Prepare managers for the emotional load executive compensation packages places on them.
Designing Comprehensive Compensation Packages for Executive Leadership
An applied course in executive compensation packages built around the decisions practitioners actually face.
📍 Tunis🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
People decide what executive compensation packages really means by watching who gets promoted. Data on this strand of people management and development is abundant; insight about it is not. The material serves both public bodies and commercial organisations dealing with the people management and development discipline. They gain the ability to sequence improvements to executive compensation packages in an order their organisation can absorb. The course sets out a working method for this part of people management and development that participants can apply the week they return. Where the wider people management and development agenda is measured, it improves; where it is only discussed, it drifts. Exercises escalate in difficulty, ending with the ambiguous situations that make executive compensation packages hard in practice. Progress on the people management and development discipline is usually lost in the gap between approval and execution. The closing exercise tests whether the participant's plan for this part of people management and development survives a hostile question.
Expected Learning Outcomes
Align executive compensation packages with the wider objectives of the workforce rather than optimising it in isolation.
Handle exceptions to executive compensation packages consistently and document the reasoning.
Equip managers to hold the difficult conversations executive compensation packages requires.
Build a concise people policy for executive compensation packages that colleagues can follow without further explanation.
Reduce avoidable variation in how executive compensation packages is carried out across teams.
Structure records relating to executive compensation packages so they satisfy legal and privacy obligations.
Who Should Attend
Analysts producing the data on which decisions about executive compensation packages rest.
Internal communications staff explaining executive compensation packages to the workforce.
Human resources managers and business partners responsible for executive compensation packages.
Experienced practitioners formalising an approach to executive compensation packages that has grown up informally.
Recruitment and resourcing staff affected by executive compensation packages.
Line managers who apply executive compensation packages in practice.
Course Modules
Executive compensation packages: review, learning and adjustment
2 sessions · 8 pointsSession 1Writing a policy on executive compensation packages a line manager can actually use
- Define acceptance criteria for executive compensation packages in advance.
- Draft the minimum viable people policy for executive compensation packages.
- Measure the effect of executive compensation packages on retention and performance, not activity.
- Set the annual review point for executive compensation packages and who attends.
Session 2Who answers for executive compensation packages, and to whom
- Prepare the summary of executive compensation packages that senior management will read.
- Map the handovers in executive compensation packages between functions and secure them.
- Agree the indicators that will show whether executive compensation packages is improving.
- Define who decides on executive compensation packages and who may only recommend.
Executive compensation packages: policy design and legal footing
2 sessions · 8 pointsSession 1What your existing data already says about executive compensation packages
- Set out the decisions in executive compensation packages that require sign-off and by whom.
- Document the reasoning for every exception granted under executive compensation packages.
- Collect evidence on the present handling of executive compensation packages before proposing changes.
- Identify where judgement in executive compensation packages is legitimate and where it is not.
Session 2Getting other functions to support executive compensation packages
- Identify the data already collected that bears on executive compensation packages.
- Design the communication for executive compensation packages around the questions people will actually ask.
- Estimate the cost of executive compensation packages and the cost of leaving it unchanged.
- Confirm records relating to executive compensation packages meet retention and privacy rules.
Executive compensation packages: the manager conversation that decides the outcome
2 sessions · 8 pointsSession 1Applying executive compensation packages consistently to the person you like least
- Assign responsibility for keeping documentation of executive compensation packages current.
- Build the appeals route for executive compensation packages and publish it.
- Ask employees what executive compensation packages feels like from their side.
- Compare intended and actual outcomes of executive compensation packages honestly.
Session 2What has to be agreed before work on executive compensation packages starts
- Estimate the resource executive compensation packages requires to run as designed.
- Plan the sequence in which improvements to executive compensation packages will be introduced.
- Test the policy on executive compensation packages against three real cases from the past year.
- Pilot changes to executive compensation packages in one area before wider rollout.
Executive compensation packages: capability across the management line
2 sessions · 8 pointsSession 1The conversation about executive compensation packages managers most often avoid
- Build the competence framework that supports executive compensation packages.
- Review executive compensation packages for unintended equity effects across groups.
- Compare the cost of executive compensation packages with the cost of its absence.
- Name a single owner for each element of executive compensation packages.
Session 2Reviewing executive compensation packages against what actually happened
- State the purpose of executive compensation packages in one sentence a new manager would understand.
- Set the consistency check that catches uneven application of executive compensation packages.
- Train line managers on executive compensation packages rather than handling every case centrally.
- Agree what will be standardised in executive compensation packages and what will not.
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.