2017 First Quarter Professional Development Courses: Sales Incentive Compensation, Employee Engagement Strategies, Total Rewards, Designing 'Salary Structures', Salary Survey Secrets For Competitive Pay & Performance,
Practical, Actionable, No-Nonsense, High-Performance, High Impact Courses:
A1 Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For The Competitive Edge
A2 Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions
B1 Compensation & Total Rewards Management Fundamentals For High Impact: Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With Relevant Local Applications & Cases
B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay: From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.-- Deploying SMARTer Practices, Techniques, & Tools For High Impact
B3 Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices & Processes That Work In High-Performance Organizations
B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers, Participation, Parsing Data, Proposals To Management, & Processes In Between
Board, Chief Officer, Leadership, & Strategic Level Series
• Executive Compensation & Corporate Governance Fundamentals: Emerging Tools For Strategic Alignment, Risk Management, Competitive Pay, etc.
• Rewards Strategy For High Performance & The Competitive Edge: Developing & Leveraging What Works In Top-Performing Companies
• Designing Incentive And Bonus Programs For Improved Performance: Learning & Leveraging Practices & Principles Of Top-Performing Companies
• Radical New Developments In Performance Management: Why Major Companies Are Dumping Established Practices, And What You Need to Do Now
• Expatriate Compensation and Global Mobility Fundamentals: High Impact Practices & Principles For Our Increasingly Complex & Changing Global Village
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-Development Courses In The Following:
• Compensation & Total Rewards Management Fundamentals: Comprehensive Introduction To Modern, World-Class Principles & Practices, With Relevant Local Applications & Cases
• Designing 'Salary Structures' That Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices & Tools
• Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices, Processes That Work In High-Performance Organizations
• Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For Competitive Edge
• Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions
• Executive Compensation & Corporate Governance Fundamentals
• The Performance Management Revolution: Latest And Greatest Of The Radical Global Changes In The Why, What, How, Who, When, For What …. Of Performance Management
FACILITATOR:
Mr. E. K. Torkornoo, A WorldatWork** Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has Over 25 years of industry experience:
• Leading & Delivering Sustainable Solutions For Fortune 500, FTSE 100, Fortune Global 2000, & Forbes 100 Arab World Employers And Clients (And Other Organizations, Large And Small);
• In Multiple Sectors: Oil & Gas; Banking & Financial Svces; Telecom/Tech; Mining; Manufacturing; Advertising & Media; Real Estate; Healthcare; NGOs, SOEs; Etc.;
• In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).
*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change.
Generous Discounts Early Registration, For 2 Or More Participants From The Same Sponsor; & Cash Incentives For Referrals.
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-Development Courses In The Following:
• Compensation & Total Rewards Management Fundamentals: Comprehensive Introduction To Modern, World-Class Principles & Practices, With Relevant Local Applications & Cases
• Designing 'Salary Structures' That Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices & Tools
• Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices, Processes That Work In High-Performance Organizations
• Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For Competitive Edge
• Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions
• Executive Compensation & Corporate Governance Fundamentals
• The Performance Management Revolution: Latest And Greatest Of The Radical Global Changes In The Why, What, How, Who, When, For What …. Of Performance Management
FACILITATOR:
Mr. E. K. Torkornoo, A WorldatWork** Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has Over 25 years of industry experience:
• Leading & Delivering Sustainable Solutions For Fortune 500, FTSE 100, Fortune Global 2000, & Forbes 100 Arab World Employers And Clients (And Other Organizations, Large And Small);
• In Multiple Sectors: Oil & Gas; Banking & Financial Svces; Telecom/Tech; Mining; Manufacturing; Advertising & Media; Real Estate; Healthcare; NGOs, SOEs; Etc.;
• In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).
*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change.
Generous Discounts Early Registration, For 2 Or More Participants From The Same Sponsor; & Cash Incentives For Referrals.
Carl Larson Resume v2 ENTERPRISE SOFTWARE AND SERVICES SALES LEADERCarl Larson
Sales, marketing, and customer success subject matter expert with hands-on B2B sales leadership experience at small, medium, and large organizations. Consistently successful and notably grows sales revenue, gross profit margins, and market share to exceed objectives. Recognized as a champion at building, re-building, and transforming best in class sales organization performance, operational process excellence, and customer outcomes. Develops new business customers, grows existing customer revenues, and introduces new product offerings to penetrate new markets. Recognized for excellence in effective sales prospecting, business-value qualification, executive relationship building, proof of value, win-win contract negotiation, and closing sales.
I am very happy to discuss details further as I am actively seeking positions, Remote or Dallas-based, in a Strategic Leadership capacity for Project Management that is Marketing and/or Communications based and customer focussed in nature, creative, as my strengths to contribute to creatively and passionately to a great organization!
Show me the money! Sales compensation plans that won't failOpenView
Compensation plans are extremely powerful tools for influencing Sales results...when done right!
If done incorrectly, they can back-fire, demotivate and even distract to your sales team.
In this webinar, we will address the frequently asked question, "How do I design a compensation package for my sales team?"
Sales strategy consultant Michael Hanna will discuss the 7 critical, but commonly overlooked factors for designing and implementing sales compensation plans to keep your team focused and motivated.
