In all organizations, Human Resources is the greatest expense, so the administration of Compensation and Benefits must be of the highest quality. Well-trained Remuneration staff can monitor the systems in place and add a strategic perspective.

This exciting new combined program looks at the basic building blocks of effective benefits administration and then goes on to explore the Strategic dimensions – how the whole process can add ‘value for money’ and help the organization achieve its objectives.

Delegates can expect to develop a ‘toolkit’ of useful practices that will allow them to scrutinize the existing practices in their organizations and compare them to current good practices.


For delegates to be able to contribute to their organization’s compensation and benefits practice and strategy, delegates will be:

  • More effective, and contribute more to what and how of reward management
  • Have a firm methodological underpinning of compensation and benefit management
  • Clearer about what a Benefits strategy should look like and contain


  • Human Resources staff who are responsible for the administration and management of benefits and reward
  • Compensation and Benefits specialists who are new to the area or are looking for a refresher programmed
  • More senior HR staff who are interested in the ‘Strategic’ value of the Compensation and
  • Benefits area
  • Line managers who are responsible for managing and motivating staff – and need a better understanding of how to manage remuneration.


Compensation and benefits in the context

  • Philosophy of reward
  • Pay structures and systems
  • Psychological contract
  • Reward strategy
  • Job grades

Combining with other Organizational practices

  • Performance management
  • Competency frameworks
  • Career mapping
  • Job evaluation
  • Pay surveys

Motivation models

  • Motivation and money
  • Performance related pay
  • Recognition schemes
  • Team rewards
  • Upward appraisal
  • 360 appraisal

Equality and Diversity at Work

  • Contingent pay
  • Discrimination and diversity
  • Equal pay
  • Equal pay audits
  • Job analysis

Current good practice

Flexible benefits

  • National minimum wage
  • Sales staff
  • Profit sharing

Benefits Administration: Strategic Design and Execution International dimensions

  • International Perspectives
  • Multinational perspectives
  • The labor market and Human Resource Planning

Change Management

  • Dynamic organizations
  • Change management strategies
  • The changing context and nature of the employment relationship

Employee Involvement

  • Employee engagement
  • Employee participation
  • Trades Unions and Works Councils
  • Consultation

Pensions and other benefits

  • Pension schemes
  • Tax
  • Non-financial rewards
  • Total remuneration
  • Case study
  • Review of learning
  • Action planning


A variety of methodologies will be used during the course that includes:

  • Lectures
  • Case Studies and Self Questionaries
  • Group Work
  • Techniques
  • Role Play
  • Concepts
  • Pre-assessment and Post-assessment
  • Variety of Learning Methods