Compensation and benefits management refers to the structured development and governance of salary systems, incentive models, and employee benefit frameworks that support organizational performance and workforce alignment. It involves the coordination of pay structures, internal equity, and non wage rewards under defined regulatory and strategic conditions. This training program presents the foundational models and planning structures used to design, maintain, and evaluate compensation and benefits systems in institutional environments.
Identify the elements, functions, and policy structures of compensation systems.
Examine models used to develop compensation strategies aligned with business priorities.
Outline methods for designing pay structures through job analysis and evaluation.
Classify planning frameworks related to employee benefits administration.
Evaluate the integration of compensation and benefits with broader strategic systems.
HR Managers.
Compensation and Benefits Specialists.
HR Consultants.
Payroll Managers.
Business Leaders involved in reward management.
Structural purpose and principles of compensation systems.
Key elements of total compensation models.
Role of compensation in retention and workforce stability.
Legal and compliance frameworks influencing pay systems.
Market positioning through benchmarking and salary data.
Models for defining compensation objectives.
Strategic alignment between compensation and organizational goals.
Structural design methods of salary grading and pay bands.
Frameworks for performance based and incentive pay.
Global considerations in compensation strategy planning.
Job evaluation and classification methods.
Models for establishing internal pay equity.
Criteria for job pricing and wage determination.
Structures supporting pay progression over time.
Regulatory considerations in pay equity and structure governance.
Classification and purpose of employee benefit offerings.
Frameworks for benefit package design and segmentation.
Cost control logic in benefits administration.
Legal considerations in managing benefit plans.
Communication structures for benefit awareness and access.
Strategic value of reward systems in organizational performance.
Linkage between compensation and performance management systems.
Alignment of compensation frameworks with organizational culture.
Metrics and criteria for evaluating program effectiveness.
Adjustment structures to maintain alignment in changing environments.
