2018 Q4 Workshops: 1. Designing Salary Structures That Really Work; 2. Employee Engagement Strategies & Techniques For Sustainable High Performance

E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box CU 14, Central University Post Office, Miotso (Greater Accra), Ghana, West Africa.
Phone: +233-24-267-7015 OR +233-50-332-7127. Email: comprewardspro@gmail.com OR ekt2010associates@gmail.com
**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 13
Fourth Quarter 2018: Practice-based Professional Skill-Development Courses:
Updated October 4, 2018
Practical, Actionable, No-Nonsense, High-Performance, High Impact
Professional Skill-Development Courses
VENUE: A Well-Appointed Conference Center/Facility In Accra, Ghana, West Africa*
BIG DISCOUNTS For EARLY REGISTRATION & For Multiple Participants From Same Sponsor.
Cash Incentive Payment For Referrals.
#
Course Title Target Participants Dates (Duration)
Early Bird Fee
(Discounted)*
Regular
Regular*
1. 3Employee Engagement Strategies & Techniques
For Sustainable High Performance: Deploying
Proven Practices & Processes That Work In High-
Performance Organizations
CEOs, CHROs, Business Line
Managers, Heads Of Division /
Department, HRBPs, etc.; SME
Owners & Leaders; Union Leaders
Tuesday, October 23,
2018 To Wednesday,
October 24, 2018
(2 Days)
GHC 795
If Received On Or
Before
October 9, 2018
GHC 995
If Received
On Or Before
October 16,
2018
2. 2Designing 'Salary Structures' That Really Work:
Deploying Salary Surveys, Modern ‘Market
Pricing’ Methodologies, SMARTer Strategies,
Techniques, & Tools For The Competitive Edge
Leaders, Consultants, Specialists,
& Analysts In Compensation,
Benefits, Total Rewards, & HR;
SME Owners & Leaders; Union
Leaders
Tuesday, November
6, 2018 To
Wednesday,
November 7, 2018
(2 Days)
GHC 1,795 GHC 1,995
CONTACTS FOR REGISTRATION & QUESTIONS
Contact us: By email: CompRewardsPro@gmail.com OR ekt2010associates@gmail.com
OR By Phone: +233-24-267-7015, OR +233-50-332-7127 OR +233-20-142-6718
* Fees Cover Tuition, Learning Materials (handouts), Lunch, Snacks, Beverages (Water, Tea, Cocoa, And/Or Coffee), And A Certificate of Participation.
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)

Learning Facilitator
Mr. E. K. Torkornoo, A WorldatWork** Certified Compensation Professional (CCP) Since 1999 (Fulfilled
Rigorous Regular Recertification Requirements To The Present Date). First Of Only 2 CCPs in Ghana. He holds
A Master’s Degree In Industrial Relations And Personnel Management From The London School Of
Economics (University Of London), and took post-graduate courses at The Center For Human Resources And
Labor Relations (CHRLS), University Of Minnesota, USA, As Well As I.E.S.E., Barcelona, Spain.
Mr. Torkornoo has Over 25 years of industry experience:
Leading Functions And Projects In Total Rewards (Compensation, Benefits, Performance Management,
etc.), Human Capital Strategy, HR, OD, Transformation & Change, Etc.;
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 Services; Telecom/Technology; Mining; Manufacturing;
Advertising & Media; Real Estate; Healthcare; NGOs; State-Owned Enterprises (SOEs), Boards & Agencies;
Governments; Etc.;
In Multiple Regions: North America (18 Years In The USA), Europe, GCC/Middle East, Asia, and Africa
(Multiple Countries).

Table Of Contents
COURSE OUTLINE:
Designing 'Salary Structures' That Really Work: Deploying Salary Survey Data, Modern ‘Market Pricing’ Methodologies,
SMARTer Strategies, Techniques, & Tools For The Competitive Edge
COURSE OUTLINE:
Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices &
Processes That Work In High-Performance Organizations
About Us: Industry-Seasoned, Professionally-Certified Practitioners & Facilitators Of Learning & Solutions
Our Approach To Practice And Learning
Our Solutions And Service Delivery Formats
*Referral Incentives, Discounts, Notes, Contacts, & Deadlines For Fee Payments, Etc.
Contacts For Registration
Indicative List Of Courses Available (May Be Customized To Your Company Or Group Needs Upon Request)

COURSE OUTLINE:
INTRODUCTION
Pay Equity, Pay Gap, Regulatory Requirements: Recent regulatory requirements and issues in Pay Equity and Pay Gaps pose
very imminent and serious challenges to Compensation and Total Rewards Management in general, and the design,
management and effects of ‘Salary Structures’ in particular. Yet ‘Market pricing’ and other methodologies used in designing
‘Salary Structures’ are somewhat suspect, inconsistent, and heavily compromised in many organizations for a variety of
reasons: zero to poor professional training, limited resources (staff, surveys sources, software, systems, etc.), outdated
legacy practices, cultural issues, pay discrimination, etc.
Visible, Aggravating, Risky: Let the user beware! ‘Salary Structures’ (however conceived and termed) are some of the most
‘visible,’ aggravating, and risky aspects of Compensation And Total Reward Programs!!
Distracting Tip: One the one hand, ‘Salary Structures’ are just the tip of the iceberg in Total Rewards. On the other hand,
they are massively ‘distracting’ to employees, and a royal pain to the compensation and rewards professionals who slave
for months in multiple stages of planning, data management processes, and decisions to get them ‘right.’
Complex Factors And Processes: The often-disparate interests, opinions, and behaviors of multiple stakeholders (boards,
management, HR and Rewards professionals, employees, unions, competitors, regulators, society, etc.) make the design of
‘Salary Structures’ an even more complex undertaking. That is before one adds the difficulties of aligning and reconciling
the varied issues of company strategy, HR and Reward Strategy, job nomenclature, job documentation, benchmark jobs,
‘hot’ jobs, job matching, number and type of data sources, nature of salary survey data and practices, salary budget surveys,
multiple salary surveys, other kinds of survey data, aging of data, appropriate analytical processes, appropriate dimensions
and variables of comparison, professional standards, emerging changes in the market, etc., etc.
(Continued Below)

