Human resources expert John A. Rubino will share a wealth of information to help you create a comprehensive, organizationally-aligned total cash compensation program. You will learn how to overcome high inflation and staffing shortages.
Benefits of Certification
- Earn two valuable certifications that demonstrate your expertise
- Align employee rewards with organizational success
- Attract and retain top talent despite inflation and a hot job market
- Communicate compensation strategies to management and employees
When:
Monday, September 12 - Friday, September 23, 2022; 1:30 PM Eastern
10 Sessions scheduled for 60 minutes including question and answer period.
Training Overview
How deep is your understanding of compensation? Earn your professional-level certification.
You need to understand the dramatic effect of inflation on today’s compensation expectations and change course to retain employees and attract talent.
We are offering a soup-to-nuts super-seminar to give you the powerful tools you need to master compensation. First, a five-session deep dive will show you how to gather and use compensation metrics. Then, you will apply that information in a second five-session series to develop motivational cash reward programs (market analysis, traditional pay structures, broadbanding, and variable compensation).
This program will enable you to:
- Earn two valuable certifications that demonstrate your expertise
- Align employee rewards with organizational success
- Attract and retain top talent despite inflation and a hot job market
- Communicate compensation strategies to management and employees
Part I: Compensation Metrics Certification
- Compensation program objectives
- Methodology and design for a base pay structure
- Pay range components and range spread calculations
- Use of benchmark jobs for base pay structure design
- Relevant metrics, formulas, and calculations
- Practical applications and examples of compensation metrics
Session 1.2
- Pay positioning for internal and external competitiveness
- How to determine whether salary ranges are too wide or too narrow
- Best practices for using compensation metrics to determine market targets
- Key questions about pay practices and overall compensation philosophy
Session 1.3
- Measures of compensation variability
- Analysis of competitive compensation positioning and HR policy effectiveness
- Calculations that aid in the design and analysis of compensation
- Discrimination testing
Session 1.4
- Computations and applications
- How to identify data outliers, assess internal equity, and evaluate external competitiveness
- Job evaluation and market survey data
- Using quantitative HR applications for compensation measurements
Session 1.5
- Six-step methodology for developing and implementing a base pay structure
- Discussion of various strategic applications
Part II: Cash Compensation Programs Certification
Session 2.1: Market Analysis
- Compensation program objectives
- Strategic methodologies for building base pay structures
- Job evaluation techniques
- Techniques and protocols for interpreting salary market information
- Approaches for dealing with high-demand jobs
- Techniques for market pricing hybrid jobs
Session 2.2: Pay Structures
- Pay structure design techniques and considerations
- Creating a base pay policy line
- Components and applications of pay grades
- Market pricing and point factor approaches
Session 2.3: Pay Structures (Continued)
- Hands-on, step-by-step exercises and pragmatic examples
- Maintaining base pay structures and keeping them up-to-date
- Salary compression and solutions
- Geographic differentials
Session 2.4: Broadbanding
- Broadbanding and how it differs from traditional pay structures
- Defining control points and applying them to the broadbanding approach
- Reasons for adopting broadbanding
- Advantages and disadvantages of broadbanding
- Transforming a traditional base pay structure to a broadbanding system
- Examples of broadbanding applications
Session 2.5: Variable Pay
- Eight-step design methodology for developing variable pay programs
- Quantitative and qualitative performance measures
- Cascading performance management approach
- Variable schedules using target, threshold, and maximum payout criteria
- Total cash variability approach
- Business performance variability and the effect on payout cycling
- Managed communication approach
- Ten criteria for success and pitfalls to avoid
Who Should Attend?
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Expert Presenter
John A. Rubino
- President and founder of Rubino Consulting Services (RCS), a global human resources consulting company based in New York
- Focuses on the design and implementation of corporate values/objectives and their linkage to human resources strategies, compensation analysis and program development, performance-driven incentive plans, sales compensation programs, performance management systems, management training programs, team dynamics, leadership skills, motivational training, and human resources communication programs
- Previously senior manager of human resources consulting services for Ernst & Young LLP and director of executive compensation for The Equitable Life Insurance Company
- Internationally acclaimed speaker, course developer, and seminar leader for WorldatWork and the American Management Association
- Author of Developing Compensation Programs: Job Analysis, Evaluation and Classification and Communicating Compensation Programs: An Approach to Providing Information to Employees
- Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), and Global Remuneration Professional (GRP), Senior Practitioner in Human Resources (SPHR), and a Master Reward Specialist (South Africa)
- BA from Wagner College
- MBA from the Lubin Graduate School of Business, Pace University
Credits
- This program has been approved for 10.0 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
- This program is valid for 5.0 PDCs for the SHRM-CP or SHRM-SCP.
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