Salary Package Programme

Salary Package Programme is addressed to Managers who wish to familiarise themselves with the latest models and trends in compensation and benefits. For Experts in the area of people management who are interested in or need to implement a comprehensive compensation and benefits system. For professionals who are interested in analysing the essential elements of remuneration strategy.

Salary Package Policy and Benefits in Business Strategy.

• Remuneration policy effectively transmits messages to an organisation's members regarding the organisation's cultural values and its strategic plans through its way of compensating them. It is therefore necessary to study the cultural and strategic implications that accompany the setting up of different compensation and benefits provisions. On the other hand, we need to study the interaction between remuneration policy and other people management policies.
• Integrating the rewards model with company strategy.
• An analysis of the relationship between the compensation and benefits policy and other people management policies.
• Company culture and compensation and benefits systems.
• An analysis of the interaction between motivation and the remuneration policy.

Full Salary Package Model.

• The compensation and benefits policy is the outcome of all the different practices introduced by people management as a reward for the contributions of an organisation's members. We therefore need to implement a remuneration model which combines all the possible remuneration provisions that an organisation can offer its employees.
• Changing the remuneration paradigm:The comprehensive compensation model.
• An analysis of the elements of the comprehensive compensation model.
• The intrinsic factors of compensation.

The Salary Structure.

• Internal equity and external competitiveness are the two essential components of the salary structure. We therefore need to analyse the remuneration technique in order to achieve and develop a salary structure that combines these two factors.
• Internal equity.
• External competitiveness.
• Salary bands and how to manage them.
• The evolution of the salary structure.

Variable Compensation Systems.

• Achieving a balance between fixed compensation and variable compensation is of crucial importance when it comes to balancing out company costs and adequately motivating an organisation's members. It is therefore extremely important to analyse and develop a remuneration technique that is conducive to introducing variable compensation systems.
• The advantages and drawbacks of variable compensation.
• Traditional variable compensation models.
• Objectives models of variable compensation.
• Variable systems based on objectives.

Compensation In Kind.

• Tax regulations and the negotiating power of companies allow for compensation in kind which is regarded as a competitive advantage for the companies that implement such compensation systems. Consequently, we need to look at compensation in kind and its implications from a taxation viewpoint.
• The advantages and drawbacks of compensation in kind for companies.
• The advantages and drawbacks of compensation in kind for workers.
• Studying compensations in kind from a tax legislation viewpoint.

Non Economic Compensations.

• Non economic compensations bring the compensation and benefits systems of organisations into line with the existing social and economic state of affairs and also enable companies to implement and develop rewards practices which address the needs of the company and its members. Furthermore, a broader concept, that of flexibility, also plays a decisive role in the comprehensive compensation system.
• The non-economic compensation concept and types.
• A study of non economic reward practices.
• Flexibility in compensation and benefits policies.
• Applying the model to different types of company.
• Company growth and reward models.