Introduction:

Compensation packages and salary structures are critical elements of human resource management that directly influence employee attraction, retention, and performance. A well-structured compensation system supports fairness, transparency, and organizational alignment. It ensures employees are rewarded appropriately based on job value, market benchmarks, and internal equity. This training program provides a comprehensive overview of how to design, analyze, and align compensation frameworks to support business strategy, legal compliance, and workforce expectations. It offers participants the knowledge required to build compensation models that reinforce employee engagement and financial sustainability.

Program Objectives:

By the end of this program, participants will be able to:

Identify the essential elements of compensation packages and their organizational relevance.
Gain the skills to structure salary frameworks based on job evaluation and market positioning.
Distinguish between compensation strategies used to reinforce performance and retention.
Interpret market data to support informed compensation decisions.
Outline approaches for aligning compensation systems with strategic objectives.

Targeted Audience:

HR Managers.
Compensation and Benefits Specialists.
HR Consultants.
Payroll Managers.
Organizational Development Professionals.

Program Outline:

Unit 1:

Fundamentals of Compensation Packages:

Elements of compensation and employee value proposition.
Structure of direct and indirect compensation elements.
Statutory and regulatory frameworks influencing compensation.
Role of compensation in talent acquisition and retention.
Strategic positioning of compensation within HR systems.

Unit 2:

Designing Salary Structures:

Principles of internal equity and external competitiveness.
Job evaluation methodologies and their implications.
Development principles of pay grades and salary bands.
Methods for market alignment and benchmarking.
Governance of salary structure rollout and maintenance.

Unit 3:

Compensation Strategies and Systems:

Classification of compensation strategies by objective.
Variable pay and fixed pay considerations.
Overview on incentive models and reward mechanisms.
Long-term and short-term compensation elements.
Frameworks for maintaining pay consistency across roles.

Unit 4:

Market Analysis and Salary Adjustments:

Process for conducting salary and benefit surveys.
How to identify compensation gaps and trends in labor markets.
Analysis techniques of competitive positioning through data tools.
Salary structure revision methodologies.
Key activities for addressing internal anomalies, including compression and inversion.

Unit 5:

Strategic Alignment and Compensation Governance:

How to integrate compensation with business performance indicators.
Importance of linking pay models to workforce planning and organizational culture.
Oversight roles in compensation administration.
Adjustments during organizational transformation.
The significant role of monitoring effectiveness and compliance in compensation systems.

Compensation Packages and Salary Structure

Delegate Information

Company Information

Person Responsible for Training and Development