EDA of San Francisco Employee Compensation for Fiscal Year 2014-15Sagar Tupkar
An Exploratory Data Analysis of the dataset of San Francisco Employee Compensation for Fiscal Year 2014-15 obtained from (www.data.sfgov.org) was performed as a part of the course curriculum at MS-Business Analytics at University of Cincinnati. After extensive cleaning, filtering and manipulation using R, SAS and Advanced Excel to detect potential outliers, the dataset was reduced to 83946 observations and 18 variables to probe into the statistics and draw insightful information using MS-SQL. The results of analysis are presented graphically for better data-visualization using Tableau
Action-Oriented Professional Development In: Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
Practical, No-Nonsense, High-Impact, Solutions-Oriented,
Carl Larson Resume v2 ENTERPRISE SOFTWARE AND SERVICES SALES LEADERCarl Larson
Sales, marketing, and customer success subject matter expert with hands-on B2B sales leadership experience at small, medium, and large organizations. Consistently successful and notably grows sales revenue, gross profit margins, and market share to exceed objectives. Recognized as a champion at building, re-building, and transforming best in class sales organization performance, operational process excellence, and customer outcomes. Develops new business customers, grows existing customer revenues, and introduces new product offerings to penetrate new markets. Recognized for excellence in effective sales prospecting, business-value qualification, executive relationship building, proof of value, win-win contract negotiation, and closing sales.
I am very happy to discuss details further as I am actively seeking positions, Remote or Dallas-based, in a Strategic Leadership capacity for Project Management that is Marketing and/or Communications based and customer focussed in nature, creative, as my strengths to contribute to creatively and passionately to a great organization!
Show me the money! Sales compensation plans that won't failOpenView
Compensation plans are extremely powerful tools for influencing Sales results...when done right!
If done incorrectly, they can back-fire, demotivate and even distract to your sales team.
In this webinar, we will address the frequently asked question, "How do I design a compensation package for my sales team?"
Sales strategy consultant Michael Hanna will discuss the 7 critical, but commonly overlooked factors for designing and implementing sales compensation plans to keep your team focused and motivated.
EDA of San Francisco Employee Compensation for Fiscal Year 2014-15Sagar Tupkar
An Exploratory Data Analysis of the dataset of San Francisco Employee Compensation for Fiscal Year 2014-15 obtained from (www.data.sfgov.org) was performed as a part of the course curriculum at MS-Business Analytics at University of Cincinnati. After extensive cleaning, filtering and manipulation using R, SAS and Advanced Excel to detect potential outliers, the dataset was reduced to 83946 observations and 18 variables to probe into the statistics and draw insightful information using MS-SQL. The results of analysis are presented graphically for better data-visualization using Tableau
Action-Oriented Professional Development In: Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
Practical, No-Nonsense, High-Impact, Solutions-Oriented,
Slideshow from the popular webinar in which Pepperi hosted David Fritz – guru, thought leader, and frequent speaker in the field of sales rep compensation and incentive design. In the webinar David shared his incentive compensation pitfalls to avoid.
The slideshow features the main points for the roadmap for creating a highly motivating, simple, and coherent sales incentive program.
You will learn the do’s and don’ts of smart incentive programs, including:
- Challenges and pitfalls
- Design decisions
- Techniques to retain top talent
- Communication and change management
Sales Compensation: Tips and Tricks to Building a Powerful PlanRingLead
We’ve all heard Tom Cruise’s famous line from Jerry Maguire, but showing your sales team members "the money" is often a complicated equation. In this webinar, you’ll learn the tactics and secrets for designing, planning and implementing powerful sales compensation packages that yield results and actually scale.
In the webinar, CeCe Bazar, sales expert at OpenView Venture Partners, lead a discussion with John Kosturos, head of sales at RingLead, and Howard Brown, CEO of RingDNA centered on building a powerful sales compensation plan.
You'll learn:
- The secrets to creating an effective compensation plan
- How to automate the compensation process with technology
- How to make sure your data is strong for accurate compensation, reporting and lead routing
Similar to 2017 First Quarter Professional Development Courses: Sales Incentive Compensation, Employee Engagement Strategies, Total Rewards, Designing 'Salary Structures', Salary Survey Secrets For Competitive Pay & Performance,
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-Development Courses In The Following:
• Compensation & Total Rewards Management Fundamentals: Comprehensive Introduction To Modern, World-Class Principles & Practices, With Relevant Local Applications & Cases
• Designing 'Salary Structures' That Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices & Tools
• Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices, Processes That Work In High-Performance Organizations
• Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For Competitive Edge
• Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions
• Executive Compensation & Corporate Governance Fundamentals
• The Performance Management Revolution: Latest And Greatest Of The Radical Global Changes In The Why, What, How, Who, When, For What …. Of Performance Management
FACILITATOR:
Mr. E. K. Torkornoo, A WorldatWork** Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has Over 25 years of industry experience:
• Leading & Delivering Sustainable Solutions For Fortune 500, FTSE 100, Fortune Global 2000, & Forbes 100 Arab World Employers And Clients (And Other Organizations, Large And Small);
• In Multiple Sectors: Oil & Gas; Banking & Financial Svces; Telecom/Tech; Mining; Manufacturing; Advertising & Media; Real Estate; Healthcare; NGOs, SOEs; Etc.;
• In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).
*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change.
Generous Discounts Early Registration, For 2 Or More Participants From The Same Sponsor; & Cash Incentives For Referrals.
2017Q1 Courses In Sales Incentive Design, Compensation & Total Rewards, Salary Structures, Market Pricing Methodology, Employee Engagement, Etc.: Practical, Actionable, No-Nonsense, High-Performance, High Impact Approach
Courses Available In Current Period
The following courses are available in the current period (with additional courses in the pipeline or for customized delivery upon request):
1. Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For Competitive Edge;
2. Compensation & Total Rewards Management Fundamentals For High Impact: Modern/Leading-Edge, World-Class Practices & Principles With Relevant Local Applications & Cases;
3. Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices & Tools;
4. Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices, Processes That Work In High-Performance Organizations?
