The dynamic environment, globalization and the emergence of new technology are presenting new challenges for effectively managing an organization’s talent. As the nature of work changes the workforce must possess the required knowledge and skills and be able to adapt to the new requirements. To create the right workforce and sustain its viability organizations must offer a value proposition that appeals to those competent to do what the organization requires. Rewards are a key element of the value proposition. Developing a rewards strategy that will attract and retain the required talent and designing programs that support the strategy are critical for success in talent management.
This seminar provides the concepts and principles underlying effective rewards management. Strategies that fit different types of organizations, different objectives and different types of talent are discussed. Rewards programs that support different strategies are presented, along with guidelines for developing policies that lead to effective administration. Methods for determining what types of programs fit different types of talent will be discussed.
Participants will be engaged in a dialogue about how their current strategies and programs are working and what they might do to increase effectiveness.
(In view of the current COVID-19 situation, we will maintain small class size for all courses. Hotels (the venue of the training) has taken measures such as daily disinfecting of all seminar rooms, cleaning the lift buttons and door knobs, temperature taking for our participants and hand sanitizers are also available. Travel Declaration Form will be sent to all participants prior to the training sessions)
1. Understand the role of rewards in creating an organizational value proposition that will attract, retain and motivate the talent required.
2. Know how rewards strategy should be formulated in a way that is a good fit to the organization’s context, its business strategy and its talent strategy.
3. Understand the role of each element in the rewards package, including base pay, variable pay, benefits, career opportunities and satisfying work.
4. Know when alternative strategies will work well and be able to develop programs that will facilitate the successful execution of the strategy.
5. Understand how administrative policies and practices can be selected that will fit the organization and the workforce.
6. Know how rewards programs can be designed to fit different types of employees, such as executives/managers, sales personnel, professionals and support personnel.
7. Be able to develop rewards programs that will be effective for outside contractors, freelancers and project staff.
8. Understand the impact of cultural diversity on whether employees will accept the rewards package as equitable, competitive and appropriate.
1. Total Rewards Strategy
• Formulating a human resource strategy
• Formulating a total rewards strategy
• Determining the mix of rewards components
• Establishing a competitive total rewards posture
• Implementing a process for continuous evaluation of strategy
2. Performance Management Principles
• Defining performance at the organization, unit and individual levels
• Developing performance criteria, measures and standards
• Establishing the link between performance and rewards
3. Base Pay Management Principles
• Designing and documenting employee roles (jobs)
• Developing a relative internal value hierarchy (job evaluation)
• Determining the market value of jobs (job pricing)
• Developing a pay structure
• Administering individual pay rates
• Program administration and evaluation
1. Variable Pay Management
• Role of variable compensation in direct compensation
• Types of variable compensation programs
• Program design and administration
• Administering variable compensation awards
• Program administration and evaluation
2. Direct Compensation Programs For Different Employee Categories
• Support Personnel
• Sales Personnel
• Public/Not For Profit Sector Employees
Who should attend
• Case Studies
Dr. Robert J. Greene has a PhD (Applied Behavioral Science) from Northwestern University, an MBA (Human Resource Management) from the University of Chicago and BA (Economics) from University of Texas and has over thirty years of industry and consulting experience with organizations on formulating and evaluating human resource management strategies and designing, implementing, administering and evaluating performance and compensation management programs. He also provides counsel on defining, assessing and reshaping organizational culture and effectively managing cross-cultural workforces.
"Rewarding Performance Globally: Reconciling The Global - Local Dilemma" (co-authored), “Rewarding Performance: Guiding Principles; Custom Strategies – 2d ed”, “The Most Important Asset: Valuing Human Capital", “Strategic Talent Management: Creating The Right Workforce”, Dr. Greene has published over 100 articles, white papers and book chapters on HR management and was awarded the first Keystone Award for achieving the highest level of excellence in the field by the American Compensation Association (now WorldAtWork).
He was a principal designer of the CCP, GRP, PHR, SPHR and CPHRC certification programs and brought the GRP program to Singapore at its inception, working in conjunction with the Singapore National Employers Federation. He has taught and spoken around the world and was an expert advisor to the SHRM Global Learning System and principal author of the SHRM Learning System module on Compensation, as well as several certification courses in the GRP and CPHRC certification programs.
He is also a faculty member for DePaul University's MBA & MSHR degree programs globally.
• 18 & 19 August 2020 (1st Run)
Duration / Venue
• Two days
• 9 am to 5.30 pm
• Mandarin Orchard Singapore or Sheraton Towers
A Certificate of Attendance will be awarded at the end of the course.
• S$ 1250 for Community
• S$ 1280 for Non-Subscribers
• Coffee & tea with snacks during the morning and afternoon breaks
• Buffet lunch with vegetarian & halal options