This document provides information on professional skill-development courses offered by E. K. Torkornoo & Associates, Management Advisors Ltd. in Ghana. It lists 7 upcoming courses in July-September 2017 related to topics like compensation management, salary structures, employee engagement, sales incentive compensation, and performance management. For each course, it provides the title, dates, target participants, and fees. The document also shares objectives and topics to be covered for some courses. Additional courses are listed as being in the pipeline. The facilitator is introduced as having over 25 years of industry experience in total rewards.
The document provides information on professional skill-development courses in compensation, benefits, and total rewards management. It lists upcoming courses in the first quarter of 2017, including courses on sales incentive compensation design, compensation and total rewards fundamentals, and salary structures. Each course summary includes practical behavioral objectives participants will learn and topics to be covered. The document promotes the courses' practical and actionable nature for high performance impact. It provides registration details and identifies the facilitator's qualifications.
2017 First Quarter Professional Development Courses: Sales Incentive Compensa...EKTORKORNOO2014
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
Dorothy Wheeler is a dedicated senior HR compensation executive with over 15 years of experience designing and executing compensation plans for Fortune 50 companies. She has expertise in executive compensation, mergers and acquisitions, and ensuring compensation plans comply with regulatory requirements. Currently she works as a personal banker at PNC Bank and runs her own HR consulting firm helping small and medium companies.
Francis E. Wilde has over 20 years of experience in marketing, strategy, and operations roles in technology consulting and companies like Dell, HP, and Deloitte. He is currently the Director of North American Retail Marketing at Dell, where he leads strategic initiatives and has received various performance awards. Wilde holds an MBA from Duke University and a BA from UCLA.
The document provides a summary of Bobbie Jo Violet's experience and qualifications. She has over 20 years of experience in executive management, operations management, strategic planning, and human resources. Her experience includes roles as Chief Client Officer for an employee benefits firm, Principal for an accounting and business services firm, and Financial Advisor and Senior Training Manager for other organizations. She holds an MBA and BA in Economics.
This document discusses reimagining business development services (BDS), also known as technical assistance (TA), provided by CDFIs to their small business loan clients. It argues that BDS should be viewed as a discrete product or strategy to support portfolio performance and mission. The document provides examples of how BDS can be improved by establishing clear goals, metrics, engagement strategies and funding models. It also presents a case study of how one CDFI, Working Solutions, redesigned their BDS program through improved processes, staff roles and impact tracking.
Turn around projects involve taking an underperforming business and making it viable again through introducing urgency, adding value, and delivering results. Management Advisory Consulting takes interim roles in businesses and works with investors, creditors, and boards to diagnose issues, develop business strategies and plans, raise cash, improve processes, and coach the business over 9-18 months until it is stabilized. The turn around process involves diagnostic analysis, project planning, gaining buy-in, raising and monitoring cash flow, improving business techniques, and ongoing monitoring of progress.
Ever get questions like these from your employees?
Why is my bonus less this year than last year? Why was my raise not higher? Why are you not paying me as much as salary.com says you should be paying me? Why can’t I have stock? Why…
You get the picture. Questions like these can put you on the defensive and strain your relationship with your employees. Worse, they evidence you have created a culture of entitlement. Yikes!
To learn how to make questions like these go away and transition your employees from a sense of entitlement to one of stewardship, be sure to watch our on-demand broadcast. You will not want to miss it!
In this broadcast, you will learn:
How entitlement takes root and what you can do to prevent it.
How a clear compensation philosophy can make 90% of pay complaints go away.
How to use market pay data more effectively—and why it is less important than you (and your employee’s) think.
What it means to have a balanced pay strategy and why it will make your value proposition more compelling.
Why a Total Rewards approach is critical to creating a positive employee experience, and…
Why today’s talent trends make it essential your people have that positive employee experience.
The document provides information on professional skill-development courses in compensation, benefits, and total rewards management. It lists upcoming courses in the first quarter of 2017, including courses on sales incentive compensation design, compensation and total rewards fundamentals, and salary structures. Each course summary includes practical behavioral objectives participants will learn and topics to be covered. The document promotes the courses' practical and actionable nature for high performance impact. It provides registration details and identifies the facilitator's qualifications.
2017 First Quarter Professional Development Courses: Sales Incentive Compensa...EKTORKORNOO2014
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
Dorothy Wheeler is a dedicated senior HR compensation executive with over 15 years of experience designing and executing compensation plans for Fortune 50 companies. She has expertise in executive compensation, mergers and acquisitions, and ensuring compensation plans comply with regulatory requirements. Currently she works as a personal banker at PNC Bank and runs her own HR consulting firm helping small and medium companies.
