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An Expert Compensation & Benefits training aimed at senior Total Rewards and HR Managers who have to assess, review and design schemes for their organisation.
A 4-day workshop for Senior
Beyond applying and updating tools and
procedures as covered in Essentials in
Compensation, this Expert training will focus
on design aspects for the Rewards function.
Over 4 days, you will discuss multiple
methodologies for creating and implementing,
from scratch, the main aspects of Rewards
packages such as salary ranges, merit
matrices, performance management and
incentive design.© 2017
1. Use multiple ways for creating salary range midpoints from
2. Review best practices, current trends and tips for an effective
Performance Management approach at your organisation
3. Learn how to use your salary review budget to design your merit
matrix, and how to include multiple levels of variability in it
4. Master the important principles that should always undermine
how you design incentives at your company (annual bonus, sales
incentive), with case studies
5. Discover how to think about optimising End of Service and
health benefits for employee engagement and retention
6. Receive practical tips for analysing data and the implementation
of any Rewards project
7. Food for thought regarding emiratisation/nationalisation in the© 2017
Who should attend ?
Senior Compensation practitioners and HR
managers/Directors who have to assess, review and
design new schemes for their organisation.
You will discover practical techniques, best practices and
actual examples from other global companies, based on
the trainer’s extensive experience as well as the
interaction with other participants.
It is best if the participants have attended the Essentials of
Compensation training first.
Alternatively, delegates should be experienced HR
professionals with :
A good mastery of mathematics for Rewards (percentiles :
definition and calculation, weighted averages, difference
between median and average, annualisation and
An understanding of the basic concepts behind merit
A good knowledge of traditional performance management
About your course trainer
Sandrine has over 23 years of experience acquired in Rome,
London, Milan, Paris, Turin, Dubai and Abu Dhabi.
She spent these years specialising in C&B at Philips, France
Telecom, Sita, Apple, Microsoft, Fiat Group based out of
Europe then in the UAE at Majid Al Futtaim and Mubadala,
leading Performance & Reward globally for these two
prestigious regional organisations.
Since 2013, she is now offering specialised C&B training,
Total Rewards expert
C&B trainer, speaker, blogger and consultant
The whole training provides a small base of theoretical
info where needed, but is more importantly based on
Sandrine’s 23 years of experience in the high-tech,
telecom, retail, manufacturing, finance and real estate
industries in Europe, the Middle East, Africa.
As a result, it’s full of practical ideas, examples, and
includes case studies/exercises. In a relaxed manner,
Sandrine shares tricks and anecdotes to make it easy for
participants to apply some of these concepts and new
skills when they return to work.
Sandrine encourages the delegates to participate and
ask questions, share their situation…
I enjoyed the relaxed manner of the
workshop as it allowed time for discussion.
An LTI has been designed for my company’s
top management, however the questions will
help in my understanding of the process, in
order to implement it more effectively.
Rebecca Jeffs, Head of Talent and Reward, Serco,
I found Sandrine very knowledgeable and
not just on Sales Incentives. She was able to
make a boring topic quite interesting while
also sharing some of her (interesting)
experiences on the topic.
Titilayo Akinjogbin, Senior Practice Lead, Benefits,
Sandrine is an amazing trainer and
facilitator, she has excellent skills of making
the information flow ad easy to understand
by the attendees at different levels. I have
attended her workshop in Dubai (…) which
focused on designing employee retention
schemes, where she gave some excellent
examples and doable action plan in building
up your own retention scheme. During the
workshop she responded with a very
practical comprehensive approach for some
cases raised by the attendees.
Sandrine is a reference. We benefited a lot
from her experience. She’s definitely a great
Juliette Abou Rahal, Personnel and Compensation
& Benefits Manager, Murex, Lebanon
Section 1 : The Reward policy
Section 2 : Salary benchmarking and creating salary
Section 3 : C&B and hiring
Section 4 : Performance Management in Action
Section 5 : “Show me the money !” : salary reviews and
Section 6 : Incentive design
Section 7 : The modern-day Graal : retention and
Section 1 – the Reward policy
You will understand the “big picture” of defining your pay
philosophy, and why it is a cornerstone of all other C&B
You will be able to identify the factors influencing the
choice of a reward policy, and what may impact your
Section 2 – Salary benchmarking and
creating salary ranges
In this very practical session, you will learn advanced
tips on how to decide on which compensation survey to
participate in, and to create your own salary survey if
you prefer to go in-house.
You will hear about innovative approaches to creating
salary ranges, and will practice these methodologies.
Section 3 – C&B and hiring
In this module we will discuss why pay fairness and
equity is different from equality.
You will hear about a real-life case of how to handle an
employee’s request for an internal equity increase, and
see how a referral scheme can support the recruitment
of the right profiles at your company.
Section 4 : Performance Management
This section is all based on current best practices, as well
as the latest trends in that area. We will cover peer ranking,
how to perform calibration and whether you should include
competencies assessment in your performance
You will learn how social performance management can
help increase the motivation and engagement of your
employees, and how to get employee buy-in for your
You will work on a case study on how the new performance
management system can be adapted internally to the
special needs of a department – you can do it too… if
We will finish by going through 2 examples related to the
Section 5 : “Show me the money !” :
salary reviews and promotions
We will discuss which criteria to use for warding salary
increases and promotions, in which order to apply the
increases and how to set your budget.
We will also go through multiple methodologies for
creating your merit matrix from scratch, and how to
make sure it fits your budget.
Advanced promotion tactics will also be covered.
Section 6 : Incentive design
This module focuses on the theories that underline
incentive schemes, including a case study on equity
We will then cover some principles around incentive
design so that you can review your in-house scheme.
We will discuss sales incentive plans, with a few
examples and another case study based on one of
Finally, we will cover some information on Long-Term
Section 7 : the modern-day Graal :
retention and engagement
Discover metrics that indicate a potential decrease in
employee engagement, watch recommendations from
world famous Dan Pink, and learn about the 3 types of
employee engagement at high performing companies.
We’ll also cover retention approaches.
Section 8 : Other things C&B gets
These are the other topics that Performance & Reward
teams get involved in.
We’ll discuss current trends in benefits, demonstrate
how C&B can support international mobility – even when
it’s part of the talent management structure, and
establish fundamentals of HR governance and relations
with Boards and Remuneration Committees.
In the GCC, we will also discuss how C&B can support
emiratisation and nationalisation efforts.
Section 9 : Implementation
And now, it’s “let’s do it” time ! Through advanced real-
life examples, we will discuss how C&B supports the
company culture, learn which skills are important in
order to get buy-in, and how to socialise your plan.
We will conclude with Sandrine sharing some ideas to
help you continue your learning in-house
“Essentials” vs “Advanced” : Deciding
which training to attend - what’s unique
Job descriptions and job
essentials of mathematics
for C&B work (percentiles,
median vs average,
Creating the midpoint of
the salary range from
C&B and hiring
New trends in performance
Setting up a brand new
Incentive design (including
Sales and Executive pay)
Essentials of Compensation
Advanced Compensation &
Want to know more ?
For detailed brochure, dates, location, cost, or
in-house delivery, please contact
+971 526 414 388