Course Description: Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For The Competitive Edge (September 20 TO 22, 2016).Registration Deadline: September 13, 2016.
Expertise:
SAAS, ICT, Cloud Computing, CAD/CAM Software, Lean Manufacturing and Operations, Modern Methods of Construction, Green and Environmental Building Technologies, Web-Based CRM and ERP Systems, E-Commerce, International Business Development, Market Research, Marketing, Project Management, Software Development, Electronics and Telecom Engineering, IP-Based Systems, and Multimedia.
Skills:
Proven track record of leadership in rapidly-growing organizations including Start-up and IPO successes.
Combined expertise in Strategic Planning, Marketing and Sales, and sophisticated Technology Skills.
In-depth experience in establishing and fostering strategic partnerships with C-level clients, vendors and business partners worldwide, ensuring successful implementation of technology-based solutions.
Organized, take-charge professional with exceptional follow-through skills and detail-orientation, with an ability to plan and oversee projects from conception to successful conclusion.
Proven leadership qualities in managing diversified teams and leading by example, expertise in bottom-up goal-setting and performance assessment and improvement mechanisms.
Exceptional problem-solving, negotiation, time management, and presentation skills.
Technology Leader,
Strategic Leader,
IT Executive,
IT Business Partner,
Business Technology Partner, Executive,
Chief of Staff,
Executive Director,
Chief Business Officer,
IT Leader,
IT/Finance,
VP IT Relationship Management ,
Business Partner Driving Cross-Functional Alignment of IT Strategy, Programs & Services
PMO Leadership
IT Strategy
Resume for Mark Adcock - an experienced Senior Marketing Manager with a broad set of skills spanning deep technical to broad tactical. Specializing in Mobile Devices, Brand Marketing, and Experiential Events. Currently seeking new opportunities in San Francisco.
I am very happy to discuss details further as I am actively seeking positions, Remote or Dallas-based, in a Strategic Leadership capacity for Project Management that is Marketing and/or Communications based and customer focussed in nature, creative, as my strengths to contribute to creatively and passionately to a great organization!
E-mail: - rajesh24feb@yahoo.com, Contact: -+91- 9455414018
Dynamic, results-oriented leader with a strong track record of performance in turnaround and high-paced organizations with 7 years successful experience
in analysis ,insights and team approach to drive organizational improvements and implementation of best practices. Superior interpersonal skills, capable of resolving multiple and complex (sales, human resources, legal, financial, operational) issues and motivating staff to peak performance and having expertise in in providing fiscal, strategic and operations leadership in uniquely challenging situations.
Additional areas of expertise include:
• Strategy, Vision & Mission Planning
• Sales & Marketing Leadership
• Billing, Collections & Cash Management
• Contract Negotiations & Strategic Alliances • Finance, Budgeting & Cost Management
• Public Relations & Media Affairs
• Government Regulations & Relations
• Human Resources Management
• Team Building & Performance Improvement
Similar to 2017 First Quarter Professional Development Courses: Sales Incentive Compensation, Employee Engagement Strategies, Total Rewards, Designing 'Salary Structures', Salary Survey Secrets For Competitive Pay & Performance, (20)
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
2017 First Quarter Professional Development Courses: Sales Incentive Compensation, Employee Engagement Strategies, Total Rewards, Designing 'Salary Structures', Salary Survey Secrets For Competitive Pay & Performance,
1. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 1 of 20
Professional Skill-Development Courses: Practical, Actionable, No-Nonsense, High-Performance, High Impact
VENUE: The New Conference Center, City Escape Hotel, Prampram Road, Accra, Ghana, West Africa*
Limited Class Sizes. BIG DISCOUNTS For EARLY REGISTRATION & Multiple Participants. Cash Incentive Payment For Referrals.
# List Of Current Course Titles Target
Participants
Dates (Duration) Deadline For Paid
Registration
A1 Sales Incentive Compensation Design For Higher Performance And Impact: Practical
Essentials For The Competitive Edge
CEOs, CSOs, CMOs,
CFOs, CHROs, Sales
Leaders &
Managers, Etc.
Tuesday, February 7, 2017 TO Thursday,
February 9, 2017 (3 Days)
Tuesday, January
31, 2017
A2 Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design,
Development, Delivery & Decisions
Demand Driven. Contact Us To Register Interest
B1 Compensation & Total Rewards Management Fundamentals For High Impact:
Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With
Relevant Local Applications & Cases
Future, New, &
Current Leaders,
Consultants,
Specialists, &
Analysts In
Compensation,
Total Rewards, HR,
& General
Management
Tuesday, February 21, 2017 TO
Thursday, February 23, 2017
(3 Days)
Tuesday, February
14, 2017
B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay: From Salary
Surveys To Modern ‘Market Pricing’ Methodologies, Etc.-- Deploying SMARTer
Practices, Techniques, & Tools For High Impact
Tuesday, March 7, 2017 TO
Wednesday, March 8, 2017
(2 Days)
Tuesday, February
28, 2017
B3 Employee Engagement Strategies & Techniques For Sustainable High Performance:
Deploying Proven Practices & Processes That Work In High-Performance Organizations
Demand Driven. Contact Us To Register Interest
B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
Participation, Parsing Data, Proposals To Management, & Processes In Between
Board, Chief Officer, Leadership, & Strategic Level Series
Executive Compensation & Corporate Governance Fundamentals: Emerging Tools For Strategic Alignment, Risk Management, Competitive Pay, etc.