Francis E. Wilde has over 20 years of experience in marketing, strategy, and operations roles in technology consulting and companies like Dell, HP, and Deloitte. He is currently the Director of North American Retail Marketing at Dell, where he leads strategic initiatives and has received various performance awards. Wilde holds an MBA from Duke University and a BA from UCLA.
The document provides a summary of Bobbie Jo Violet's experience and qualifications. She has over 20 years of experience in executive management, operations management, strategic planning, and human resources. Her experience includes roles as Chief Client Officer for an employee benefits firm, Principal for an accounting and business services firm, and Financial Advisor and Senior Training Manager for other organizations. She holds an MBA and BA in Economics.
This document discusses reimagining business development services (BDS), also known as technical assistance (TA), provided by CDFIs to their small business loan clients. It argues that BDS should be viewed as a discrete product or strategy to support portfolio performance and mission. The document provides examples of how BDS can be improved by establishing clear goals, metrics, engagement strategies and funding models. It also presents a case study of how one CDFI, Working Solutions, redesigned their BDS program through improved processes, staff roles and impact tracking.
Turn around projects involve taking an underperforming business and making it viable again through introducing urgency, adding value, and delivering results. Management Advisory Consulting takes interim roles in businesses and works with investors, creditors, and boards to diagnose issues, develop business strategies and plans, raise cash, improve processes, and coach the business over 9-18 months until it is stabilized. The turn around process involves diagnostic analysis, project planning, gaining buy-in, raising and monitoring cash flow, improving business techniques, and ongoing monitoring of progress.
Ever get questions like these from your employees?
Why is my bonus less this year than last year? Why was my raise not higher? Why are you not paying me as much as salary.com says you should be paying me? Why can’t I have stock? Why…
You get the picture. Questions like these can put you on the defensive and strain your relationship with your employees. Worse, they evidence you have created a culture of entitlement. Yikes!
To learn how to make questions like these go away and transition your employees from a sense of entitlement to one of stewardship, be sure to watch our on-demand broadcast. You will not want to miss it!
In this broadcast, you will learn:
How entitlement takes root and what you can do to prevent it.
How a clear compensation philosophy can make 90% of pay complaints go away.
How to use market pay data more effectively—and why it is less important than you (and your employee’s) think.
What it means to have a balanced pay strategy and why it will make your value proposition more compelling.
Why a Total Rewards approach is critical to creating a positive employee experience, and…
Why today’s talent trends make it essential your people have that positive employee experience.
- nem was founded in 2001 by three former senior executives to assist organizations accelerate their business objectives through non-conventional consulting approaches focused on identifying blockages and ensuring management understands barriers.
- nem has grown to over 40 principals operating nationally from three offices, making it arguably Australia's largest boutique consulting firm serving the SME market between $2-100M annual turnover.
- nem relies on principal expertise to undertake reviews, identify strategies, and document implementation programs to guide clients internally and with external providers. This contrasts with conventional consulting's reliance on commercially inexperienced staff.
What if the employee incentive plan you offer didn’t really cost your company anything? How much value would you share? In theory, if it didn’t really cost you anything, the amount you could share would be unlimited, right? So, what’s the catch? Is there actually such a thing as incentive compensation that pays for itself?
There really is no catch. You could start a self-financing incentive plan today if you just knew the steps to take. And that’s the purpose of this webinar. We want to teach you how to reward performance in a way that drives a positive ROI on your compensation investment, and eliminates the “cost” associated with traditional approaches. So, stop wasting money on incentive plans that are a drain on cash flow and profits.
As a private company leader, have you struggled with the idea of sharing stock? Do you find yourself conflicted because you want to reward your key people for improving business value, but prefer to do so without diluting owner equity? Do you find yourself without a good answer when some says: “Can I have stock in the company?” If so, you’re not alone.
This happens because you simply don’t know what options you have, right? If you don’t share equity, then what do you do instead? This webinar will solve that problem for you. There are six different ways to reward long-term value creation without giving away stock. In this broadcast, we will discuss each of them and teach you how to decide which one is right for your company.
With increasing demands to meet the needs of underserved local communities, CDFIs are responding by building a mission-driven sales culture. Friedman Associates will highlight the steps you need to take to develop a culture of sales.
