Translate compensation and benefits design into objectives each person can see themselves in.
Designing Modern Competitive Compensation and Benefits Systems
Build a working method for compensation and benefits design that stands up to scrutiny and survives daily pressure.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most failures in compensation and benefits design trace back to a conversation someone avoided having. When benefits design is unclear, people default to protecting their own function. Participants leave with a method for the practice within organisational leadership, not a set of opinions about it. Where compensation and benefits design is measured, it improves; where it is only discussed, it drifts. The result is the confidence to make and defend decisions about this part of organisational leadership under scrutiny. Work is grounded in real cases drawn from benefits design, which each participant adapts to conditions in their own organisation. Moving compensation and benefits design from written policy into daily practice is not achieved by a single decision. It is appropriate for those preparing to take on wider responsibility for benefits design. The course ends by identifying what the participant will stop doing to make the organisational leadership discipline sustainable.
Expected Learning Outcomes
Select indicators that show whether benefits design is improving, and reject those that only look useful.
Set direction on compensation and benefits design that people can act on without further interpretation.
Make decisions on benefits design at the right speed for the risk involved.
Build coalitions across functions to make compensation and benefits design stick.
Build a register of the risks attaching to benefits design and keep it current.
Handle the trade-offs in compensation and benefits design between speed, cost and assurance explicitly rather than implicitly.
Who Should Attend
Consultants coaching leadership teams on compensation and benefits design.
Human resources partners advising leaders on benefits design.
Project and programme managers whose success depends on compensation and benefits design.
Board members and non-executives overseeing benefits design.
Quality staff verifying that compensation and benefits design performs as designed.
Compliance and governance staff whose remit includes benefits design.
Course Modules
Compensation and benefits design: delegation, trust and accountability
2 sessions · 8 pointsSession 1Closing out compensation and benefits design and capturing what was learned
- Rank the weaknesses in compensation and benefits design by consequence rather than by ease of fixing.
- Name the person accountable for each part of benefits design, not the committee.
- Decide what you will delegate on compensation and benefits design and what you will not, and say why.
- Confirm that the people affected by benefits design heard it from you first.
Session 2Moving benefits design through people who do not report to you
- Test whether the team can explain compensation and benefits design in their own words.
- Draft the minimum viable leadership plan for benefits design.
- Identify which function can quietly block compensation and benefits design and address it directly.
- Prepare the response for the most likely failure in benefits design.
Benefits design: the conversations that decide the outcome
2 sessions · 8 pointsSession 1Holding the line on benefits design when it costs you
- Agree the indicators that will show whether compensation and benefits design is improving.
- Record what was learned when benefits design did not go as planned.
- Identify your successor for compensation and benefits design and the gap they need to close.
- Prepare how you will respond when benefits design is challenged publicly.
Session 2Saying the thing about benefits design that nobody wants to say
- Reduce the variation in how compensation and benefits design is carried out between teams.
- Set the decision rights on benefits design: who decides, who is consulted, who is told.
- Recognise publicly one person whose work on compensation and benefits design went unnoticed.
- Check that benefits design still works when volumes rise unexpectedly.
Benefits design: deciding under pressure and incomplete information
2 sessions · 8 pointsSession 1What has to be agreed before work on benefits design starts
- Set the review point at which compensation and benefits design will be reconsidered.
- State the outcome expected from benefits design in a single sentence anyone can repeat.
- Agree the standard on compensation and benefits design and confirm it applies to everyone.
- Identify single points of dependency in benefits design and reduce them.
Session 2Showing that compensation and benefits design changed something measurable
- Anticipate the objections compensation and benefits design will raise and prepare the answers.
- Check whether incentives anywhere reward behaviour that undermines benefits design.
- Compare the cost of compensation and benefits design with the cost of its absence.
- Review a past decision on benefits design and state honestly what you would change.
Benefits design: setting direction people can act on
2 sessions · 8 pointsSession 1Making benefits design work when resources are constrained
- Record the rationale for each significant choice made about compensation and benefits design.
- Write down the reasoning behind your position on benefits design.
- Identify the conversation about compensation and benefits design you have been postponing, and schedule it.
- Plan the sequence in which improvements to benefits design will be introduced.
Session 2Delegating benefits design without abandoning it
- Establish who is informed, consulted and accountable in compensation and benefits design.
- Check that records of benefits design answer the questions likely to be asked.
- Set escalation thresholds for compensation and benefits design that work out of hours.
- Define the trigger that would require benefits design to be redesigned.
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.