Rewards Strategy For High Performance & The Competitive Edge: Developing & Leveraging What Works In Top-Performing Companies
Designing Incentive And Bonus Programs For Improved Performance: Learning & Leveraging Practices & Principles Of Top-Performing Companies
Radical New Developments In Performance Management: Why Major Companies Are Dumping Established Practices, And What You Need to Do Now
Expatriate Compensation and Global Mobility Fundamentals: High Impact Practices & Principles For Our Increasingly Complex & Changing Global Village
Boards, CEOs,
CSOs, CHROs,
CFOs,
Strategists,
Rewards
Leaders, &
Consultants
Demand
Driven.
Contact Us To
Register
Interest
*Fees Cover Tuition / Facilitation, Course Materials (PowerPoints, Handouts, Case Studies, Exercises, Etc.), Snacks, Lunch, And A Certificate of Active Participation.
Get Fees, Course Descriptions, Registration, Etc.: By Email: CompRewardsPro@gmail.com OR By Phone: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718.
FACILITATOR: Mr. E. K. Torkornoo, A WorldatWork Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has over 25 years of experience:
Delivering Sustainable Solutions In Multinational Corporations & Other Organizations (Large, Medium, & Small);
In Multiple Sectors: Telecom/Tech; Banking, Financial Services; Oil & Gas; Mining; Manufacturing; Advertising / Media; Real Estate; Healthcare; SOEs; Etc.;
In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).
*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change. Generous Discounts & Cash Incentives For 2 Or More Participants From The Same Sponsor, And For Referrals.
(Specialists In Sales Compensation, Total Rewards, High-Performance Management, Leadership and Professional Learning & Development,
Transformation, Change, Organizational Development, Human Resource & Talent Management)
2. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 2 of 20
Table Of Contents
Course Link To Brief Course Description
(Behavioral Objectives, Summary of Topics, Etc.)
A1 Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
A2 Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions
B1 Compensation & Total Rewards Management Fundamentals For High Impact: Comprehensive
Introduction To Leading-Edge, World-Class Practices & Principles,
With Relevant Local Applications & Cases
B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:
From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.—
Deploying SMARTer Practices, Techniques, & Tools For High Impact
B3 Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying
Proven Practices & Processes That Work In High-Performance Organizations
B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
Participation, Parsing Data, Proposals To Management, & Processes In Between
3. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 3 of 20
COURSE TITLE:
Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
A. Design and execute Sales Incentive Compensation programs that deliver Higher Performance!
B. Align Sales Incentive Compensation Design With Company Strategy and Sales Goals;
C. Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Incentive Compensation plans;
D. Assess and pinpoint the causes of failure in Sales Incentive Compensation Design and execution; Determine what is not working, why, and how to
fix them;
E. Determine the feasibility of inclusion and exclusion of various features of Sales Incentive Compensation Design;
F. Analyze a variety of key macro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation
Design;
G. Analyze a variety of key micro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation
Design;
H. Develop a hierarchy of links among the following key macro-environmental factors as necessary for preparing successful custom-designed Sales
Incentive Compensation Design: Business Model, Business Strategy, Product/Service Models, Organization Structure, Marketing, Sales
Management, Sales Force Design, Sales Job Design, Types of Sales Roles, etc.;
I. Develop and deploy the comprehensive Compensation Program Approach in Sales Incentive Compensation Design;
J. Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Incentive
Compensation Design: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy
Line(s), Compensation Structure;
K. Develop and deploy appropriate Sales Incentive Compensation Implementation & Communications;
L. Develop and deploy Sales Incentive Compensation Monitoring, Metrics, Measurements, and Evaluation;
M. Develop reports based on assessment of effectiveness of implementation of Sales Incentive Compensation programs;
N. Design, develop and deploy Sales Incentive Compensation programs for a variety of situations in including the following: Changing Strategy;
Product Life Cycle Variations; New Sales Roles; SPIFFs, etc.;
O. Design, develop, and deploy industry- and sector-specific Sales Incentive Compensation programs for a variety of settings: Fast Moving Consumer
Goods, Telecommunications, Banking & Financial Services, Real Estate, Automotive Sales, Manufacturing, Durable Goods, Hotel and Hospitality,
etc.;
P. Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Incentive Compensation Design;
4. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 4 of 20
COURSE TITLE:
Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
Q. Develop and update comprehensive Sales Incentive Compensation Plan Descriptions to address specific needs of a company.
SUMMARY OF TOPICS COVERED
The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):
A An indicative list of topics to be covered include the following:
Introduction To, And Importance of, Sales Compensation
Macro Context / Environment Of Sales Compensation
Micro Context of Sales Compensation
Motivation: Characteristics & Motivation of Sales Persons and Sales Teams
Design Fundamentals: Extensive Details Of Sub-Topics Of This Section In The Full Course Brochure*
Master Plan: Sample Sales Incentive Plan Document
Mastering Design Fundamentals Through Examples, Excel, Case Studies, Practice, & Other Applications
Takeaways Of Sales Incentive Compensation Design
*Note On Design Fundamentals Section Sub-Topics
Further / Extensive Details Of Sub-Topics Of This Section In The Full Course Brochure
Back to Table Of Contents
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COURSE TITLE:
Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
Design and execute Sales Quota Programs that deliver Higher Performance!
