Pilot changes to payroll and benefits administration before rolling them out organisation-wide.
Managing Competitive Payroll and Benefits Systems
Develop the judgement and the documentation needed to run payroll and benefits administration properly.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for payroll and benefits administration that managers quietly work around has already failed. People decide what benefits administration really means by watching who gets promoted. Each session closes with a decision the participant must justify about this aspect of people management and development in their own setting. What blocks progress on payroll and benefits administration is usually unclear ownership rather than unclear intent. Content is organised around the decisions practitioners actually face in this area of people management and development, not around theory headings. Organisations that document benefits administration properly resolve disputes about it far more quickly. They acquire practical criteria for judging when payroll and benefits administration is working and when it is only appearing to. It is pitched for practitioners with responsibility for benefits administration, not for observers of it. The programme ends where implementation begins, with the people management and development capability broken into steps someone can start on Monday.
Expected Learning Outcomes
Plan succession and continuity for the roles most exposed to benefits administration.
Assess the cost of payroll and benefits administration and the cost of leaving it as it is.
Build the evidence base on benefits administration from data the organisation already collects.
Define the scope and boundaries of payroll and benefits administration so that responsibility for it is unambiguous.
Structure records of benefits administration so that they answer the questions an auditor will actually ask.
Identify the failure points in payroll and benefits administration most likely to cause loss, and control them first.
Who Should Attend
Internal communications staff explaining payroll and benefits administration to the workforce.
Staff seconded into improvement work on benefits administration.
Reward and compensation staff whose frameworks interact with payroll and benefits administration.
Procurement and contracting staff whose agreements set obligations around benefits administration.
Legal and compliance advisers reviewing payroll and benefits administration.
Employee relations specialists handling cases arising from benefits administration.
Course Modules
Payroll and benefits administration: review, learning and adjustment
2 sessions · 8 pointsSession 1Writing a policy on payroll and benefits administration a line manager can actually use
- State the purpose of payroll and benefits administration in one sentence a new manager would understand.
- Check that records of benefits administration answer the questions likely to be asked.
- Plan succession for roles most exposed to payroll and benefits administration.
- Measure the effect of benefits administration on retention and performance, not activity.
Session 2Escalation and decision rights in benefits administration
- Define who decides on payroll and benefits administration and who may only recommend.
- Test the policy on benefits administration against three real cases from the past year.
- Agree the smallest change to payroll and benefits administration that would be visibly useful.
- Compare intended and actual outcomes of benefits administration honestly.
Benefits administration: exceptions, appeals and difficult cases
2 sessions · 8 pointsSession 1Costing benefits administration honestly, including the cost of inaction
- Review whether payroll and benefits administration is aligned with the objectives of the workforce.
- Build the appeals route for benefits administration and publish it.
- Identify where judgement in payroll and benefits administration is legitimate and where it is not.
- Anticipate the objections benefits administration will raise and prepare the answers.
Session 2Reviewing benefits administration against what actually happened
- Establish the boundary of payroll and benefits administration and record what sits outside it.
- Establish who is informed, consulted and accountable in benefits administration.
- Confirm that contractual obligations around payroll and benefits administration are understood.
- Confirm that reporting on benefits administration reaches the people who can act.
Benefits administration: fairness, equity and consistency
2 sessions · 8 pointsSession 1What your existing data already says about benefits administration
- Script the difficult conversation payroll and benefits administration requires and rehearse it.
- Check that benefits administration complies with current labour regulation in every location.
- Set the review interval for payroll and benefits administration and who attends.
- Define the trigger that would require benefits administration to be redesigned.
Session 2Keeping payroll and benefits administration alive after the initial push
- Set the annual review point for payroll and benefits administration and who attends.
- Confirm that those complying with benefits administration understand why it exists.
- Confirm records relating to payroll and benefits administration meet retention and privacy rules.
- Establish what evidence demonstrates benefits administration is under control.
Benefits administration: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Building manager capability in benefits administration rather than owning it centrally
- Document the reasoning for every exception granted under payroll and benefits administration.
- Close out actions on benefits administration rather than leaving them open indefinitely.
- Design the communication for payroll and benefits administration around the questions people will actually ask.
- Review benefits administration for unintended equity effects across groups.
Session 2Comparing benefits administration with recognised practice
- Prepare the response for the most likely failure in payroll and benefits administration.
- Estimate the cost of benefits administration and the cost of leaving it unchanged.
- Plan the sequence in which improvements to payroll and benefits administration will be introduced.
- Ask employees what benefits administration feels like from their side.
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.