Gerald Yamane has over 30 years of experience in financial services, insurance, and management. He has held roles such as Vice President of Personal Lines and Marketing at an insurance company, agency owner and consultant for Allstate Financial Services, and Branch Manager for a savings and loan. He has experience supervising staff, developing business, analyzing markets, and managing multi-million dollar budgets. Yamane holds a CIC designation and various insurance and securities licenses.
Participate in a conversation about the challenges in running a top-performing CDFI loan fund. We will share our tips and experiences and learn how we can help you meet your performance goals.
The firm provides professional coaching, mentoring, and strategic consulting services to help organizations and individuals achieve their full potential and sustained success. Its core competencies include identifying and solving obstacles hindering clients' growth, and developing strategies, sales capabilities, and human capital management. The firm has a variety of experience across different industries and helps clients leverage best practices to cost-effectively meet their goals. Testimonials from satisfied clients praise the impact of the firm's training and strategic planning services.
This resume is for Hamid Tari, who has over 25 years of experience in business operations management, transformation, and optimization. He has held senior leadership roles at several Fortune 500 companies, including Chase, American Express, Standard Chartered Bank, and AIG. Some of his key accomplishments include establishing offshore operations centers that achieved annual savings up to $150 million, revamping quality dashboards and customer experience programs, and orchestrating partnerships that increased revenues by up to $25 million. The resume outlines his extensive experience in areas such as strategic planning, process improvement, customer experience, and P&L management.
Jennifer Ewing has over 15 years of experience in senior account management, business development, and sales roles within the healthcare and insurance industries. She has a proven track record of consistently exceeding sales goals and leading high-performing teams. Her core strengths include new business development, client relations, contract negotiations, and strategic planning.
William Valentine is an experienced CEO and executive with over 20 years of experience leading companies and increasing revenues. He has successfully grown revenues from $35M to over $300M through strategic planning, process optimization, mergers and acquisitions, and joint ventures. Valentine currently operates his own consulting firm, Inside Consulting, LLC, and has extensive experience in strategic planning, project management, cost reduction, change management, and business development. He holds a B.S. in Industrial Engineering and is a Project Management Professional.
We work with people in the energy sector who want to improve their management, business and leadership capabilities, with a range of courses around the world.
Mike Maffei has over 20 years of senior leadership experience in operations, talent management, and customer experience. He has managed locations with annual revenues over $100M. He is recognized for significantly improving organizational effectiveness and operational efficiency through reengineering business models. He has expertise in call centers, shared services, and implementing large scale organizational changes across global companies.
Naggib Chakhane was tasked with assessing how a client could achieve strategic objectives, cost savings, and efficiency gains through centralizing and relocating core business functions to a lower cost location. He conducted an in-depth analysis of the client's European structure and processes, and researched potential shared service center locations. Based on his analysis and business case, the client approved moving functions to a shared service center, realizing $25 million in annual cost savings and a 24% headcount reduction. Naggib brought an independent perspective and extensive financial and strategy expertise to develop a robust model demonstrating the transformation's benefits.
It is time to get rid of that bonus plan you have reinvented five times in the last six years. More metrics is not the answer. A different payout schedule isn’t going to change anything. You just need to let it go. Incentive plans have become unappreciated, ineffective and economically indefensible. In today’s business environment, your focus should be on value-sharing.
To watch the recording, visit https://www.vladvisors.com/webinars/why-you-should-stop-paying-incentives
Justin Luquire has over 10 years of experience in financial services, recruitment, and relationship management. He is currently a Director of Search and Placement at The Patton Group, where he leads recruitment and onboarding processes. Previously, he worked as a Business Relationship Banker at Wachovia Bank, managing a portfolio of over 400 small business clients. He also has experience in collections and accounts management. Luquire holds a Master's degree in Trust and Investment Management from Campbell University.
This document is a resume for Michael Kyle highlighting his experience in human resources, talent management, and operations management. He has over 10 years of experience in these areas, having worked at companies like Range Networks, Wells Fargo, and US Bank. His resume emphasizes his skills in recruiting, employee development, and strategic planning. It also lists his educational background and selected career accomplishments.
Azure Partners provides business advisory services to help clients build and exit businesses successfully. They have experience implementing strategies that increased client turnover by 31-48% and profits by 18-126% annually. Azure's team of advisors have extensive management experience across industries. Their exit planning process assesses a business, identifies optimal exit routes, and creates an action plan to achieve the best valuation possible for owners within 1-3 years.
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,
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.
Compensation & Total Rewards Fundamentals (A Practical, Actionable, No-Nonsense, High-Impact Professional Development Course). Covering Comprehensive Foundations Of Modern, World-Class Principles & Practices With Local Cases.
