20140511. brochure.expanded details. achieving high performance .... critical ‘must haves’

E. K. TORKORNOO & ASSOCIATES, MANAGEMENT ADVISORS
(SPECIALISTS IN COMPENSATION, TOTAL REWARDS, PERFORMANCE
MANAGEMENT, TALENT & HUMAN RESOURCE MANAGEMENT)
Announcing The First Of The Master Class Seminar Series
Achieving High(er) Performance
Through Leading-Edge Strategies And Tools
In Compensation & Total Rewards Management:
Critical ‘Must Haves’
Tuesday, June 24 and Wednesday, June 25, 2014 (Two Days)
TARGET PARTICIPANTS
Board Members, CEOs, Senior Executives; Directors/Heads/Senior Managers/Professionals in
Strategy, Finance, Marketing, Sales, Compensation, Total Rewards, HR Management, Business
Development, etc.
INTRODUCTION
Many organizations invest heavily in ‘performance-oriented’ strategies and programs that often fail to
deliver on targets. The failures often arise from fundamental flaws in strategy, design, and delivery.
This program seeks to facilitate learning and application of some Critical ‘Must Haves’ that serve as
effective anchors and levers of High(er) Performance. The Critical ‘Must Haves’ For High(er)
Performance are based on emerging empirical evidence, the practices of high-performing
companies, as well as the seminar facilitator’s extensive experience in multiple companies, cultures,
continents, and contexts.
SEMINAR PROGRAM OUTLINE
The following topics will be covered, among others:
What Is High Performance, and What Is The Importance of Compensation & Total Rewards Strategy
to That End?; Why Companies Fail to Attain High(er) Performance: ABCD ‘Factors’- Examples
Of Fatally-Flawed Gambles, Histrionics…. And …Idiocy…, (In … Compensation and Reward
Strategy & Programs); Levels Of Analysis, And Structured Hierarchical Analysis In Compensation &
Total Rewards Strategy; The Strategic Limitation Of A-R-M-S: Attraction, Retention, Motivation,
And Skill Development As Goals; Strategic Units of Analysis: Distinction Between ‘Elemental’
Versus Strategic Approach To Compensation & Total Rewards Management for High-Performance;
The Critical ‘Must Haves’: Eight (8) Essentials For High-Performance Total Rewards Strategy
As Evidenced Empirically Globally; High-Performance Total Rewards Strategy: Putting It All
Together; Obtaining Stakeholder Buy-In For High-Performance Total Rewards Strategy;
Implementation Considerations For Successful High-Performance Total Rewards Strategy;
Assessing Impact: Leveraging Improved Measurement And Metrics For Strategic And
Operational Impact Assessment - Beyond The Traditional, Tired, Tentative, and Troublesome
Tools.
Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 1

BEHAVIORAL OBJECTIVES
At the conclusion of full and active participation in the program, participants
should be able to perform most of the following, among others:
• Diagnose The Causes Of Failure Of Strategy To Deliver High
Performance And Results; Assess Risks of Strategy Failure In
Companies;
• Perform Structured, Hierarchical Analysis Of Problems Of, AND Develop
Relevant Comprehensive Solutions For The Same To Deliver High-
Performance And Results;
• Distinguish Real Performance And Results From Typical Measures And
Indicators Used; Determine Where Attraction, Retention, Motivation, And
Skill Development (A-R-M-S) REALLY Fit Within ‘A Hierarchy Of
Performance’;
• Develop Strategic Frameworks For High(er) Performance In Companies;
• Distinguish Between ‘Elemental’ Versus Strategic Approach To Total
Rewards Strategy, And Avoid The Pervasive Seduction Of Going
‘Elemental’;
• Identify, Define, And Develop Eight (8) Essential High-Performance
‘Must Haves’ For Effective And Sustainable Rewards Strategy;
• Develop Comprehensive, Consistent, Multi-Faceted High-Performance
Total Rewards Strategy;
• Design High-Performance Total Rewards Strategy That Is Measurably
Aligned With Corporate Strategy;
• Develop And Obtain Buy-In For High-Performance Total Rewards
Strategy;
• Implement High-Performance Total Rewards Strategy Using Important
Design And Delivery Considerations;
• Deploy / Leverage Improved Measurement And Metrics To Perform
Strategic And Operational Impact Assessment Of High-Performance
Strategy Implementation Beyond The ‘Old School’, The A-R-M-S Waving,
And Other Tentative, Tenuous, Tired, And Troublesome Approaches.

