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IR/HR Module 4 (Batch 2): Rewards Management (Compensation and Benefits)
An event every week that begins at 12:00am on Friday, repeating until September 21, 2018
As often said, “Pay is a powerful communicator of values and direction.” Having a well-planned and designed rewards system does more than the usual goal of attract-retain-motivate. It should also be aligned or based on an HR strategy that is linked with a business blueprint.
Pay principles may remain the same for all employee groups, but design must recognize differences in each group. The workshop is designed to provide principles in compensation planning and design for the various employee groups in an organization. This workshop offers insights on how to design rewards programs for Executives, Exempts, and Non-exempts.
Pay administration practices will likewise be discussed to address pay programs and issues such as salary reviews, pay compression, red circles, etc.
At the end of the module, participants will be able to:
- Know how to design compensation package to the employees
- Conduct proper job evaluation
- Design salary and wage policy in the company
- Benchmark rewards management practices
- Understand how government workers and employers come up with a minimum wage and calculate distortion rates and pay inequality.
Course Content (3 days):
- Compensation Principles
- Job Evaluation Techniques
- Developing the Salary Structure
- Salary Administration
- Benefits Administration
- Trends in Rewards Management
- Strategic aspects
- Employee engagement/participation in policy formulation
- Total compensation and benefits philosophy and design
- Policy and legal aspects
- Wage and compensation policy at the national level
- The principle of equal pay for work of equal value
- Preventing and resolving wage distortion and internal inequity
- Case studies/group work
ERNIE CECILIA, DPM
Ernie has 41 years of experience and training in human resources management and consulting. He has held key HR posts in United Laboratories, Inc., Caltex (Philippines), Inc., and San Miguel Corporation, from 1975 to 2000. He went into full-time consulting practice in 2001. He negotiated the first ever performance-based CBA in the Philippines and developed other HR innovations.
Ernie was the Executive Director of the People Management Association of the Philippines (PMAP) in 2013. He also served as its 1999 President. He chairs the Human Capital Committee of the American Chamber of Commerce of the Philippines (AMCHAM), and is a member of the Strategic Issues Group that acts as consultant to the US Ambassador on Philippine affairs. He is the Co-Chairman of the Technical Working Group (TWG) on Labor Policy and Social Issues of the Employers Confederation of the Philippines (ECOP). Ernie is also a member of the National Tripartite Industrial Peace Council (TIPC), the consultative body of the President of the republic on labor relations. He also serves in other professional and non-governmental organizations (NGO) on poverty alleviation and other similar advocacies. He also chairs, or is in the Executive Committee, or a Judge in several award-giving bodies for outstanding companies, professionals and best practices in the country.
He is a regular columnist of the Philippine Daily Inquirer, the AMCHAM Business Journal, and the People Manager. He has authored more than 400 articles in local and foreign publications and published his own six books. In 2011, PMAP gave him the highest distinction as a Diplomate in People Management (DPM). PMAP members voted him as “Best Newspaper Columnist of the Year” in 2011 and 2012 for his Sunday Inquirer column. In 2014, he was elected as Chairman of the Accreditation Council of PMAP’s Society of Fellows in People Management.
Ernie also teaches at PMAP’s Asian Institute for Human Resources Management (AIHRM), the graduate school of business in the Lyceum of the Philippines University, the University of the Philippines Institute of Small Scale Industries (UPISSI), the UP School of Labor and Industrial Relations (UP-SOLAIR), and the (CESB) Career Executive Service Board’s continuing CESO education and training.
He took up BS in Business Administration at the University of the East, the Human Resources Executive Program in the University of Michigan, and the Economic Development Program at ILO in Turin, Italy.