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)
ORGANIZERS: E. K. Torkornoo & Associates, Management Advisors Ltd., Accra, Ghana, West Africa.
Consultants / Advisors / Specialists In: Sales Compensation, Total Rewards, High-Performance Management, Leadership and Professional Learning & Development, Transformation, Change, Organizational Development, Human Resource & Talent Management
Registered Offices: 21 & 22 3rd Gold Link, TDC Tema Community 25 (PO Box LG 859, Legon) Ghana, West Africa
This session answers the why’s and how’s of effective strategic design and illustrates the power of credible results measurement for meetings, events and incentives. Learn to use an approach that is effective with stockholders, employees, other key stakeholders and the media. Delivering measurable results answers the questions around your program’s survival, and, often, your organization’s success. You will take away tactics to:
Design incentives and meetings intelligently
Measure results credibly, including deliverable and believable ROI
Justify past and defend current programs
Successfully gain support for new programs
- nem was founded in 2001 by three former senior executives to assist organizations accelerate their business objectives through non-conventional consulting approaches focused on identifying blockages and ensuring management understands barriers.
- nem has grown to over 40 principals operating nationally from three offices, making it arguably Australia's largest boutique consulting firm serving the SME market between $2-100M annual turnover.
- nem relies on principal expertise to undertake reviews, identify strategies, and document implementation programs to guide clients internally and with external providers. This contrasts with conventional consulting's reliance on commercially inexperienced staff.
What if the employee incentive plan you offer didn’t really cost your company anything? How much value would you share? In theory, if it didn’t really cost you anything, the amount you could share would be unlimited, right? So, what’s the catch? Is there actually such a thing as incentive compensation that pays for itself?
There really is no catch. You could start a self-financing incentive plan today if you just knew the steps to take. And that’s the purpose of this webinar. We want to teach you how to reward performance in a way that drives a positive ROI on your compensation investment, and eliminates the “cost” associated with traditional approaches. So, stop wasting money on incentive plans that are a drain on cash flow and profits.
As a private company leader, have you struggled with the idea of sharing stock? Do you find yourself conflicted because you want to reward your key people for improving business value, but prefer to do so without diluting owner equity? Do you find yourself without a good answer when some says: “Can I have stock in the company?” If so, you’re not alone.
This happens because you simply don’t know what options you have, right? If you don’t share equity, then what do you do instead? This webinar will solve that problem for you. There are six different ways to reward long-term value creation without giving away stock. In this broadcast, we will discuss each of them and teach you how to decide which one is right for your company.
With increasing demands to meet the needs of underserved local communities, CDFIs are responding by building a mission-driven sales culture. Friedman Associates will highlight the steps you need to take to develop a culture of sales.
Gerald Yamane has over 30 years of experience in financial services, insurance, and management. He has held roles such as Vice President of Personal Lines and Marketing at an insurance company, agency owner and consultant for Allstate Financial Services, and Branch Manager for a savings and loan. He has experience supervising staff, developing business, analyzing markets, and managing multi-million dollar budgets. Yamane holds a CIC designation and various insurance and securities licenses.
Participate in a conversation about the challenges in running a top-performing CDFI loan fund. We will share our tips and experiences and learn how we can help you meet your performance goals.
The firm provides professional coaching, mentoring, and strategic consulting services to help organizations and individuals achieve their full potential and sustained success. Its core competencies include identifying and solving obstacles hindering clients' growth, and developing strategies, sales capabilities, and human capital management. The firm has a variety of experience across different industries and helps clients leverage best practices to cost-effectively meet their goals. Testimonials from satisfied clients praise the impact of the firm's training and strategic planning services.
This resume is for Hamid Tari, who has over 25 years of experience in business operations management, transformation, and optimization. He has held senior leadership roles at several Fortune 500 companies, including Chase, American Express, Standard Chartered Bank, and AIG. Some of his key accomplishments include establishing offshore operations centers that achieved annual savings up to $150 million, revamping quality dashboards and customer experience programs, and orchestrating partnerships that increased revenues by up to $25 million. The resume outlines his extensive experience in areas such as strategic planning, process improvement, customer experience, and P&L management.
Jennifer Ewing has over 15 years of experience in senior account management, business development, and sales roles within the healthcare and insurance industries. She has a proven track record of consistently exceeding sales goals and leading high-performing teams. Her core strengths include new business development, client relations, contract negotiations, and strategic planning.
