Formation/Cours

– Understand the link between compensation and performance at individual level and company level:
– Be familiar with the main motivation theories in relation to compensation
– Apprehend the complexity of contemporary compensation systems and structures;
– Evaluate the pros and cons of compensation system and components in relation to performance management;
– Understand how compensation decisions are taken
– Analyze a compensation system in relation to firm strategy, culture and compensation philosophy
– Understand HR role in managing individual and team performance and building compensation systems
– Identify challenges regarding compensation when hiring, promoting, retaining and managing performance
– Understand internal and external constraints when building a compensation system
– Understand the role of performance assessment in pay-for-performance systems
– Understand market and law frameworks regarding compensation
– Get familiar with internal pay structures
– Apprehend compensation systems at international scale

PART ONE – Theoretical framework to understand the link between performance and compensation at individual and company levels
(Definitions of concepts; Compensation and motivation theories: equity, tournament, expectancy; Evolution of compensation understanding throughout history; HR role in compensation building, rewarding and driving performance; Compensation as a performance leverage when hiring, retaining, promoting; Corporate governance and stakeholders of compensation decisions)

PART TWO – Understanding compensation systems and components in relation to performance management
(Pay systems: traditional, pay-for-performance, skills-based; Forms of compensation: fix and variable salary, individual and group incentives, bonus and merit, profit-sharing; Benefits: tangible vs intangible, compulsory vs discretionary; Aims, pros and cons of compensation components; Choosing, implementing and monitoring compensation systems)

PART THREE: Concrete approach to building a strategic, competitive and fair compensation system that impacts performance positively
(Internal and external constraints when defining compensation level, structure and evolution: company strategy, market, legal framework, internal job classification, individuals’ skills, potential and performance assessment; Compensation within global companies)