Online Education Degree Compensation and Performance Management
General Objective
To train professionals in compensation having strong analytical as well as strategic skills to style, implement and dispense a compensation program aligned with the business strategy, reaching market competitiveness, central equity and operations control of remuneration. Goal Module 1. payment structures Date: August 27
1. 1 This challenges in compensation.
1. 2 Foundation of effective compensation.
1. 3 Analysis and valuation involving positions.
1. 4 Manual organization.
1. 5 Design and style tab.
1. 6 Practice basic salary government.
Module 2 Capabilities and benefits
Night out: September 9
3. 1 Legal Capabilities.
Extra Features 3. 2.
2. 3 Worth of performance.
Centered Compensation 2. 4.
2. 5 Entire compensation guaranteed.
3. 6 Total compensation not guaranteed.
3. 7 Net equalization.
Element 3. Salary Online surveys
Date: September 23
3. 1 Identification of the relevant market.
Local market.
Industrial current market.
Select market.
3. 3 Curve wages.
3. 3 Comparability for point degrees.
3. 4 Model of results primarily based compensation, total (secured as well as unsecured) and net.
Module 4. Programs for measurement involving work and human performance
Date: April 7
4. 1 Key problems in employees management.
Reward techniques.
The process involving evaluation of human performance.
Common to help assess human performance errors.
4. 3 Basis for function measurement.
Job design and performance metrics.
Employment skills.
4. 3 Design of the measuring system
Evaluate of performance metrics.
Knowledge assessment.
4. 4 Implementation and operation of your work measurement technique.
Probable failures
Excellent assurance.
5. Organizing Management module income and salaries
Night out: October 21
5. 1 Characteristics of the effective compensation.
5. 3 basic salary government policies.
5. 3 Five techniques for the administration involving salaries for performance.
5. 4 Excellent indicators in payment.
6. Valuation involving petitions module specifications
Date: November 4
6. 1 Legal basis for your negotiation of group bargaining agreement.
6. 3 Economic Clauses as well as administrative clauses.
6. 3 Presentation of compensation to unionized.
6. 4 regional survey involving salaries to nation jobs.
6. 5 Determination of the base and labour costs payroll.
6. 6 valuation of the price of the clauses.
6. 7 Cost of the demands.
6. 8 Organizing negotiations Collective Bargaining Agreement.
6. 9 Strategy collective bargaining.
6. 10 Presentation of the Valuation list involving demands.
Module 7 varying compensation systems
Night out: November 18
7. 1 Programs bonds.
7. 3 Special reward techniques.
7. 3 Design principles of the SCV.
7. 4 Measurement of outcomes.
7. 5 Determination of awards.
Element 8. International Pay out
Date: December 3
8. 1 Outlook and global developments.
8. 2 Definitions and kinds of expatriates.
8. 3 global, multinational, and global contexts, and his or her differences.
8. 4 Success factors plus more frequent failures.
8. 5 compensation packages.
8. 6 Foundation of calculation.
8. 7 Policy administration.
8. 8 Components influencing my keep.
Develop skills
Implement aligned for the demands of the organization and the write-up payment systems.
Familiarity with a comprehensive procedure for compensation.
Skills to analyze the current situation and help it become more competitive pay, within the probabilities of the company.
Objectively measure the task of people as well as convert this measurement in a very fair and useful compensation.
Driving a compensation system in a very multinational environment.
Benefits for your company
design a compensation strategy to staff consistent with your business needs, while maintaining current market competitiveness, internal collateral and management manage of remuneration. Additionally:
Combine in one particular strategy pay constructions, internal compensation techniques and market demands.
Design or improve systems for performance measurement.
Design as well as implement management techniques of indicators appropriate variable compensation plans.
Interpret the information yielded by research of salary and select the best to your company.
Knowing and applying essentially the most innovative practices with international compensation.
The course was created to develop analytical as well as strategic skills that may enable participants to help link the remuneration technique for the business. Simultaneously, participants learn tactics and tools for getting:
Improve the competitiveness of one's company relative for the market wage.
Strengthen internal pay collateral.
Objectively evaluate the particular performance and contribution of individuals to the goals of the organization.
Implement the robust and useful performance.
Designing systems involving variable compensation that really promote strategic small business priorities.
Methodology
. Theoretical -- practical duration. 64 hours Geared towards: Professionals who work in your neighborhood of compensation, generalists Personnel function should handle the part of wages. Entry Requirements Basic expertise in statistics, linear coding and Excel. Number Maximum amount of participants 10. Dates August 26 to help December 2, 2015. Routine Wednesday 9: 00 to help 13: 00 as well as 14: 00 to help 18: 00. Area Rooms Continuing Education. Instructor: Isaiah Siegrid Dávila Tello. LSCA, MDO. Over twenty years of experience with Organization, Systems Organizing and Compensation RH. Ex-mate DDI consultant with international projects having achievements in growing productivity and exploiting human talent with Mexico, South North america, Spain and the us. Director- CDC Global consultant for key companies in South america on business advancement programs. Investment $ 21. 630 + VAT Price susceptible to change without notice. More information: Professional and Continuing Education University of Monterrey To. (81) 8215 1000 Ext. 1723.