William Valentine is an experienced CEO and executive with over 20 years of experience leading companies and increasing revenues. He has successfully grown revenues from $35M to over $300M through strategic planning, process optimization, mergers and acquisitions, and joint ventures. Valentine currently operates his own consulting firm, Inside Consulting, LLC, and has extensive experience in strategic planning, project management, cost reduction, change management, and business development. He holds a B.S. in Industrial Engineering and is a Project Management Professional.
We work with people in the energy sector who want to improve their management, business and leadership capabilities, with a range of courses around the world.
Mike Maffei has over 20 years of senior leadership experience in operations, talent management, and customer experience. He has managed locations with annual revenues over $100M. He is recognized for significantly improving organizational effectiveness and operational efficiency through reengineering business models. He has expertise in call centers, shared services, and implementing large scale organizational changes across global companies.
Naggib Chakhane was tasked with assessing how a client could achieve strategic objectives, cost savings, and efficiency gains through centralizing and relocating core business functions to a lower cost location. He conducted an in-depth analysis of the client's European structure and processes, and researched potential shared service center locations. Based on his analysis and business case, the client approved moving functions to a shared service center, realizing $25 million in annual cost savings and a 24% headcount reduction. Naggib brought an independent perspective and extensive financial and strategy expertise to develop a robust model demonstrating the transformation's benefits.
It is time to get rid of that bonus plan you have reinvented five times in the last six years. More metrics is not the answer. A different payout schedule isn’t going to change anything. You just need to let it go. Incentive plans have become unappreciated, ineffective and economically indefensible. In today’s business environment, your focus should be on value-sharing.
To watch the recording, visit https://www.vladvisors.com/webinars/why-you-should-stop-paying-incentives
Justin Luquire has over 10 years of experience in financial services, recruitment, and relationship management. He is currently a Director of Search and Placement at The Patton Group, where he leads recruitment and onboarding processes. Previously, he worked as a Business Relationship Banker at Wachovia Bank, managing a portfolio of over 400 small business clients. He also has experience in collections and accounts management. Luquire holds a Master's degree in Trust and Investment Management from Campbell University.
This document is a resume for Michael Kyle highlighting his experience in human resources, talent management, and operations management. He has over 10 years of experience in these areas, having worked at companies like Range Networks, Wells Fargo, and US Bank. His resume emphasizes his skills in recruiting, employee development, and strategic planning. It also lists his educational background and selected career accomplishments.
Azure Partners provides business advisory services to help clients build and exit businesses successfully. They have experience implementing strategies that increased client turnover by 31-48% and profits by 18-126% annually. Azure's team of advisors have extensive management experience across industries. Their exit planning process assesses a business, identifies optimal exit routes, and creates an action plan to achieve the best valuation possible for owners within 1-3 years.
Similar to 2017 Third Quarter Professional Skill-Development Courses: Compensation & Total Rewards Management; Designing Salary Structures; Employee Engagement, Sales Compensation; Sales Quotas; Executive Compensation, Performance Management Revolution, Etc.
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,
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.
Compensation & Total Rewards Fundamentals (A Practical, Actionable, No-Nonsense, High-Impact Professional Development Course). Covering Comprehensive Foundations Of Modern, World-Class Principles & Practices With Local Cases.
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)
ORGANIZERS: E. K. Torkornoo & Associates, Management Advisors Ltd., Accra, Ghana, West Africa.
Consultants / Advisors / Specialists In: Sales Compensation, Total Rewards, High-Performance Management, Leadership and Professional Learning & Development, Transformation, Change, Organizational Development, Human Resource & Talent Management
Registered Offices: 21 & 22 3rd Gold Link, TDC Tema Community 25 (PO Box LG 859, Legon) Ghana, West Africa
This session answers the why’s and how’s of effective strategic design and illustrates the power of credible results measurement for meetings, events and incentives. Learn to use an approach that is effective with stockholders, employees, other key stakeholders and the media. Delivering measurable results answers the questions around your program’s survival, and, often, your organization’s success. You will take away tactics to:
Design incentives and meetings intelligently
Measure results credibly, including deliverable and believable ROI
Justify past and defend current programs
Successfully gain support for new programs
Course Description: Compensation & Total Rewards Fundamentals -- Comprehensiv...EKTORKORNOO2014
DESCRIPTION:
Compensation & Total Rewards Fundamentals (A Practical, Actionable, No-Nonsense, High-Impact Professional Development Course). Covering Comprehensive Foundations Of Modern, World-Class Principles & Practices With Local Cases.
