This document provides an overview of Toronto Training and HR and discusses various topics related to developing effective compensation structures and monitoring pay trends. It begins with background on Toronto Training and HR and their services. It then covers identifying critical talents, developing pay structures, adopting global payroll systems, monitoring wage rates, base pay increases, and merit increase budgets. The document also includes "drills" and discusses pay trends across various industries including engineering, manufacturing, hospitals, HR, IT, public relations, and retail.

1. Get rid of those payday blues!
by Toronto Training and HR
March 2013

2. 3-4 Introduction to Toronto Training and HR
5-7 Areas to identify
Contents 8-11 Pay structure decisions
12-16 Adopting global payroll systems
17-18 Drill A
19-20 Monitoring wage rates
21-22 Base pay increases
23-25 Merit increase budgets
26-27 Drill B
28-30 Pay trends-engineering and
manufacturing
31-32 Pay trends-hospitals
34-37 Pay trends-HR
38-41 Pay trends-IT
42-44 Pay trends-public relations
45-46 Pay trends-retail
47-48 Case studies
49-50 Conclusion and questions
Page 2

3. Introduction
Page 3

4. Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
10 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support
Services for job seekers
Page 4

5. Areas to identify
Page 5

6. Areas to identify 1 of 2
• What are the areas that are
critical and how do I define
key and critical talents?
• What is inside employees’
minds in terms of key and
critical talent?
• What does the company
need to do to reward these
people?
• What does it take to recruit
them?
Page 6

7. Areas to identify 2 of 2
• What is the company doing
relative to other peer
companies?
• What does it take to be an
employer of choice?
• How does the company
incorporate these re-ward
packages?
• What is the cost benefit?
Page 7

8. Pay structure decisions
Page 8

9. Pay structure decisions 1 of 3
• Developing pay levels
• Product market and labour
market comparisons
• Rate ranges
• Key jobs
• Non-key jobs
• Problems created by job-
based pay structures
Page 9

10. Pay structure decisions 2 of 3
DEVELOPING A PAY
STRUCTURE
• Market survey approach
• Pay policy line
• Pay grades
Page 10

11. Pay structure decisions 3 of 3
THE PROCESS
• Participation
• Communication
Page 11

12. Adopting global payroll
systems
Page 12

13. Adopting global payroll systems
1 of 4
• Do the maths
• Recognize that saving
money is not the only
reason
• Decide why you need to
move to more global
payroll system and select a
vendor to meet those
needs
Page13

14. Adopting global payroll systems
2 of 4
• Remember payroll can get
complicated and a vendor
may be needed to provide
solutions on tricky issues
• Evaluate your existing
payroll vendor or payroll
software for a particular
country
Page 14

15. Adopting global payroll systems
3 of 4
• Do an inventory and
determine where your
employees are, what type
of compensation they get
and what kind of equity
programs you offer before
devising your plan
• Don’t move too fast
• Examine the regulatory
requirements of each
country to determine what
level of service is needed
Page 15

16. Adopting global payroll systems
4 of 4
• Plan for expansion
• Keep an eye on global
vendors that outsource to
other organizations
• Select an accountable firm
that offers a single point of
contact
Page 16

17. Drill A
Page 17

18. Drill A
Page 18

19. Monitoring wage rates
Page 19

20. Monitoring wage rates
• Purchase compensation
data
• Conduct competitive
analyses
• Work with economic
development bodies
Page 20

21. Base pay increases
Page 21

22. Base pay increases
• Executives
• Management
• Professional
• Office/clerical/technical
• Trades/production service
Page 22

23. Merit increase budgets
Page 23

24. Merit increase budgets 1 of 2
• Consumer products
• Electric and gas utilities
• Financial services
• Healthcare
• Insurance
• Manufacturing
• Media
• Oil/gas/services
• Pharmaceutical/chemical
• Professional services
Page 24

25. Merit increase budgets 2 of 2
• Real estate/construction
• Restaurants/hospitality
• Retail/wholesale
• Technology
• Transportation and
transportation services
Page 25

26. Drill B
Page 26

27. Drill B
Page 27

28. Pay trends-engineering
and manufacturing
Page 28

29. Pay trends-engineering and
manufacturing 1 of 2
• Electrical engineer
• Engineering director
• Engineering manager
• Environment health &
safety manager
• Machine operator
• Manufacturing engineer
• Mechanical engineer
• Plant manager
Page 29

30. Pay trends-engineering and
manufacturing 2 of 2
• Production technician
• Process engineer
• Quality assurance engineer
• Quality assurance manager
• Welder
Page 30

31. Pay trends-hospitals
Page 31

32. Pay trends-hospitals
• Chief Executive Officer
• Other executives
• Nursing
• Professional/technical
• Administration
• Support services
Page 32

33. Pay trends-HR
Page 33

34. Pay trends-HR 1 of 4
EXECUTIVES
• HR with labour relations
• HR without labour relations
• Compensation and benefits
• Talent management
• Labour relations
• Compensation
• Benefits
• Training and development
• Environmental, health and
safety
• HRIS

35. Pay trends-HR 2 of 4
NON-EXECUTIVES
• Compensation and benefits
generalist/multidiscipline
• Labour relations discipline
• Organization development
discipline
• Recruitment-management
discipline
• Employee relations
discipline
• Compensation
generalist/multidiscipline
Page 35

36. Pay trends-HR 3 of 4
NON-EXECUTIVES
• Environmental science
discipline
• Environmental, health and
safety with no applicable
discipline
• Safety discipline
• Equal opportunities
discipline
Page 36

37. Pay trends-HR 4 of 4
NON-EXECUTIVES
• HRIS discipline
• Industrial hygiene discipline
• HR generalist/consultant
generalist/multidiscipline
• Recruitment-
professional/technical
discipline
Page 37

38. Pay trends-IT
Page 38

39. Pay trends-IT 1 of 3
• IT Manager
• Information Architect
• Systems Architect
• Data Architect
• Project Manager
• Security Engineer
• Systems Developer
• Network Design
• MIS Manager
• Software Engineer
• Database Developer
Page 39

40. Pay trends-IT 2 of 3
• Database Administrator
• Applications Developer
• Business Analyst
• Client/Server Developer
• Security Analyst
• Programmer/Analyst
• Technical Writer
• QA Tester
• Network Engineer
• Web
Developer/Programmer
Page 40

41. Pay trends-IT 3 of 3
• IT Technical Training
• Systems Administrator
• Web Administrator
• Network Manager
• Web Designer
• Technical Support
• Desktop Support Specialist
• Help Desk
• PC Technician
Page 41

42. Pay trends-public relations
Page 42

43. Pay trends-public relations 1 of 2
AGENCIES
• EVP
• SVP
• VP
• Account supervisor
• Senior account executive
• Account executive
Page 43

44. Pay trends-public relations 2 of 2
CORPORATE
COMMUNICATIONS
• SVP
• VP
• Director
• Manager
• Communications specialist
Page 44

45. Pay trends-retail
Page 45

46. Pay trends-retail
• Executive/senior
management
• Middle
management/seasoned
professional
• Supervisory/junior
professional
• Clerical/operations people
Page 46

47. Case studies
Page 47

48. Case studies
Page 48

49. Conclusion and questions
Page 49

50. Conclusion and questions
Summary
Videos
Questions
Page 50