In-House Courses

We will tailor courses to provide professional development to those with reward business partnering responsibilities or who need to develop their reward analyst skills.

Below is an example of a two day course delivered to a major UK financial institution. The course was devised into two one day workshops and was focussed on upskilling the reward team in the areas

1. Salary Surveys and Pay Data Analysis
2. Pay Structures and Pay Reviews

HRBPs and Generalists also attended a number of different sessions across the two days to strengthen their specific knowledge in key areas.

Day One – Salary Surveys and Pay Data Analysis

Morning Session

• Learn about different types of survey and the key characteristics of statistically valid and reliable surveys, together with the features of poor quality surveys
• Compare survey house methodologies e.g. Towers Watson, Mercer, Hay, Alan Jones, PwC, XpertHR, AonHewitt and Croner
• Understand relevant statistics and terms – sample sizes, data integrity and validity, compa-ratios, measures of central tendency, percentiles, regression analysis and normal distributions
• Appreciate how to input data to surveys and potential pitfalls, including intellectual property and confidentiality obligations to employees, survey houses and participating companies
• Selecting and using appropriate and multi-source survey data
• Statistical significance, data points and the ageing, blending and weighting of data
• Internal differentials and external market comparisons – including issues of actual v perceived

Afternoon Session

• Presentation of data – knowing your audience and understanding the mind set of line managers, HR Business Partners, Directors and owners
• Translating raw data findings into easily understood and well-presented information, including ageing, blending and weighting of data
• Balancing judgement with statistical analysis
• Handling exceptions and understanding unusual findings

Day Two – Pay Structures and Pay Reviews

Morning Session

• Reward philosophy and company pay policy, including of base pay, ranging from clean cash through to base salary plus multiple allowances and perquisites
• Different approaches to measuring the relative worth of jobs using both external and internal comparison techniques – market pricing, job levelling, internal differentials and grading systems
• Formal job evaluation – examining analytical and non-analytical job evaluation techniques, ranging from whole job classification through to job component and points-factor methods
• Pay ranges, pay spines, and broad band salary structures and their implications for pay setting and progression
• Pay progression principles, including, cost of living, competence, contribution, merit, performance, market based and combination/hybrid systems
• Different approaches for different categories of employee, by level or recognition group e.g. unionised/non-unionised

Afternoon Session

• Development of a salary review timetable – steps to include, timings etc.
• Development of salary review guidelines, including relevant advice to line managers
• Process management, approvals and common challenges in the salary review cycle
• How to build a salary review budget, modelling of outcomes and performance, merit and position in range matrices
• Use of Excel, on-line tools and expert software

Learning Outcomes