Align Sales Quota Design With Company Strategy and Sales Goals;
Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Quota programs;
Assess and pinpoint the causes of failure in Sales Quota program execution; Determine what is not working, why, and how to fix them;
Determine the feasibility of inclusion and exclusion of various features of Sales Quota Design;
Analyze a variety of key macro-environmental, as well as micro-environmental, factors as necessary for preparing successful custom-designed
Sales Quota programs;
Trends And Practices In Sales Quotas
Identify, select, and utilize appropriate approach from among Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales
Quota Setting for your specific situation
Utilize appropriate Processes, Tools, & Templates in Quota Setting
Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Quota
programs: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy Line(s),
Compensation Structure;
Develop and deploy appropriate Sales Quota programs Implementation & Communications;
Develop and deploy Sales Quota programs Monitoring, Metrics, Measurements, and Evaluation;
Develop reports based on assessment of effectiveness of implementation of Sales Quota programs;
Design, develop and deploy Sales Quota programs for a variety of situations in including the following: Changing Strategy; Different Product Lines
and Channels, Product Life Cycle Variations; New Sales Roles; etc.;
Design, develop, and deploy industry- and sector-specific Sales Quota programs for a variety of industry settings
Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Quota programs;
Develop and update comprehensive Sales Quota Program Descriptions to address specific needs of a company
6. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions
SUMMARY OF TOPICS COVERED
The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):
1. Introduction To, & Definition Of, Sales Quota
2. Overview Of Rationale For / Importance of Sales Quotas
3. Sales Quotas Context: Factors Influencing Sales Quotas
4. Trends And Practices In Sales Quotas
5. Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales Quota Setting
6. How To Set Quotas: Processes, Tools, & Templates Of Quota Setting
7. Sales Quota Case Studies, Exercises, & Applications
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Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Compensation & Total Rewards Management Fundamentals For High Impact:
Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles,
With Relevant Local Applications & Cases
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
Assess and make very important decisions for the individual pursuit of serious structured technical professional development and investments,
based on a comprehensive introduction to fundamentals of the subject matter in what is undoubtedly one of the hottest, most lucrative, and
most solid specialties world-wide in Human Resource Management
Perform well-structured contextual analysis of ‘Hot’ Developments in Compensation & Total Rewards affecting decision-making in strategy and
operations
Leverage professionally sound technical taxonomy and definitions (versus extremely misleading pedestrian terminology) in the diagnosis, design,
development, delivery, and data & performance management of programs in Compensation and Total Rewards
Perform balanced, multi-faceted contextual analysis of programs in Compensation and Total Rewards for improved design and impact
Diagnose, Design, And Develop alignment between Company Strategy on the one hand, and HR Strategy and Rewards Strategy on the other hand
Leverage well-established principles in Psychology, Motivation, And Behavior in the diagnosis, design, development, and delivery of programs in
Compensation and Total Rewards that have superior impact
Utilize appropriate Frameworks & Models in the diagnosis, design, development, and delivery of superior programs in Compensation and Total
Rewards
Utilize The Rewards Program approach in performing improved diagnosis, design, development, and delivery of programs, to ensure high degrees
of alignment, consistency, efficiency, and effectiveness of decision-making and implementation
Utilize hierarchical structure of relationship among the following levels, units, and dimensions of analysis in the diagnosis, design, development,
and delivery of more effective programs in Compensation And Total Rewards: Rewards Philosophy, Rewards Strategy, Rewards Systems, Rewards
Mix, Rewards (Competitive) Policy Line, Rewards Structure, Rewards Program Implementation / Administration
Develop and utilize technically sound distinctions among otherwise regularly-confused matters of Strategic Goals, Versus Operational Objectives,
Versus Ideal Characteristics of programs in Compensation & Total Rewards
Develop appropriate strategy and tactics for leveraging the combined effect of the following programs in a Total Rewards context to achieve
higher impact: Employee Benefits Programs; Work-Life Balance Program; Recognition Programs; Performance Management Programs; Talent
Development Programs
8. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Compensation & Total Rewards Management Fundamentals For High Impact:
Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles,
With Relevant Local Applications & Cases
Utilize fundamental elements of Rewards Analytics (Measurement, Metrics, and Markets, etc.) in the diagnosis, design, development, and
delivery of more effective Compensation and Total Rewards Programs
Assess and determine the relevance and impact of Special Developments, Issues, and Topics in Compensation and Total Rewards as applied to
their own organization and context.
SUMMARY OF TOPICS COVERED
NOTE: Topics for this “fundamentals” course will be extracted from key sections of my forthcoming practitioner-oriented publication, “A Manual Of
Compensation And Total Rewards” (A Guide For Practitioners) as can be feasibly compressed into the duration of the course. As a broad indication
of the scope of the subject matter (and to give current and future practitioners, some indication of the potential areas of coverage for future
professional development, the full table of contents of that forthcoming publication is attached OR available (NOTE: The table of contents alone is
detailed in over 20 pages of highly-structured topics and sub-topics). For the purpose of this course, the simpler, high-level list of topics includes the
following:
1. Introduction, Importance, And ‘Hot’ Developments in Compensation & Total Rewards
2. Working Definitions And Language of Compensation and Total Rewards
3. The Context And Environment of Compensation and Total Rewards
4. Strategic Context: Company Strategy, HR Strategy, Rewards Strategy
5. Strategic Goals, Operational Objectives, Ideal Characteristics Of Compensation & Total Rewards – Important Distinctions
6. Psychology, Motivation, And Behavior For Compensation and Total Rewards
7. Framework & Models of Compensation and Total Rewards
8. The Rewards Program: Overview Of The Cascade of Critical Decisions In Compensation And Total Rewards
9. Rewards Philosophy and Rewards Strategy
10. Rewards Systems
11. Special Note on Performance-Based Rewards Systems & Pay Increases
12. Rewards Mix
13. Rewards (Competitive) Policy Line
9. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Compensation & Total Rewards Management Fundamentals For High Impact:
Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles,
With Relevant Local Applications & Cases
14. Rewards Structure Versus Salary Structure, Pay Structure, etc.: Elements And Terminology, Distinctions, Diagnosis, Design, Development,
Delivery, Data Management, etc.
