Improving of remuneration and motivation systems in the company

GOAL

Enhance overall company performance by building of efficient remuneration, stimulating motivation for high quality performance of the employees.

Content of the course

MODULE 1. Main principles of efficient remuneration system building.

1. Structure of total employee income
2. Concept and the base of remuneration system
3. Main theories of motivation
4. Types of payroll payments in accordance with Russian labor code
5. Connection between remuneration system and strategic priorities of organization
6. NON material base of remuneration
7. Role of base salary in remuneration system
8. Employee value proposition as a tool of HR brand positioning
9. Forming of variable part in remuneration
10. Actual labor market trends

MODULE 2. Salary surveys as a tool of analysis

1. Salary surveys as a tool of comparison on the market
2. Factors pf influencing on the regional index
3. Salary review principles based on market
4. Comparison method in current remuneration level vs market data

MODULE 3. Regulation peculiarities of base salary part regulation

1. Russian Labor code in base salary part
2. Allowances, compensations and additional payments: purpose, types, conditions
3. Regional index and percentage allowance

MODULE 4. Implementation of the grading systems

1. Purpose of grading systems
2. Main methods of position estimation: ранжирование, классификация, метод балльной оценки, factor method
3. Stages of grading system implementation:

• Definition of position estimation factors
• Analysis of jib functional content of the position
• Estimation of the position
• Grades forming

MODULE 5. Salary range systems implementation

1. Main principles of salary ranges system implementation:

• Definition of the salary rangesОпределение ширины окладных диапазонов
• Balance between
• Salary ranges conflict
• Regional ranges

1. Grading system implementation. Calculation practical test. Practical tips on exceptional cases out of frame of salary

MODULE 6. Compensations and additional payments

1. Types and purpose of additional payments and compensations
2. Conditions, steps of implementation, practical experience of usage

MODULE 7. Purpose and types of awarding payments. Building of awarding system

1. Meaning of variable part in overall remuneration package
2. Aims of bonus system
3. Types if incentive systems: short-term incentive, project work, one-off payments
4. Bonus system design:

• Setting of criteria of short-terms incentive: purpose and stages of bonus fund, payment cycles, conditions, postpones bonuses
• Team and individual components of awarding
• Connection between efficiency and awarding
• Exceptional achievements awarding

1. Special awarding tools to enhance high performance and innovative: formats, payment conditions
2. Lump sum payments: purpose, aims, types and conditions

MODULE 8. Awarding system for different management levels

1. Bonus system implementation for TOP management personnel
2. Bonus system implementation for production function personnel
3. Bonus system implementation for support function personnel
4. Bonus system implementation for commercial function personnel

MODULE 9. Forming of allowances and privileges system

1. Aim of allowances and privileges system
2. Structure and purpose of social package in overall remuneration system
3. Principles of compensation package creation:

• In accordance with company’s structure
• In accordance with grading system
• “café” principle
• Privileges monetization

1. Managing privileges and analysis of social package efficiency

DURATION AND ORGANIZATION

Lengths: 2 training days, 16 academic hours

Optimal number of the participants: 12-16 students

Dates: according to the schedule or request

Training format: open or corporate