Compensation And Total Rewards make up what we believe to be the most professionally powerful, primary, persuasive, pervasive, and promising area of, and approach to, Human Resource Management. But this is lost on many practitioners and organizations steeped in old ways of doing things, and struggling to make themselves relevant or impactful.
It is relatively well established that the value of Compensation And Total Rewards make up one of the largest expenses of many organizations. More importantly, the broader and more modern concept of Total Rewards (as defined by WorldatWork, the leading global association of professionals in the subject matter area) present very powerful and sustainable combination of means of influencing attitudes, behaviors, contributions, and the delivery of results by employees, whilst aligning significantly with shareholder and other stakeholder interests.
In recent years there has been a movement towards integration of the silos that once constituted what is now called human resource management. One of the integrating frameworks is that offered by the concept and practice of total rewards management.
FACILITATOR:
Mr. E. K. Torkornoo, A WorldatWork Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has over 25 years of experience in:
• Delivering Sustainable Solutions In Multinational Corporations & Other Organizations (Large, Medium, & Small);
• Multiple Sectors: Telecom/Tech; Banking, Financial Services; Oil & Gas; Mining; Manufacturing; Advertising / Media; Real Estate; Healthcare; SOEs; Etc.;
• Multiple Regions / Locations: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries)
ORGANIZERS:
E. K. Torkornoo & Associates, Management Advisors Ltd., Accra, Ghana, West Africa.
Consultants / Advisors / Specialists In: Sales Compensation, Total Rewards, High-Performance Management, Leadership and Professional Learning & Development, Transformation, Change, Organizational Development, Human Resource & Talent Management
REGISTERED OFFICES: 21 & 22 3rd Gold Link, TDC Tema Community 25 (PO Box LG 859, Legon) Ghana, West Africa
- The document is a resume for GEO P. P that outlines his 14 years of experience in teaching, training, and quality improvement projects.
- He has held roles such as department head, senior manager, and manager where he led projects in industries like insurance, healthcare, and life insurance to improve processes, increase revenues, and reduce costs.
- His skills include leadership, communication, analytics, teaching, and a thorough understanding of quality improvement methodologies like Six Sigma and Lean.
- He has numerous certifications in areas like Lean Six Sigma, project management, and business processes and has successfully led over 90 projects.
Mona Modi is seeking a position in human resources and has over 7 years of experience in roles such as operations manager, guest attendant, and administrative assistant. She has a bachelor's degree in technical management from DeVry University and commerce from the University of Mumbai. Modi has strong computer, administrative, communication, and customer service skills.
Abhishek Sharma is seeking a middle level position in investment banking, custodian banking, or retail banking operations. He has 8 years of experience in financial services and is currently a team lead at Genpact working with TD Bank. He has expertise in process operations, quality management, and client relationship management. Previously, he worked for 4 years at The Bank of New York Mellon as a senior specialist handling mandatory corporate actions.
Dinesh Yepuru is seeking a position that allows for innovation, excellence, and development. He has 3 years of experience in business development, identifying decision makers, generating leads, and increasing product knowledge. Currently he works as a Team Lead at ValueLabs, a global IT services company, where his responsibilities include market research, cold calling, email campaigns, understanding client requirements, and managing a team of 5 people. He is proficient in Microsoft Office, experienced in international sales, and has won prizes for elocution and essay writing.
Master Sun Drona provides training and consulting programs to improve individual, team, and organizational performance. Their programs focus on active learning and are accountable for achieving client outcomes. They work with clients at all levels from senior management to entry-level staff. Their methodology draws from change management, total quality management, and performance management principles. They aim to create enduring relationships with clients.
Vipin Saxena is seeking opportunities in operations management or client relationship management with reputable IT, BPO, or services organizations. He has over 16 years of experience in finance, accounting, operations management, and client services. Some of his skills and accomplishments include setting up global business services centers, managing teams of over 100 people, and completing multiple successful transitions and projects. He holds a Bachelor of Commerce degree and green belt certification in Six Sigma.
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Starting with MDF programs, we'll identify the key challenges and highlight success criteria of traditional incentives. From there, we'll drill into why it's not just necessary, but imperative, that your incentive programs evolve beyond historical funding programs to the “new world” of channel incentives.
Compensation and benefits forum 2015 BrochureAli Zeeshan
The 19th Annual edition of the Middle East's leading conference on C&B addresses key challenges faced by practitioners in the region. The event will examine crucial issues around total rewards, benefits planning, benchmarking and optimising your employee value proposition. Compensation and benefits decisions are playing an ever increasing role in helping companies in the region attract and retain the best talent to enable business growth. However, with so many different possibilities to engage your workforce through rewards and remuneration, it is a complex task to ensure you are optimising your investment in human capital.