15. Rewards Structure: Developing ‘Structure’ From Salary Surveys and Rewards Studies using ‘Market Pricing’ Methodology, Etc.
16. Rewards Program Implementation And Communications
17. Strategic Alignment of other Components of Total Rewards Programs For Best Impact: Employee Benefits, Recognition, Work-Life Effectiveness,
Performance Management, Talent Development.
18. Special Rewards Programs – Brief Overview Of Executive Compensation, Sales Compensation, Global Mobility And Expatriate Rewards, etc.
19. Special Developments, Issues, and Topics In Compensation And Total Rewards
Back to Table Of Contents
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COURSE TITLE:
Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:
From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.—
Deploying SMARTer Practices, Techniques, & Tools For High Impact
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
Upon active and diligent completion of this course, participants should be able to:
Perform due diligence in planning, sourcing, analysis, and utilization of compensation and rewards data from reputable survey providers,
including considerations of: balanced portfolio of target salary surveys and reward studies; e sound criteria in selection; technically sound
preparation of data for participation in Multiple Salary Surveys and studies; risk mitigation steps to protect data; analysis of third-party Salary
Surveys; smarter procurement, acquisition, & access to Salary Survey data and reports; rigorous technical analysis of Survey Report Data &
Practices; etc.
Develop or review the Company Competitive Pay Policy Lines for Employee Segments
Perform technically superior Market-Referenced Job Pricing, aka ‘Market Pricing’
Develop new Salary Structure That Make Sense relative to the following considerations, among others:
o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive
Reward Program Approach
o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications
o Single Versus Multiple Spine and Considerations Of Employee Segmentation
o Balancing Internal Consistency And External Competitiveness
o Range Overlaps Versus No Overlaps
o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint
Progression, etc.
o Broad Band Salary Structure Versus Traditional Narrow Bands
o Open Ranges Versus Traditional Steps / Notches
o Other Salary Structure considerations
Determine Financial Impact under various scenarios
Develop And Sell Policy Proposals To Management, etc.,
Develop Procedural Arrangements for implementation of salary structure and related policies
Design, develop, deploy, and monitor effectiveness of promotional Messaging And Employee Engagement relative to salary survey and reward
11. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 11 of 20
COURSE TITLE:
Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:
From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.—
Deploying SMARTer Practices, Techniques, & Tools For High Impact
programs
Solve Problems related to Salary Structures programs and processes, Etc., Etc.
SUMMARY OF TOPICS COVERED
The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):
Compensation And Reward Surveys And Studies:
.1. Salary Survey Planning And Strategy
.2. Salary Survey Provider Selection
.3. Preparing Your Data For Multiple Salary Surveys
.4. Protecting Data Privacy In Salary Surveys
.5. Participating In Surveys
.6. Procuring Survey Reports & Access
Parsing, Probing, & Pondering Survey Report Data & Practices
Pay Policy Lines And Positioning Against Competition
Pricing Jobs (Market-Referenced Job Pricing, aka ‘Market Pricing’): Method To The Madness
Preparing Salary Structure(s) That Make Sense
o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive Reward
Program Approach
o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications
o Single Spine? Multiple Spines? Employee Segmentation?
o Balancing Internal Consistency And External Competitiveness
o Range Overlaps Versus No Overlaps: Rationale And Application
o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint
Progression, etc.
o Broad Band Salary Structure Versus Traditional Narrow Bands
o Open Ranges Versus Traditional Steps / Notches
12. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:
From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.—
Deploying SMARTer Practices, Techniques, & Tools For High Impact
o Issues With Salary Structures
o Other Considerations
Policy Proposals To Management, etc.,
Procedural Arrangements For Implementation
Promotional Messaging And Employee Engagement
Problem-Solving Practice Exercises
Postscript, Etc., Etc.
Back to Table Of Contents
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Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 13 of 20
COURSE TITLE:
Employee Engagement Strategies & Techniques For Sustainable High Performance:
Deploying Proven Practices & Processes That Work In High-Performance Organizations
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
Leverage deep insights on the significant positive Financial, Operational, & Organizational outcomes associated with
Employee Engagement in High- Performing companies to develop Goals and Measures for measurable change;
Develop structured responses to well-reviewed Contextual Factors and Trends affecting Employee Engagement;
Deploy appropriate Framework and/or Models of Employee Engagement for structured, high-impact change;
Leverage deep insights on Key Drivers of Employee Engagement in programs of change;
Develop comprehensive programs of change (diagnosis, design, development, delivery, data review, etc.) for improving
Employee Engagement & performance;
Leverage deep insights from multiple Case Studies to support programs of sustained positive change;
SUMMARY OF TOPICS COVERED
The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):
Introduction, Definitions, And Importance Of High Performance And Employee Engagement
o Introduction
o Examples Of Challenges / Problems / Regrettable Cases Of High-Performance And Employee Engagement
o Definitions
o What Is High Performance And How Do High Performing Companies Look?