To train professionals in compensation having strong analytical as well as strategic skills to style, implement and dispense a compensation program aligned with the business strategy, reaching market competitiveness, central equity and operations control of remuneration. Goal Module 1. payment structures Date: August 27
1. 1 This challenges in compensation.
1. 2 Foundation of effective compensation.
1. 3 Analysis and valuation involving positions.
1. 4 Manual organization.
1. 5 Design and style tab.
1. 6 Practice basic salary government.
Module 2 Capabilities and benefits
Night out: September 9
3. 1 Legal Capabilities.
Extra Features 3. 2.
2. 3 Worth of performance.
Centered Compensation 2. 4.
2. 5 Entire compensation guaranteed.
3. 6 Total compensation not guaranteed.
3. 7 Net equalization.
Element 3. Salary Online surveys
Date: September 23
3. 1 Identification of the relevant market.
Local market.
Industrial current market.
Select market.
3. 3 Curve wages.
3. 3 Comparability for point degrees.
3. 4 Model of results primarily based compensation, total (secured as well as unsecured) and net.
Module 4. Programs for measurement involving work and human performance
Date: April 7
4. 1 Key problems in employees management.
Reward techniques.
The process involving evaluation of human performance.
Common to help assess human performance errors.
4. 3 Basis for function measurement.
Job design and performance metrics.
Employment skills.
4. 3 Design of the measuring system
Evaluate of performance metrics.
Knowledge assessment.
4. 4 Implementation and operation of your work measurement technique.
Probable failures
Excellent assurance.
5. Organizing Management module income and salaries
Night out: October 21
5. 1 Characteristics of the effective compensation.
5. 3 basic salary government policies.
5. 3 Five techniques for the administration involving salaries for performance.
5. 4 Excellent indicators in payment.
6. Valuation involving petitions module specifications
Date: November 4
6. 1 Legal basis for your negotiation of group bargaining agreement.
6. 3 Economic Clauses as well as administrative clauses.
6. 3 Presentation of compensation to unionized.
6. 4 regional survey involving salaries to nation jobs.
6. 5 Determination of the base and labour costs payroll.
6. 6 valuation of the price of the clauses.
6. 7 Cost of the demands.
6. 8 Organizing negotiations Collective Bargaining Agreement.
6. 9 Strategy collective bargaining.
6. 10 Presentation of the Valuation list involving demands.
Module 7 varying compensation systems
Night out: November 18
7. 1 Programs bonds.
7. 3 Special reward techniques.
7. 3 Design principles of the SCV.
7. 4 Measurement of outcomes.
7. 5 Determination of awards.
Element 8. International Pay out
Date: December 3
8. 1 Outlook and global developments.
8. 2 Definitions and kinds of expatriates.
8. 3 global, multinational, and global contexts, and his or her differences.
8. 4 Success factors plus more frequent failures.
8. 5 compensation packages.
8. 6 Foundation of calculation.
8. 7 Policy administration.
8. 8 Components influencing my keep.
Develop skills
Implement aligned for the demands of the organization and the write-up payment systems.
Familiarity with a comprehensive procedure for compensation.
Skills to analyze the current situation and help it become more competitive pay, within the probabilities of the company.
Objectively measure the task of people as well as convert this measurement in a very fair and useful compensation.
Driving a compensation system in a very multinational environment.
Benefits for your company
design a compensation strategy to staff consistent with your business needs, while maintaining current market competitiveness, internal collateral and management manage of remuneration. Additionally:
Combine in one particular strategy pay constructions, internal compensation techniques and market demands.
Design or improve systems for performance measurement.
Design as well as implement management techniques of indicators appropriate variable compensation plans.
Interpret the information yielded by research of salary and select the best to your company.
Knowing and applying essentially the most innovative practices with international compensation.
The course was created to develop analytical as well as strategic skills that may enable participants to help link the remuneration technique for the business. Simultaneously, participants learn tactics and tools for getting:
Improve the competitiveness of one's company relative for the market wage.
Strengthen internal pay collateral.
Objectively evaluate the particular performance and contribution of individuals to the goals of the organization.
Implement the robust and useful performance.
Designing systems involving variable compensation that really promote strategic small business priorities.
Methodology
. Theoretical -- practical duration. 64 hours Geared towards: Professionals who work in your neighborhood of compensation, generalists Personnel function should handle the part of wages. Entry Requirements Basic expertise in statistics, linear coding and Excel. Number Maximum amount of participants 10. Dates August 26 to help December 2, 2015. Routine Wednesday 9: 00 to help 13: 00 as well as 14: 00 to help 18: 00. Area Rooms Continuing Education. Instructor: Isaiah Siegrid Dávila Tello. LSCA, MDO. Over twenty years of experience with Organization, Systems Organizing and Compensation RH. Ex-mate DDI consultant with international projects having achievements in growing productivity and exploiting human talent with Mexico, South North america, Spain and the us. Director- CDC Global consultant for key companies in South america on business advancement programs. Investment $ 21. 630 + VAT Price susceptible to change without notice. More information: Professional and Continuing Education University of Monterrey To. (81) 8215 1000 Ext. 1723.
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