding market data and trend analysis Using different tools and techniques for compensation management Hands-on experience in using MS Excel in the compensation process Deepening your understanding of what makes for an ideal benefits program This workshop provides an introduction to strategic compensation, focusing on a master plan design for material rewards, which begins with understanding, evaluating and articulating the relationship between compensation and business outcomes. Ten decision gates are also detailed, providing guidance for establishing the purpose and strategic intention of material rewards and offering a step-by-step, best fit compensation plan design. Topics include: How desired business outcomes influence compensation strategy Ten decision gates for compensation strategy design Case studies that provide participants with an opportunity to convert theory into practical actions Vietnam Vietnam Malaysia Vietnam 8

8 WORKSHOP CALENDAR FIRST QUARTER 2017 REGISTER NOW 3P Compensation Management Pay for Position - Fixed Pay Pay for Person - Compensation and Competence Actuarial Valuation Pay for Performance - Variable Pay 3P Compensation Management provides you with strategies and techniques for attracting and retaining the ebst talent in a costeffective manner. 3P Compensation Management enables you to be pro-active in identifying and addessing critical issues in attraction and retention. Plus, it ensures the solutions for addressing these issues are fully integrated into your company s management practices and business strategy. Fixed pay, viewed within the context of Total Rewards, is a vehicle to compensate and recognize the worth of a job. Fixed pay in the basis of compensation, relates to the job and the job requirement. The importance of fixed pay cannot be neglected as it makes up a significant component of monetary rewards for a large employee population in any organization. In order for your organization to stay competitive and keep the talent within, managers need to ensure that fixed pay is externally competitive as well as internally equitable. At this workshop, HR professionals will learn the components and the fundamentals of creating a good base pay structure. During this workshop, HR professionals will learn the components of paying for person based on the individual and how to use competencies to make pay decisions. The workshop will address the following: What are the key pay-for-person considerations? Which components of pay relate to the individual performer? When should a pay premium apply? How should pay progression relate to individual performance? Multiple employee benefits plans mean the pension accounting valuation must be in compliance with existing accounting standards, such as IAS19 (IFRS), ASC715 (US GAAP), or PSAK24 ( GAAP). Reporting accurate plan liability and underlying assumptions in financial statements is a challenge for most companies. And accurate reporting is paramount to stakeholders both within and outside an orginatization. This program will focus on three key components of the valuation process, and will help practitioners fully understand the valuations of their accounts. In this workshop, we look at the shift from merit salary increases to variable pay, how to design an annual bonus and incentive plan that motivates staff, and how to create long-term rewards plans. What our session covers: Performance and rewards systems The different types of rewards plans The purpose and context for variable pay and pay mix Applying basic short-term incentive design principles to your organization, including calibration of results to rewards The context of long-term incentives Reviewing the return on your incentives spend 9

9 REGISTER NOW WORKSHOP CALENDAR FIRST QUARTER 2017 Total Rewards Strategy Designing Salary and Performance Bonus Designing Long-Term Incentives Utilizing Compensation Surveys for Pay Structure Employee remuneration is now being discussed in terms of not just pay and allowances but also non-cash benefits, career development and work-life balance. Employers are developing total rewards strategies involving employee engagement, retention, and motivation, while keeping in mind key values and behaviors. This workshop outlines remuneration principles and practices and the link to organizational performance. This one-day course presents: Salary-design techniques, including the use of ranges and banding, market pricing, balancing job benchmarking with paying incumbents and managing salary compression Salary increase models and retention methods Setting targets according to performance competencies and standards Performance appraisal, bonus pool determination and individual awards Case work and some Excel tips for salary analysis This course delves into the different forms of long-term incentives, including appreciation-only awards, full-value stock and performance cash plans. Learn how these incentives work and the rules and regulations applicable to each. Other topics include: How accounting influences the adoption of plan and design Determination of grant value and vesting considerations Payout mechanics considering retention and/or performance Valuation and expensing Pre-IPO considerations and grant implementation administration Compensation surveys help human resource management teams to make discerning decisions in a competitive and changing marketplace to enhance the company s advantage. Compensation management is one of the most important HR issues for many companies. What our session covers: Overview: 3P management model Overview: Job evaluation Compensation survey familiarization Analyzing compensation survey results Determining salary strategy Salary structure design Salary structure design case exercise Compensation management 10

10 WORKSHOP CALENDAR FIRST QUARTER 2017 REGISTER NOW MOBILITY Principles of Expatriate Compensation Advanced Expatriate Compensation This workshop will equip mobility professionals with the essential knowledge and skills they need to manage the many complexities associated with cross-border employee mobility. This training session will cover the following areas: The drivers of international mobility. The complexities of expatriate management. Understanding the assignment life cycle. Types of international assignments. Typical expatriate compensation components. Building a global mobility framework. Understanding and managing costs and risks. Market trends and case studies based on real experiences of companies operating in Asia. This workshop will equip mobility professionals with the essential knowledge and skills they need to manage the many complexities associated with cross-border employee mobility. This training session will cover the following areas: A deep-dive into the balance sheet approach. Alternative expatriate compensation approaches. Understanding and applying cost-of-living differentials. Expatriate benefits and allowances. How to answer tricky expatriate questions regarding international compensation. Expatriate localization. Policy segmentation. Aligning global mobility to business and HR strategies. Global and regional trends in expatriate compensation. HR TRANSFORMATION Workforce Metrics and Analytics Business and HR leaders are recognizing the potential value of workforce metrics and analytics. Yet many organizations still struggle with developing a strategy and identifying where to start, what to measure, and how metrics and analytics can support business strategies. This workshop is designed to help drive business results with data by providing a detailed roadmap for effectively leveraging metrics and analytics in your organization. Topics will include: Getting started with metrics. Applying best practices in developing metrics and dashboards. Identifying emerging trends in workforce analytics. Driving internal demand for metrics and analytics. Vietnam