o What Is Employee Engagement?
o Differentiating Employee Engagement From Job Satisfaction, Commitment, & Related Concepts
o A Continuum Of Engagement: Understanding How Far We Have Come
o Importance & Impact Of High Performance And Employee Engagement
The Context / Environment Of Employee Engagement
o The Economic Context Of Employee Engagement: Economic Environment, Competition, Business Cycles, Booms & Busts, And
14. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
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COURSE TITLE:
Employee Engagement Strategies & Techniques For Sustainable High Performance:
Deploying Proven Practices & Processes That Work In High-Performance Organizations
Related Matters
o Socio-Demographic Context Of Employee Engagement
o Legal & Regulatory Environment Of Employee Engagement
o Technology Environment Of Employee Engagement
o Other Macro Context Considerations
Frameworks & Models Of Employee Engagement & Impact
o A Systems Approach
o Behavioral Science Approach
o Attitude-Behavior-Contribution-Delivery Continuum Approach
o Other Approaches
A Comprehensive OD Approach To Employee Engagement For High Performance
o Dimensions Of Engagement For High Performance
o Diagnosis Of Engagement For High Performance
o Design Of Engagement For High Performance
o Delivery / Deployment Of Engagement For High Performance
o Data Management, Measurement And Metrics Of Engagement For High Performance
Making It Happen: A Look At An Overall Approach
Making It Happen: Case Studies In Employee Engagement For High Performance: Causes, Courses, Constructs, And Consequences
Of Change
o What Do High Performers Do About Engagement?
o What Do Low Performers Do Or Fail To Do About Engagement?
o What Lessons Do We Learn From These Situations
o Selected Applications From Specific Industries
Employee Engagement Trends, Issues, & Solutions: Global, Regional, Etc.
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Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
Participation, Parsing Data, Proposals To Management, & Processes In Between
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
Determine and Use Appropriate Salary Surveys in the diagnosis, design, development, and delivery of appropriate competitive solutions to
address organizational issues. This overarching behavioral objective includes the following:
Leverage appropriate technical terminology to perform professionally sound matching, analysis, comparisons, decisions, and recommendations
relative to the use of salary surveys;
Develop strategy-aligned planning and budgeting for the utilization of Salary Surveys and supporting resources for specific circumstances of their
organizations;
Perform technically sound analysis and comparisons in making decisions on Provider Selection For Salary Surveys;
Perform technically sound preparations of assure internal readiness of company data use in Multiple Surveys and studies;
Perform technically sound due diligence to ensure protection of company payroll data privacy in Salary Surveys;
Lead company teams in timely and efficient participation in multiple surveys;
Perform technically sound preparations to ensure timely and adequate procurement of (or access to) required Survey Reports, as well as other
supporting resources;
Perform technically sound Parsing, Probing, & Pondering of Survey Report Data & Practices; Leverage appropriate studies, software, platforms,
and tools in performing analysis, and development of appropriate proposals to management;
Perform technically sound analysis to determine appropriate Pay Policy Lines And Positioning Against Competition;
Perform technically sound Pricing of Jobs using Market-Referenced Job Pricing methodology, (aka ‘Market Pricing’);
Develop basic Salary Structure(s) under alternative assumptions, and perform basic analysis related to the same;
Develop and present Policy Proposals To Management based on utilization of salary survey and other resources;,
Develop Procedural Arrangements For Implementation Of Management Decisions;
Develop key elements of Promotional Messaging, EVP, And Employee Engagement programs aligned with strategy and use of salary surveys;
Develop road maps for maintaining currency and preparation for developments in the market.
16. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
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COURSE TITLE:
Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
Participation, Parsing Data, Proposals To Management, & Processes In Between
SUMMARY OF TOPICS COVERED
The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):
1. Prologue / Introduction To Salary Surveys
2. Planning And Strategy For Salary Surveys
3. Provider Selection For Salary Surveys
4. Preparing Your Data For Multiple Surveys
5. Protecting Payroll Data Privacy For Salary Surveys
6. Participating In Surveys
7. Procuring Survey Reports & Access
8. Parsing, Probing, & Pondering Survey Report Data & Practices
9. Pay Policy Lines And Positioning Against Competition
10. Pricing Jobs (Market-Referenced Job Pricing, aka ‘Market Pricing’)
11. Preparing Salary Structure(s) That Make Sense
12. Policy Proposals To Management,
13. Procedural Arrangements For Implementation Of Management Decisions
14. Promotional Messaging, EVP, And Employee Engagement
15. Post Script On Salary Surveys And Applications, Etc., Etc.
Back to Table Of Contents
17. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 17 of 20
WHO ARE WE &
WHO ARE OUR LEARNING FACILITATORS?