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2017 Third Quarter Professional Skill-Development Courses: Compensation & Total Rewards Management; Designing Salary Structures; Employee Engagement, Sales Compensation; Sales Quotas; Executive Compensation, Performance Management Revolution, Etc.
1. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 1 of 12
Third Quarter 2017: Practice-based Professional Skill-Development Courses: Updated May 9, 2017
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-Development Courses
VENUE: The New Conference Center, City Escape Hotel, Prampram Road, Accra, Ghana, West Africa*
BIG DISCOUNTS For EARLY REGISTRATION & Multiple Participants. Cash Incentive Payment For Referrals.
#
Course Title Target Participants Dates (Duration)
Discount Fee If
Paid 60 Or More
DAYS BEFORE
Start Date*
Discount Fee If
Paid 30 Or More
DAYS BEFORE
Start Date*
Fee If Paid 7 Or
More DAYS
BEFORE Start
Date*
1 Compensation & Total Rewards Management
Fundamentals: Comprehensive Introduction To
Modern, World-Class Principles & Practices With
Relevant Local Applications & Cases
HR Generalists, Future & New
Analysts, Specialists, &
Consultants In Compensation,
Benefits, Total Rewards, Etc.
Tuesday, July 18, 2017
To Thursday, July 20,
2017 (3 Days)
$495.00 $595.00 $695.00
2 Designing 'Salary Structures' That Really Work:
From Salary Surveys To Modern Market Pricing
Methodologies, Etc.-- Deploying SMARTer Practices
& Tools
Leaders, Consultants, Specialists,
& Analysts In Compensation,
Benefits, Total Rewards, & HR;
SME Owners & Leaders
Tuesday, August 1, 2017
To Wednesday, August
2, 2017 (2 Days)
$495.00 $595.00 $695.00
3 Employee Engagement Strategies & Techniques For
Sustainable High Performance: Deploying 'Hot'
Proven Practices & Processes That Work In High-
Performance Organizations
CEOs, CHROs, Business Line
Managers, Heads Of Division /
Department, HRBPs, etc.; SME
Owners & Leaders
Tuesday, August 15,
2017 To Tuesday, August
16, 2017 (2 Days)
$595.00 $695.00 $795.00
4 Sales Incentive Compensation Design For Higher
Performance And Impact: Practical Essentials For
Driving Sales And Gaining The Competitive Edge
Sales Leaders, Sales Managers,
Sales Compensation
Professionals, CSOs, CMOs, CEOs,
CFOs, Etc.; SME Owners &
Leaders
Tuesday, August 29,
2017 To Thursday,
August 31, 2017 (3 Days)
$995.00 $1,095.00 $1,195.00
5 Sales Quotas Strategies For Achieving High(er)
Performance: Diagnosis, Design, Development,
Delivery & Decisions For Driving Sales & Revenue
Scheduled Upon Client /
Host Request
TBD TBD TBD
6 Executive Compensation & Corporate Governance
Fundamentals
Boards, Compensation
Committees, CEOs, CHROs, CFOs,
Governance & Risk Managers
Tuesday, September 12,
2017 To Thursday,
September 13, 2017 (2
Days)
$995.00 $1,095.00 $1,195.00
7 The Performance Management Revolution: Learn
The Latest And Greatest Of The Radical Global
Changes In The Why, What, How, Who, When, For
What .... Of Performance Management
CEOs, CSOs, CHROs, CFOs,
Strategists, Rewards Leaders,
Consultants, HRBPs
Tuesday, September 26,
2017 To Wednesday,
September 28, 2017 (2
Days)
$595.00 $695.00 $795.00
E. K. TORKORNOO & ASSOCIATES, MANAGEMENT ADVISORS LTD
(Specialists In Sales Compensation, Total Rewards**, High-Performance Management, Leadership and Professional Learning &
Development, Transformation, Change, Organizational Development, Human Resource & Talent Management)
2. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 2 of 12
Additional Professional Skill-Development Courses In The Pipeline
(May Be Customized Upon Request):
Practical, Actionable, No-Nonsense, High-Performance, High Impact Courses
Course Title Target Participants Dates
(Duration)
Fees
B1 Salary Survey Secrets Of Success For Competitive Pay & Performance: Planning, Prep.,
Providers, Participation, Procurement, Parsing Data, Proposals To Management,
Performance Management, & Processes Between & Betwixt
CEOs, CSOs, CHROs, CFOs,
Strategists, Rewards
Leaders, & Consultants
Scheduled Upon
Client / Host
Request
TBD
B2 Rewards Strategy For High Performance & The Competitive Edge: Developing &
Leveraging What Works In Top-Performing Companies
Scheduled Upon
Client / Host
Request
TBD
B3
Designing Incentive And Bonus Programs For Improved Performance: Learning &
Leveraging Practices & Principles Of Top-Performing Companies
Scheduled Upon
Client / Host
Request
TBD
B4 Expatriate Compensation and Global Mobility Fundamentals: High Impact Practices &
Principles For Our Increasingly Complex & Changing Global Village
*Fees Cover Tuition / Facilitation, Course Materials (PowerPoints, Handouts, Case Studies, Exercises, Etc.), Snacks, Lunch, And
A Certificate of Active Participation.
