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“This was the most effective course I have attended and I highly recommend it for any HR practitioner.”


Hussain Salman-Human Resources Officer, Bahrain Credit, Bahrain

Salary Structures And
Variable Pay Schemes

16 - 20 Nov 2008  •  Dusit Thani Hotel  •  Dubai

Establishing Effective Salary And Grading Structures

Course One: Sunday, 16 – Tuesday, 18 November 2008

Course Timings: Registration and coffee will be at 08.00 and the course will commence promptly at 08.30, concluding with lunch at 14.30. There will be two short breaks at appropriate times.

A fundamental component of reward management and HR is a grade and basic salary structure, and these are often taken for granted. Rather than make changes, HR and reward professionals try to fit their ever changing need of their employees into a system that may not have been reviewed for many years.

Course Objectives
This course will provide you with the information and guidance to ensure your salary and grading structure meets your business needs, while allowing the company to attract and retain employees in an increasingly competitive market.

Course Methodology
You will be provided with the information you need to make changes to your grading and salary structure. You will have an opportunity to test various ideas and to establish what may work for you. You will be given access to various tools and techniques, as well as information on the latest trends and developments.

This course will involve working in teams on practical case studies to gain detailed hands-on experience using the various tools and techniques that will be discussed throughout the three days of the course.

Case Studies
The course will include the following case studies designed around a company based in the Middle East:
• Building the internal case for review/design of a new grading/salary structure
• Selecting the most appropriate grading/salary structure
• The debate of single bands versus broadbanding
• Designing the basic salary structure and progression management
• Understanding merit-pay and linking pay to performance

Course Outline

Introduction
• The role of grading and salary structures in compensation and reward
• How grading and salary structures have developed in the Middle East and GCC

Defining A Pay Policy For Employee Compensation
• Knowing the key pay components
• Defining the pay market
• Selecting the right pay market position
• Determining a pay policy benchmark

Matching Pay Structures To Organisational Objectives
• Why organisations are considering new pay structures
• How to assess if your pay structure is meeting your business objectives
• Establishing a pay policy and reward strategy
• Managing the balance between employee expectations and ability-to-pay

Developing Grading And Salary Structures
• Definition and types of basic pay structures
• Selecting a grade and salary structure to meet your needs
• The challenges of grading and salary structures for multi-national workforces
• Benchmarking and designing a grading and salary structure
• The pros and cons of broadbanding in different organisational cultures
• Latest trends on job family pay structures and skills-based compensation
• Methods of salary progression, and merit-pay and pay-for-performance
• Changing existing grading and salary structures and transition methods

The Role Of Job Evaluation And Salary Surveys
• The importance of job evaluation in grading structure design
• Using salary surveys and benchmarking tools in salary structure design

Integrating Pay Structures With Other HR Initiatives
• Linking pay structures to competencies
• Aligning pay structures with business goals
• Developing career ladders
• Rewarding performance

Implementing New Grading And Salary Structures
• The role of management in implementation
• The role of the HR and reward specialist
• Guidance on how to make changes that ensure successful implementation
• Communicating the new structures to employees
• The challenges of implementing a new grading and salary structure
• Measuring success and ongoing review processes
• Managing an annual pay review process
• Managing progression through a pay range
• Coping with employees who reach the maximum of their payscale

Managing Performance And Linking Pay With Performance Via Merit-Pay
• What motivates an employee?
• Rewarding performance within basic salary
• Linking merit-pay to individual performance
• Rainbow curves for pay-performance
• Using a merit-matrix

Global And Regional Factors Affecting Remuneration
• Economic pressures
• Internal pressures
• External pressures

Key GCC And Global Remuneration Trends During 2006 – 2008
• Pay movements
• Changes in allowances
• Trends in benefits
• Trends in incentives

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