We are Industry-seasoned, Practical, Hands-On, Solutions-Oriented Management Advisors with specialization in Sales Compensation, Total
Rewards (Compensation, Benefits, etc.), High-Performance Management, Human Capital Strategy, Human Resource & Talent
Management. As needed, we work with a number of industry-seasoned associates who mirror our values and approach. Our Principal
Advisor & Lead Facilitator holds the regionally-rare Certified Compensation Professional (CCP) qualification from WorldatWork, The
leading Global Association for professionals in Compensation and Total Rewards, with the following additional qualifications, among
others:
OVERVIEW: Over 25 years of experience in developing solutions for multi-national corporations and other organizations in Africa,
Europe, North America, Middle East, and Asia;
SECTORS: Oil & Gas / Energy; Banking, Asset Management, Insurance, & Financial Services; Telecommunications and Technology;
Mining / Resource Development; Integrated Marketing Communications; Consulting / Professional Services; Manufacturing; Real
Estate; Healthcare; Education; Diversified Public Sector And State-Owned Enterprises, etc.;
ROLES: In addition to Direct Advisory roles to Boards, CEOs, Senior Executives and Management, the Lead Facilitator has extensive
direct experience in industry as a Head, Director, Manager, Leader, and/or Specialist in Sales Compensation, Compensation, Total
Rewards, Human Capital, Performance Management, Leadership & Professional Learning & Development, Talent & Human Resource
Management, Direct Sales, Strategy, etc.;
EDUCATION: Graduate Education at University of Minnesota (USA), IESE (Spain), & London School of Economics (UK) with
specialization in Compensation and Reward Systems, Change Management, and Human Resources Management. Undergraduate
education at University of Ghana (Legon) with specialization in Business Administration;
LEARNING FACILITATION & FACULTY ROLES: Extensive experience in solutions-oriented facilitation of Learning & Development in
programs for Boards, Senior Management, Leaders, and Professionals from numerous companies in the Private Sector, as well as Non-
Profits, and Public Sector. Extensive experience in faculty roles in Graduate, Senior, & Executive level courses in multiple universities,
with heavy emphasis on industry-relevant skill-building in problem-solving (developing and implementing solutions to real-world
problems) using case studies, simulations, and practice relevant to learner contexts: companies, cultures, countries, continents, etc.
FACILITATION STYLE: Facilitation leverages hands-on, practice-based, problem-solving approaches and other wealthy experiences and
styles so that participants are uniquely prepared to become real leaders of sustainable Change!
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18. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 18 of 20
OUR APPROACH
As needed, we work with a number of industry-seasoned associates who mirror our values and
approach:
PRACTICAL SOLUTIONS: We bring Results-oriented, Practical / Hands-on, Professional, Innovative,
Realistic, Actionable Solutions to organizational challenges. We use a variety of methods (including
locally relevant case studies and simulations) to help you develop essential problem-solving skills. We
do NOT believe in the predominantly theoretical, textbook drivel served in some circles.
PROVEN EXPERIENCE: We draw from proven practices, sound principles, and insights from successful
personal experiences from multiple sectors in North America, Europe, Middle East, Asia, and Africa.
FIRST-HAND, HANDS-ON, REAL WORLD INDUSTRY EXPERIENCE: Facilitators have First-hand, Hands-
on, Real-world, Industry experience (NOT just academic or classroom skills).
TRANSFERABLE & ADAPTABLE SOLUTIONS: Our approach benefits truly serious companies and
participants who want to acquire Transferable & Adaptable Solutions (actionable strategies, tactics,
techniques, tools, etc.) relevant to current and anticipated situations (our courses are NOT just for
certificates of attendance!).
INTERACTIVE, PARTICIPATIVE LEARNING: We prefer relatively small class sizes, the better to ensure
more effective interactions, participation, simulations, sustained learning, and transfer of knowledge
to deliver results.
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19. Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 19 of 20
OUR SERVICE DELIVERY FORMATS
We also deliver Advisory Services as well as Learning & Development (‘Training’) programs in
the following and other formats that suit your needs / situation:
Comprehensive Advisory Engagements (for full spectrum of Diagnosis, Design,
Development, Delivery/Deployment, Data/Evaluation Management, With Implementation
Support, etc.);
Limited Scope Advisory Engagements (for any combination of Diagnosis, Design,
Development, Delivery/Deployment, Data/Evaluation Management, or Implementation
Support, etc.);
Short Term Contracts As Hands-On, In-House Executive Assignments (e.g. Staff On Loan);
Highly Customized, Hands-on, Skill-Building, Problem-Solving, Intervention Workshops
For Specific Needs Of Companies;
In-House Seminars (Customized or General);
Corporate Club & Industry Group Seminars & Workshops;
Individualized & Small Group Executive Learning & Development, Coaching, and Tutorial
Sessions.
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Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 20 of 20
*Referral Incentives, Discounts, Notes, Contacts, & Deadlines For Fee Payments
Referral Incentive, Discounts, Incentives, Notes
Cash Referral Incentive Payments For Non-participants:
o Attractive Cash Referral Incentive Payment for each paid participant referred to us by a non-participant
(paid when the referred participant completes the course). Details Available.
Discounts:
o Same Sponsor, Multiple Participants: 5% Discount for each additional paid participant from the same
sponsor;
o Early Registration Discounts: Deep Discounts For Early Registration (see Fee Schedule for details);
Changes: Programs, Schedules, & Fees are subject to change at relatively short notice. We reserve the right to
cancel events for which we do not receive sufficient number of applications by the deadline.
Refunds and Credits: In case the event is cancelled, refunds or credits will be made to the person or institution from
which payment was received, not to third parties. When programs are re-scheduled we credit payments to the next
scheduled session.
CONTACTS
Contact us with any questions:
o By email: comprewardspro@gmail.com;
o By Phone: +233-24-267-7015, OR +233-50-332-7127 OR +233-20-142-6718
DEADLINES FOR PAYMENT OF FULL FEES
Deadline For Full Fees To Confirm Registration:
Seven (7) Calendar Days BEFORE the start date for each course.
Note: Limited Space. First-Paid, First In Basis
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