*For Participants Based in Ghana, Fees Are The Ghana Cedi Equivalent At Prevailing Bank Of Ghana Interbank Exchange Rate On The Date Of Payment.
Get 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 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 For 2 Or More Participants From The Same Sponsor, & Cash Incentives For Referrals.
3. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 3 of 12
Table Of Contents With Link To Selected Course Details
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-
Development Courses
#
Further Details Of Courses
(Full Course Descriptions Available Upon Request)
A. Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For Driving Sales And Gaining The Competitive Edge
B. Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions
C. Compensation & Total Rewards Management Fundamentals: Comprehensive Introduction To Modern, World-Class Principles & Practices, With Relevant Local
Applications & Cases
D. Designing 'Salary Structures' That Really Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices, Structures, &
Tools For High Impact
E. Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices & Processes That Work In High-Performance
Organizations
F. Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers, Participation, Parsing Data, Proposals To Management, & Processes In Between
About Us: Industry-Seasoned, Professionally-Certified Practitioners & Facilitators Of Learning & Solutions
*Referral Incentives, Discounts, Notes, Contacts, & Deadlines For Fee Payments, Etc.
4. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 4 of 12
COURSE TITLE:
Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For Driving Sales And Gaining 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;
Q. Develop and update comprehensive Sales Incentive Compensation Plan Descriptions to address specific needs of a company.
SUMMARY OF TOPICS COVERED
[Details Available In The Full Course Description Upon Request]
Back to Table Of Contents
5. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 5 of 12
COURSE TITLE:
Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions For Driving Sales And Revenue
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
SUMMARY OF TOPICS COVERED
[Details Available In The Full Course Description Upon Request]
Back to Table Of Contents
6. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 6 of 12
COURSE TITLE:
Compensation & Total Rewards Management Fundamentals: Comprehensive Introduction To Modern, World-Class Principles & Practices 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
• 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
[Details Available In The Full Course Description Upon Request]
Back to Table Of Contents
7. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 7 of 12
COURSE TITLE:
Designing 'Salary Structures' That Really Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices,
Structures, & 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 programs
• Solve Problems related to Salary Structures programs and processes, Etc., Etc.
SUMMARY OF TOPICS COVERED
[Details Available In The Full Course Description Upon Request]
Back to Table Of Contents
8. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 8 of 12
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
[Details Available In The Full Course Description Upon Request]
Back to Table Of Contents
9. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 9 of 12
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.
SUMMARY OF TOPICS COVERED
[Details Available In The Full Course Description Upon Request]
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10. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 10 of 12
ABOUT US:
INDUSTRY-SEASONED, PROFESSIONALLY-CERTIFIED PRACTITIONERS & FACILITATORS OF LEARNING & SOLUTIONS
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 Fortune 500, FTSE 100, Fortune Global 2000, & Forbes 100 Arab
World employers and clients (and other organizations) in North America, Europe, Middle East, Asia, And Africa;
• 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!
11. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 11 of 12
ABOUT US:
INDUSTRY-SEASONED, PROFESSIONALLY-CERTIFIED PRACTITIONERS & FACILITATORS OF LEARNING & SOLUTIONS
OUR APPROACH TO LEARNING AND PRACTICE
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.
OUR SOLUTIONS AND 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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12. E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 12 of 12
*Referral Incentives, Discounts,
Notes, Contacts, & Deadlines For Fee Payments, Etc.
Referral Incentive, Discounts, 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:
See Fee Schedule For Deadlines For Early Registration Discounts
Note: Limited Space. First-Paid, First In Basis
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