Code Dates Location Fees Languages Register
AC 140-01 20-Aug - 24-Aug-2017 dubai $ 4450 english
AC 140-02 26-Nov - 30-Nov-2017 doha $ 4450 english Register Now
AC 140-03 04-Feb - 08-Feb-2018 doha $4450 english Register Now
AC 140-04 18-Mar - 22-Mar-2018 dubai $4450 english Register Now
AC 140-05 06-May - 10-May-2018 cairo $4250 english Register Now
AC 140-06 19-Aug - 23-Aug-2018 doha $4450 english Register Now
AC 140-07 18-Nov - 22-Nov-2018 dubai $4450 english Register Now
AC 140-08 09-Dec - 13-Dec-2018 london $5200 english Register Now

Who should attend:

Compensation and Benefits analysts and HR Professionals Payroll Manager who want to know about the functionality?


  •      Relationship of HR with business strategy
  •     What is meant by a reward strategy?
  1.       Performance Related Pay
  2.    Competence Related Pay
  3.       Skill Based Pay
  4.      Team Pay
  5.      Broad banding
  •       Salary & Benefit Benchmarking
  •      Conducting effective Salary & Benefit Benchmarking exercises for organizations
  •      Recognized salary surveys and other data sources, including bespoke surveys.
  •      Process of how to carry out effective benchmarking exercises

Day 2-Pay & Reward Review

      Reviewing how effective an organization’s current pay and reward systems

  • How they compare with the organization’s competitors and the general market. Are they fair?
  • Are they being operated consistently? Are they subjecting the organization to any risks? E.g. Equal Pay Claim? Are they competitive?
  • Advantages and disadvantages of each.

Day 3-Pay Structures / Salary Structures:

  • What are Pay Structures or Salary Structures?
  • Their relative internal value, as established by job evaluation
  • External relativities, via market rate surveys
  • Where appropriate, negotiated rates for the job
  • What are the main characteristics of Pay Structures?
  • Indicate rates of pay for different jobs
  • Provide scope for pay progression via performance, competence, contribution, skill or service
  • Contain pay ranges for jobs grouped into grades, individual jobs or job families.
  • Why do organizations need Pay structures?
  • Establish a logically-designed framework within which equitable, fair and consistent reward policies can be implemented
  • Determine levels of pay for jobs and people
  • Basis for the effective management of relativities
  • Help monitor and control the implementation of pay practices
  • Communicate the pay opportunities available to employees.

The most important types of pay structure, or salary structure, are:

Day 4 Graded structures


Broadband –

Job Family Structures


  • What is Job Evaluation?
  • Equal Pay for Equal Value – the Legal Position
  • Types of Job Evaluation Schemes
  1. Analytical Schemes
  2. Types of Non-Analytical Schemes

      4 types of non-analytical job evaluation scheme.

  •  Job Ranking
  •   Paired Comparisons
  •   Internal Benchmarking or Job Matching
  •   Job Classification


  • Points Ratin
  • Factor Comparison

Day 4-Performance Management-Part 2


  • Choosing a Performance Pay Syste
  • Principle : Pay Increase or Actual Salary is Reward
  • Principle : Performance Pay or Contribution Pay
  • Principle : Behavioral Competencies Options for competencies


  • Under performing
  • Achieving most
  • Achieving all
  • Exceeding
  • Outstanding 


  • New – New to the role and at the beginning of their development
  • Developing – Progressing in the role but not yet fully competent
  • Fully Competent – Fully developed and meeting all requirements
  • Advancing – Developed beyond requirements of the role
  • Expert – Demonstrates mastery of the role

Objective assessment:

Principle: Enforced or non-enforced distribution of ratings

Principle: Budget Allocation

Principle : Degree of devolvement of pay decisions to Managers

Principle :Other factors to include

Internal transfer and promotions guidelines

Six Month Reviews

Mid Year Reviews

Non-consolidated Awards


  • Feature 1 Operating level
  • Feature 2 Factors
  • Productivity and output
  • Quality
  • Safety
  • Cost Management
  • Financial performance/profits
  • Sales
  • Customer Service/satisfaction
  • Attendance
  • HR-Related measures
  • Project Work Targets
  • Team working
  • Individual Performance
  • Feature 3 Distribution of the Bonus Pool
  • Feature 4 Frequency of Payments
  • Feature 5 Hurdles


  •         Why introduce a Recognition Scheme? Something to remember Open to all
  •  Day 5-Case Studies
  • Pay & Reward Design
  • Compensation and Benefit         
  • Hay Group PayNet. Overview
  • Survey Methodology and Statistical Definitions
  • Internal Equity
  • Benchmarking Pay / External Competitiveness
  • Cost Impact Analysis
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