Building an effective remuneration system: typical mistakes and practical recommendations - course RUB 14,990. from Specialist, training 16 ac. h., Date: December 2, 2023.

Practical teacher, certified specialist in the field of personnel management, member of the National Union of Personnel Officers of Russia, author of numerous publications on issues personnel management, labor legislation and personnel records management (including in the magazines “Personnel Business”, “Labor Safety”, etc., on the portals “Consultant +”, Superjob.ru and etc.); Candidate of Legal Sciences, HR management consultant.

Module 1. How to diagnose the existing remuneration system in an organization (4 ac. h.)

-What documents contain the requirements for the remuneration system (regulatory acts, local acts, etc.)
-How to analyze the wage system and personnel costs in the corporate budget
-How to optimize the number of employees using the matrix of functional responsibilities (MFO)
-How to develop a general compensation package that is attractive to employees and optimal for the employer (structure, ratio of fixed and variable parts for various categories of employees)

Stage 1. Carrying out diagnostics of the remuneration system in the company (workshop)

Stage 2. Development of a matrix of functional responsibilities / MFO (workshop)

Stage 3. Formation of a general compensation package (discussion)

Module 2. How to develop a fixed part of a salary based on a grade system (4 ac. h.)

-What elements are included in wages and by what criteria are wages analyzed and optimized?
-How to develop an optimal remuneration system using “grades” (methods of Hay Group, Watson Wyatt, William Mercer)
-How to correlate the grading system with the assessment of employees by competencies and prepare proposals for the development of a system of professional development and career growth for specialists
-Myths and reality of implementing a grading system

Stage 4. Determining the optimal parts of the compensation package to solve specific problems (case)

Stage 5. Analysis of different forms and systems of remuneration (discussion)

Stage 6. Development of a grading system for Hay Group (workshop)

Stage 7. Development of a grading system according to Watson Wyett (workshop)

Stage 8. Preparation of proposals for the development of a system for professional development and career growth of employees, taking into account grading (case study)

Module 3. How to build a bonus and bonus policy taking into account integration with the management by objectives (MBO) system and the balanced scorecard (BSC) (4 ac. h.)

-What are the basic rules for forming the variable part of staff remuneration and what is the difference between bonuses and allowances?
How to formulate goals and objectives in accordance with the SMART methodology, how to decompose goals
How to develop a bonus part depending on the features of the management by objectives (MBO) system and the implementation of key performance indicators (KPIs): for the company, department, employee
How to develop balanced tables of goals and KPIs for the main (production, sales department) and supporting departments (accounting, personnel management, etc.)

Stage 9. Determining optimal options for goal setting (cases)

Stage 10. Development of KPIs in a specific company for each level: company level, division, employee (workshop)

Stage 11. Calculation of CSI (client satisfaction index) of the internal client satisfaction index (workshop)

Module 4. How to develop a comprehensive remuneration system depending on the company’s goals (4 ac. h.)

-How to differentiate / classify employees to form a remuneration system, involve personnel in the development of the system and monitor employee satisfaction with compensation package
-How to assess the feasibility and attractiveness of social payments and build a system of benefits / benefits depending on the grade
-How the optimal system of remuneration of personnel is formed at different stages of the organization’s life cycle
-What mistakes are made most often in creating a remuneration system and how to evaluate the results of implementing a new system of motivation and remuneration

Stage 12. Differentiation/classification of personnel for the formation of a remuneration system (discussion)

Stage 13. Development of a system of additional benefits (case)

Stage 14. Formation of an employee’s motivational profile (test)

Stage 15. Development of an optimal personnel remuneration system at different stages of the organization’s life cycle (workshop)

Stage 16. Monitoring staff satisfaction with the compensation package (discussion)

Stage 17. Working with typical mistakes in creating a remuneration system (discussion)

Stage 18. Cases