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Development of fixed and variable parts of wages - free course from the Russian School of Management, training, date of November 29, 2023.
Miscellaneous / / December 01, 2023
How to build an optimal remuneration system taking into account the specifics of the business? How to avoid demotivation of employees and implement changes smoothly and without resistance? Practicing experts will talk about the experience of introducing fixed and variable parts of wages based on the experience of Russian and foreign companies in our course.
Ph.D., consultant on management, training and personnel development. Has practical experience in the development and implementation of HR technologies in retail business.
Consultant, expert in the field of personnel reserve formation and personnel assessment. Certified expert of the “Leaders of Russia” competition. Co-author of the book “HR Practice”.
Development of competency models. Organization of a system of recruitment and adaptation of personnel. Selection assessment
• Development of a competency model.
• Competency-based approach, competency-based management. Competency clusters. Competency structure. Examples of competencies in Russian companies and banks.
• Organization of a system of recruitment and adaptation of personnel.
• Recruitment technology.
• Job/vacancy profile.
• Sources of personnel search: social networks, head hunting, executive search, recruitment (mass recruitment), “Refer a Friend” program.
• Interview on competencies at the stage of selecting candidates for the company.
• Adaptation. Types of adaptation: corporate, social, professional adaptation.
• Employee adaptation program for the probationary period. Introductions to the position. Mentoring.
• Factors that hinder employee adaptation: different values and priorities, disappointed expectations, poor personal contact, working conditions, volume of tasks.
Building a wage system based on grades
• Building a grading system in the company.
• Job evaluation methods.
• Job descriptions.
• Carrying out an assessment based on factors.
• Comparison with the market.
• Approach to remuneration reform.
• Choice of compensation policy. Cases.
• Construction of salary ranges.
• Revision and indexing.
• Introduction of a grading system.
Development of a bonus system. Performance management system. BSC Balanced Scorecard
• Management by objectives, MBO, KPI and BSC.
• General PM approach to defining goals and key performance indicators (KPIs).
• Determination of performance criteria for employees and the department as a whole.
• System for evaluating departments and employees based on performance indicators.
• Systematization and effective implementation of the KPI assessment process into business processes.
• Features of using the KPI system.
• Effective financial incentives for results.
• Bonus and bonus policy, integration with KPI.
• Project to develop and implement a results-based management system.
• Workshop and ready-made solutions.
Change management when working with personnel
• Corporate culture as an environment of change.
• Focus of change: people and system. Cascading changes.
• Research methods: surveys and questionnaires.
• Expert groups and development methods.
• Focus groups and discussion methods.
• Conflicts when developing and implementing changes.
• Resistance to change.
• Implementation of changes.
• Sustaining change.
• Internal communications.
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