Select indicators that show whether salary benchmarking is improving, and reject those that only look useful.
Building Salary Benchmarking Studies Against the Labour Market
A senior-level treatment of salary benchmarking, focused on what changes outcomes.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most disputes about salary benchmarking begin as a conversation that was handled badly. People decide what this part of people management and development really means by watching who gets promoted. The course leaves participants able to diagnose weaknesses in the wider people management and development agenda before they become incidents. Participants apply salary benchmarking to their own workforce throughout, so the output is directly usable. Benchmarking exercises repeatedly place this area of people management and development among the areas with the widest performance spread. Ambition around this aspect of people management and development outruns capacity unless the sequencing is deliberate. Participants leave with a method for salary benchmarking, not a set of opinions about it. Participants who influence this strand of people management and development without directly controlling it will find the content directly usable. Participants finish with a short, specific brief on the wider people management and development agenda ready to put in front of a decision maker.
Expected Learning Outcomes
Diagnose whether a problem in salary benchmarking is one of design, resourcing or discipline.
Review salary benchmarking annually against what actually happened, not what was intended.
Build a concise people policy for salary benchmarking that colleagues can follow without further explanation.
Prepare managers for the emotional load salary benchmarking places on them.
Design the communication that makes salary benchmarking understood rather than merely announced.
Integrate salary benchmarking with reward, development and performance processes.
Who Should Attend
Talent and organisational development specialists working on salary benchmarking.
Internal communications staff explaining salary benchmarking to the workforce.
Staff seconded into improvement work on salary benchmarking.
Individuals developing their own capability in salary benchmarking.
Employee relations specialists handling cases arising from salary benchmarking.
Consultants and advisers supporting clients on salary benchmarking.
Course Modules
Salary benchmarking: fairness, equity and consistency
2 sessions · 8 pointsSession 1Explaining salary benchmarking so people believe it
- State the purpose of salary benchmarking in one sentence a new manager would understand.
- Define who decides on salary benchmarking and who may only recommend.
- Build the appeals route for salary benchmarking and publish it.
- Close out actions on salary benchmarking rather than leaving them open indefinitely.
Session 2Piloting a change to salary benchmarking before committing
- Check that salary benchmarking still works when volumes rise unexpectedly.
- Record what was learned when salary benchmarking did not go as planned.
- Estimate the cost of salary benchmarking and the cost of leaving it unchanged.
- Set escalation thresholds for salary benchmarking that work out of hours.
Salary benchmarking: review, learning and adjustment
2 sessions · 8 pointsSession 1Applying salary benchmarking consistently to the person you like least
- Name a single owner for each element of salary benchmarking.
- Review salary benchmarking for unintended equity effects across groups.
- Identify the data the organisation already holds that bears on salary benchmarking.
- Plan succession for roles most exposed to salary benchmarking.
Session 2Building manager capability in salary benchmarking rather than owning it centrally
- Pilot changes to salary benchmarking in one area before wider rollout.
- Check that records of salary benchmarking answer the questions likely to be asked.
- Document the reasoning for every exception granted under salary benchmarking.
- Set out how exceptions to salary benchmarking are requested and approved.
Salary benchmarking: evidence, data and honest measurement
2 sessions · 8 pointsSession 1What your existing data already says about salary benchmarking
- Train line managers on salary benchmarking rather than handling every case centrally.
- Anticipate the objections salary benchmarking will raise and prepare the answers.
- Confirm that those complying with salary benchmarking understand why it exists.
- Agree the smallest change to salary benchmarking that would be visibly useful.
Session 2Where salary benchmarking typically breaks, and why
- Establish what evidence demonstrates salary benchmarking is under control.
- Test the policy on salary benchmarking against three real cases from the past year.
- Compare intended and actual outcomes of salary benchmarking honestly.
- Design the communication for salary benchmarking around the questions people will actually ask.
Salary benchmarking: cost, benefit and workforce planning
2 sessions · 8 pointsSession 1What has to be agreed before work on salary benchmarking starts
- Establish the boundary of salary benchmarking and record what sits outside it.
- Estimate the resource salary benchmarking requires to run as designed.
- Set the review interval for salary benchmarking and who attends.
- Establish who is informed, consulted and accountable in salary benchmarking.
Session 2Building lasting competence in salary benchmarking
- Check that salary benchmarking complies with current labour regulation in every location.
- Ask employees what salary benchmarking feels like from their side.
- Set the consistency check that catches uneven application of salary benchmarking.
- Record the rationale for each significant choice made about salary benchmarking.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.