Salary Benchmarking: (New Grading and Pay Structure)
Course Description
The Training Course Will Highlight ?
Training Objective

Target Audience

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

Training Methods

Daily Agenda

Day 1-REWARD STRATEGY

  • Relationship of HR with business strategy
  • What is meant by a reward strategy?
  • Performance Related Pay
  • Competence Related Pay
  • Skill Based Pay
  • Team Pay
  • 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.

Day 4 Graded structures Broadband – Part 1

  • Job Family Structures
  • JOB EVALUATION SCHEME
    • What is Job Evaluation?
    • Equal Pay for Equal Value – the Legal Position
    • Types of Job Evaluation Schemes
      1. Analytical Schemes
        • Points Rating
        • Factor Comparison
      1. Types of Non-Analytical Schemes
        • Job Ranking
        • Paired Comparisons
        • Internal Benchmarking or Job Matching
        • Job Classification

Day 4-Performance Management-Part 2

  • PERFORMANCE PAY SYSTEM - CONTRIBUTION PAY
  • Choosing a Performance Pay System
  • Principle : Pay Increase or Actual Salary is Reward
  • Principle : Performance Pay or Contribution Pay
  • Principle : Behavioral Competencies Options for competencies
  • PERFORMANCE RATINGS
  • Under performing
  • Achieving most
  • Achieving all
  • Exceeding
  • Outstanding 
  • PERFORMANCE MANAGEMENT DEVELOPMENT & RATINGS
  • 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
  • BONUS SCHEME OPTIONS
  • 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

Day 5-INCENTIVE AND RECOGNITION SCHEMES

  • 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
Accreditation

BTS attendance certificate will be issued to all attendees completing minimum of 75% of the total course duration.

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Course Rounds : (5 -Days)


Code Date Venue Fees Register
HR146-01 20-04-2025 Dubai USD 5450
HR146-02 27-07-2025 Casablanca USD 5950
HR146-03 19-10-2025 Dubai USD 5450
HR146-04 07-12-2025 Cairo USD 5450
Prices doesn't include VAT

UpComing Date


Details
  • Start date 20-04-2025
  • End date 24-04-2025

Venue
  • Country UAE
  • Venue Dubai

Quality Policy

 Providing services with a high quality that are satisfying the requirements
 Appling the specifications and legalizations to ensure the quality of service.
 Best utilization of resources for continually improving the business activities.

Technical Team

BTS keen to selects highly technical instructors based on professional field experience

Strengths and capabilities

Since BTS was established, it considered a training partner for world class oil & gas institution

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