Payroll Management, Compensation & Benefits Administration

Objective:

Attendance to the Compensation & Benefits Administration training course will enable the participants to:

• Understand the fundamental elements of payroll processing (with practical examples)
• Describe the main influences over employee motivation
• Realize the value of an empowered approach in running a payroll, compensation, and benefits department
• Implement effective payroll, compensation, and reward strategies and processes
• Improve confidence in dealing with payroll, compensation, and reward issues
• Understand the principles behind job evaluation schemes
• Link salary structure and reward to job evaluation
• Apply latest thinking to performance management practices
• Design incentive schemes consistent with corporate strategy and values
• Develop professional standards for measuring and assessing employees for promotion

Content:

Introduction to Payroll, Compensation & Benefits Administration

• The context of payroll management, compensation and rewards processes
• Remaining compliant with ever-increasing regulations and responsibilities entrusted to payroll
• Talent management and reward systems as a method of communication
• The concept of total reward
• Process models (manuals) of payroll and reward

Job Analysis, Job Evaluation and Salary Structures and Controls

• Job Analysis and Evaluation
• Matching the outcome to payroll salary scales
• External comparison – quartile policy
• Managing personal information and evaluating controls

Merit Pay, Increments, Bonuses, Non-Salary Benefits

• Merit pays and incremental schemes
• Conditions of employment
• Short-term incentives
• Long-term incentives
• Flexible conditions
• Physical conditions

Linking Compensation and Benefits to Performance

• The four components
• The links to values and culture
• Management of conduct
• Employee motivation
• Empowerment and recognition

Link between Personal Development and Compensation

• Overview of the end-to-end process and who is responsible for what, including the use of competencies
• Succession planning and the performance/potential matrix
• Example behavior and personal development in practice