WHO WE ARE
We are Management Advisors with specialization in Compensation, Total Rewards,
Performance Management, Talent & Human Resource Management. Our Principal
Advisor & Lead Facilitator is a Certified Compensation Professional (CCP) with the
following qualifications, among others:
• Over 25 years of experience in Africa, Europe, North America, Middle East,
and Asia;
• SECTORS: Energy, Telecommunications, Mining, Financial Services,
Integrated Marketing Communications, Consulting, Manufacturing, Real
Estate, Healthcare, Education, Higher Education, and Government / Public Sector;
• ROLES: Direct Advisory roles to Boards, CEOs, Senior Executives and
Management; Hands-on Leadership, Management, and Specialist roles in
Compensation, Total Rewards, Performance Management, Talent & HR
Management, Sales, Strategy;
• Degrees and postgraduate preparation from the USA, Europe, and Africa;
• Extensive facilitation experience in Learning & Development programs for Private
Sector, University/College, Non-profits, Public Sector, and other adult audiences in
multiple continents.
• Facilitation leverages these and other wealthy experiences and styles so that
participants are uniquely prepared to become leaders of sustainable Change!
APPROACH
• We bring Results-oriented, Practical / Hands-on, Professional, Innovative,
Realistic, Actionable Solutions to organizational challenges.
• We draw from sound principles, proven practices, and insightful personal
experiences.
• Facilitators have Real-world, Hands-on experience (not just academic or
classroom skills).
• Our approach benefits truly serious companies and participants who want to
acquire Transferable / Adaptable strategies, tactics, techniques, and tools
relevant to current and anticipated situations (this course is not just for a
certificate of attendance!).
• We prefer relatively small groups for more effective interactions, simulations,
and learning.
• We do NOT believe in the predominantly theoretical, textbook drivel served in some
circles.
For YOUR sake, we ARE different!!

OTHER SEMINAR DETAILS, FEES, DEADLINES, CONTACTS, ETC.
SESSION HOURS: Daily Sessions typically run from 8:30 to 3:30 pm
(including short breaks for tea / snacks, and lunch).
LOCATION: A Well-Appointed Hotel / Seminar Facility in Accra-Tema
Area, Ghana, West Africa (details to be communicated to applicants).
*FEES: GHC875.00 Per Participant.
*Fees include tuition, learning materials, certificate of participation,
lunch / tea / snacks. Fees & Schedules are subject to change. Courses
may be re-scheduled based on demand. We reserve the right to decline
applications and refund payments. By design, these programs are
generally for a limited number of participants on a First-Paid, First-
Placed Basis.
DEADLINE FOR APPLICATIONS: Completed applications including
FULL PAYMENT must be made by Monday, June 9, 2014.
CONTACT FOR APPLICATION MATERIALS, PAYMENT PROCEDURES,
ETC.:
EMAIL: ekt2010associates@gmail.com;
PHONE: +233-24-267-7015;
PHONE: +233-50-332-7127

ALTERNATIVE SERVICES AND FORMATS
We Also Deliver Advisory Services, and Learning & Development Programs In Formats That
Suit Your Company’s Needs / Situation: For example –
 Comprehensive / Longitudinal Advisory Engagement (Diagnosis, Design, Development,
Delivery/Deployment, Data/Evaluation Management, With Implementation Support, etc.);
 Highly Customized, Hands-on, Skill-Building, Problem-Solving, Intervention Workshops;
 In-House Seminars;
 Corporate Club & Industry Group Seminars & Workshops
MASTER CLASS SEMINAR SERIES (INDICATIVE LIST)
The following is an indicative list of our prospective Master Class Seminar Series. Let
us discuss if you have interests in any of these, or related areas.
1. Sales Compensation For The Competitive Edge: Design, Development, Delivery, and
Deployment Strategies, Tools, and Techniques
2. Incentives, Bonuses, and Variable Pay For The Competitive Edge: Design,
Development, Delivery, and Deployment Strategies, Tools, and Techniques
3. Executive and Senior Management Compensation and Rewards: Designs For
Balancing Risks, Rewards, Regulatory Compliance, Retention, Results, etc. in
Rarified Ranks
4. Talent Management Versus Human Resource Management: How To Design &
Implement Systematic Differentiation For Truly Superior Performance
5. Advanced Compensation And Total Rewards Management Practices For
Competitive Markets: Going Far Beyond The Average, The Usual, The Ordinary
6. Advanced Job Evaluation, Salary Surveys, & Market-Referenced Job Pricing (Market
Pricing): Understanding Strategies, Systems, Structures, Single Spine, Multiple
Spines, Market Premiums, etc.
7. Advanced Job Evaluation, Salary Surveys, & Market-Referenced Job Pricing (Market
Pricing) Workshop: Hands-on Workshop, Practice, Cases, Exercises, etc.
8. HR Is Dead!: Strategies and Tools For Establishing Future Relevance and
Reinventing Next Generation People Management Beyond The Old A-R-M-S Race in
Talent & HR Management
E. K. Torkornoo & Associates, Management Advisors,
(Specialists in Compensation, Total Rewards, Performance Management,
Talent & Human Resource Management),
P. O. Box LG 859,
University of Ghana Post Office, Legon, Ghana, West Africa
Learn From Experienced, Action- and Results-Oriented Experts

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20140511. brochure.expanded details. achieving high performance .... critical ‘must haves’

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20140511. brochure.expanded details. achieving high performance .... critical ‘must haves’