11 REGISTER NOW WORKSHOP CALENDAR FIRST QUARTER 2017 Strategic Workforce Planning Advanved HR Analytics and Modeling Organizational Structure and Design In the current economic environment, companies face a daunting challenge: achieving long-term growth while having to make short-term decisions including decisions about labor allocation and cost effectiveness that may hamper future business success. What critical business skills and capabilities does your organization need now? How can you ensure that you have the right talent, in the right jobs, and in the right locations to achieve your business goals? This workshop is designed to help your organization effectively launch a strategic workforce planning process and move toward achieving long-term success. Topics will include: An overview of strategic workforce planning Determining business goals and growth scenarios Analyzing current workforce insights (data), determining the future outlook and identifying workforce gaps Identifying solutions, accountability and success measures Getting started with workforce planning Build foundational skills: Learn how to transform a business problem into a workforce analytics frame. Bring a real-life, high-impact organization challenge to the workshop. Get inspired and learn how other functions and web-based models apply analytics: Discuss proven case studies. Apply broad analytics techniques to match similar workforce challenges. Prepare to apply workforce analytics. Build prediction models for improved hiring and retention. Build methods to measure ROI for HR programs. Learn how to review and guide a technical resource. Mercer s two-day workshop introduces practical tools to effectively improve the competitiveness of your organization from the perspective of strategy, control models, process and matching systems. The workshop is interactive and practical, and integrates many case studies highlighting business strategy and managerial practice. The face-to-face workshop focuses on practicing key knowledge, discussing real cases and learning how to deal with practical HR problems. Vietnam

12 WORKSHOP CALENDAR FIRST QUARTER 2017 REGISTER NOW TALENT STRATEGY Strategic Talent Management (Mercer Talent Game) Strategic Partnering for HR (HR Business Partnering) Competency-Based Interviewing This one-day program is an innovative, stimulating gamification exercise that can help managers increase their skills in making people decisions that can enhance business success. This session will help managers: Decide how and when to develop and promote their talent Understand the potential consequences of their talent decisions Develop their strategic thinking about talent to enhance business success During the session, small groups of people managers will engage in a board game with realistic choices and consequences. Through a combination of simulation, discussion and individual reflection/planning, managers will walk away with actionable insights on how they might develop talent in a more strategic manner, both within and across teams. In recent years, many organizations have adopted the concept of strategic partnering with HR. They have introduced the Ulrich model and the role of the HR business partner, as well as centers of expertise and HR shared services. These developments represent a major change in the way HR operates and in how its value is perceived. Despite a great deal of supporting literature and the hard-won, practical insights gained, these new HR roles have proved difficult to implement and, consequently, are underutilized. This two-day course is designed to achieve the following outcomes for participants: Gain clarity about the roles of HR business partners, HR experts and HR service professionals Learn to balance the transactional, tactical and strategic demands the business makes on HR Acquire the ability to anticipate, read and manage potential conflict situations using the Thomas-Kilmann Conflict-Handling Modes Instrument Assess their organization s current performance against Mercer s best practice HR competencies, and gain insights on personal strengths and development priorities Learning to drive consensus and action using HR data to tell compelling business stories With the focus on growing businesses by ensuring that new employees fit well both in their role and in the organization, getting selection decisions right is more important than ever. This interactive workshop teaches line and HR managers the skills of structured, competency-based interviewing to enable them to recruit higher-quality employees. Participants will learn how to construct competency-based questions, and how to probe and evaluate responses to make better final decisions. 13

13 REGISTER NOW WORKSHOP CALENDAR FIRST QUARTER 2017 MERGERS & ACQUISITIONS M&A Ready To help better prepare n business leaders, corporate development/strategy and finance exceutives, as well as senior HR leaders for the key human capital risks that could adversely impact any deal, this one-day workshop is designed to prepare you to contribute more meaningfully at the deal table when representing your organization during M&A activities

14 ABOUT MERCER At Mercer, we make a difference in the lives of more than 110 million people every day by advancing their health, wealth, and careers. We re in the business of creating more secure and rewarding futures for our clients and their employees whether we re designing affordable health plans, assuring income for retirement, or aligning workers with workforce needs. Using analysis and insights as catalysts for change, we anticipate and understand the individual impact of business decisions, now and in the future. We see people s current and future needs through a lens of innovation, and our holistic view, specialized expertise, and deep analytical rigor underpin each and every idea and solution we offer. For more than 70 years, we ve turned our insights into actions, enabling people around the globe to live, work, and retire well. At Mercer, we say we Make Tomorrow, Today. Mercer LLC and its separately incorporated operating entities around the world are part of Marsh & McLennan Companies, a publicly held company (ticker symbol: MMC) listed on the New York, Chicago, and London stock exchanges. TO REGISTER FOR MERCER LEARNING PROGRAMS CLICK HERE FOR MORE INFORMATION ON MERCER LEARNING PROGRAMMES AVAILABLE IN OTHER LOCATIONS, PLEASE WRITE TO US: MERCERLEARNING.AMEA@MERCER.COM CONTACT: SINGAPORE & VIETNAM Wilma Madjus Tel: wilma.madjus@mercer.com HONG KONG Vicky Wang Tel: Vicky.lh.wang@mercer.com MALAYSIA Ng Wai Kuan Tel: wai.kuan.ng@mercer.com INDONESIA Maria Agatarini Tel: agatarini.maria@mercer.com TAIWAN Enbe Chen Tel: enbe.chen@mercer.com FOR MORE INFORMATION ON MERCER, PLEASE VISIT OUR WEBSITE Copyright 2017 Mercer LLC. All rights reserved MC