Provided by: Effective Outsource Networks

Setting Up a Salary Structure for Equitable Compensation Management 3 4 July 2012

Business and Management Skills

How do organisations determine entry salaries, increments and keep salary levels up-to-date year after year? How do compensation practitioners answer to management on salary costs and explain to employees about their salary questions? These are basic questions for salary administration.
This course aims to equip participants with the skills of setting up and managing an equitable salary structure that is aligned with the National Wage Council's recommendations.
Participants will be guided with in-class computer simulation activities to develop automated computerised spreadsheet template to set up the salary system. The techniques of establishing salary range mid-point, minimum and maximum salary levels for each job are the key topics of this course.
This course is targeted to equip salary administrators such as HR practitioners, finance and office administrators without formal training in compensation management with the essential techniques to set up a credible salary system.
Benefits
At the end of the course, participants will be able to:
-distinguish the principles of a compensation
-apply the techniques of defining job values
-apply the techniques of setting up a salary structure
-develop spreadsheets for salary administration
-explain the rationale of pay decisions
Outline
Compensation Management
- components of compensation package
- total reward system
Job Evaluation
- the techniques of job evaluation
- developing a job structure
Salary System
- determining the mid-point
- using Microsoft Excel spreadsheet to establish the minimum and maximum of a salary range
- using Microsoft Excel spreadsheet to develop policy & practice line
- the use of market surveys
Implementing The Salary Policy
- how to deal with over- and under-pay situations
- how to age the salary data annually
Linking Salary to Performance Appraisal
- how to link salary increment, bonus and rewards to performance appraisal
Methodology
Participants are guided through practical steps of the topic with in-class activities to develop automated computerised spreadsheet templates to set up the salary system.
Who Should Attend
Managers and executives who are not trained in compensation management but are required to develop a salary structure. They can be HR managers / executives, admin managers / executives, finance managers / executives, accounts managers /executives, officer managers, secretaries, administrators, etc.
Course Details
Course Date 3 & 4 Jul 2012
Time 9am to 5pm
Venue Stamford Road, near Dhoby Ghaut MRT
Early Bird Closing 12/ 6/2012
Fee Per Participant
S$556. 40 (Early Bird)
S$620. 60 (Normal)
S$513. 60 (Member
Fee is inclusive of 7% GST, training materials and tea breaks.
SDF-Approved Yes
Trainer
Mr William Thien
Testimonials
"I have gained very deep insight as somebody without much HR knowledge, and the concepts and skills learnt will come in handy for giving advice to clients."
- Mr Sebastian Kang, Relationship Manager, Virtual HR Pte Ltd
"I have learnt to appreciate what is median, proper position description, and how to develop salary structure. With the concepts learnt, I will be able to participate more actively in salary recommendations during annual salary reviews as I am now able to appreciate how the salary structure was formed within my company."
- Ms Spring Kan Kar Lai, Assistant Manager, Sembcorp Parks Management Pte Ltd
"The trainer was engaging, quick to respond and identify every concern."
- Mr Sebastian Kang, Relationship Manager, Virtual HR Pte Ltd
Participants will receive a Certificate of Attendance upon course completion.
This is primarily ilt training
Duration:2 days
Training Presented in:English
Training Provided by Effective Outsource Networks
About The Training Provider: Effective Outsource Networks
Effective Outsource Networks - Established in 1996, Effective Outsource Networks (EON) specialises in providing human capital consulting and training services to organisations in Singapore. It has helped organisations improve on day-to-day human resource operations through three main areas of support, namely, information service, consulting, and training. In January 2013, EON was incorporated as EON Consulting & Training...
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