COURSE OUTLINE:
(Introduction Continued)
Out With The Old; In With The New: Suffice it to say, the old, mechanical ways of designing and using ‘Salary Structures’
(as represented in many textbooks, sources, and organizations) are quickly deadly, dying, or dead in our very Volatile,
Uncertain, Complex, and Ambiguous (VUCA) world of jobs, rewards, and work.
Trends And Changes In Professional Practices: It’s a New Day: Practitioners need to ‘wake up and smell the coffee’ of new,
more effective, and sustainable ways of designing and using ‘salary structures’ in the face of multiple imperatives for change.
For example, recent reports of practice-based studies by WorldatWork (the leading global association of professionals in
Total Rewards) identify the following trends and changes in practice, among others:
• Rising visibility and regulatory requirements of Pay Equity (CEO Pay Gap, Gender Pay Gap, etc.) will challenge
Compensation And Total Rewards professionals to perform comprehensive programs of change to ensure that
significantly better perception and reality of fairness and compliance, good governance, and good corporate citizenship
for the many stakeholders watching with very keen interest;
• More companies rely on market-referenced job pricing (AKA ‘Market Pricing’) than traditional Job evaluation methods in
determining the value of jobs;
• Companies use significantly more than one salary survey source for their market data;
• Companies perform more frequent review of their salaries and salary structures;
• “Market pricing jobs is viewed as the most important task for compensation professionals…” (WorldatWork, 2018);
• Market pricing processes are expected to take more time in the coming years (in spite of increasing use of technology in
related processes);
• The rising strategic importance of compensation and total rewards functions, requires more transparent and fair
processes, and more work.
Back to Table Of Contents

COURSE TITLE:
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
1. Design technically sound and sustainable pay structures aligned with organizational strategy, objectives, and goals;
2. Perform comprehensive due diligence in planning, sourcing, analysis, and utilization of compensation and rewards data from
reputable survey providers
3. Make determinations about how to leverage a balanced portfolio of target salary surveys and reward studies;
4. Determine which type of pay structures are appropriate for their specific, unique, and complex context;
5. Select appropriate framework, ingredients, weighting and sequencing of strategic and operational assumptions for designing
pay structures;
6. Perform diagnoses with, and / or Define, Develop, Deploy, and / or Data Manage and leverage appropriate Job Nomenclature,
Job Documentation, Job Units, Job Families, Benchmark Jobs, Job Evaluation Approaches, Architecture, Career Bands, Etc.;
7. Develop Composite Market Rates from multiple sources of Market Data using appropriate technical procedures;
8. Perform Competitive Market Analysis using a variety of criteria and techniques to determine more realistic picture of market
position of focal organization;
9. Make highly-insightful, data-driven decisions about pay structures and total rewards based on complex multi-faceted criteria
and analyses to drive performance, competitiveness, and growth;
10.Perform technically-superior market-referenced job pricing (AKA ‘Market pricing’) to improve competitive alignment;
11.Construct New Pay Structures from Salary Survey Data aligned with Corporate Strategy and Total Reward Strategy (versus
mindless and dangerous copycat approaches);
12.Perform multi-faceted Technical Analyses to develop and position other elements of Total Rewards in sync with New Pay
Structures and strategy;
13.Perform Financial Modeling and analyses to determine impact of alternative decision choices;
14.Present, Justify, & Defend Pay Structure Proposals For Change To Management & Board of Directors
15.Develop and implement Pay Structure implementation plans with appropriate Communication Strategy And Considerations of
unique context

COURSE OUTLINE:
SUMMARY OF TOPICS COVERED
The following is a high-level list of indicative topics, with extensive sub-topics & ‘revealing’ technical details available to paid participants:
1. Introduction To ‘Salary Structures,’ Pay Structures, And Related Matters;
2. Important Assumptions For Developing ‘Salary Structures’ (Context, Strategy, Operational Goals, Rewards Program Framework, Etc.);
3. Job Nomenclature, Job Documentation, Job Units, Job Families, Benchmark Jobs, Job Evaluation Approaches, Job Architecture, Career Bands,
Etc.
4. Developing (Composite) Market Rates For Benchmark Jobs Using Market Data (Extensive Technical Details In Sub-topics);
5. Competitive Market Analysis: How Are We Doing Relative To The Competition, And How Does That Affect Our Company?
6. Decisions: What Do We Need to Do To Meet Our Goals, And Remain Competitive (Based on What The Market Data Says)?
7. Constructing The New ‘Salary Structure’ From Market Data:
7.1. Elements of Pay Structure (Mini-Session);
7.2. Revisiting Important Assumptions Behind ‘Salary Structures’ (Extensive Details In Sub-topics);
7.3. Working With The Salary Survey Data For Constructing Pay Structure (Extensive Details In Sub-topics);
7.4. Determining Our New Range Midpoints Relative To Market Rates (Extensive Details In Sub-topics);
7.5. Determining Our Range Spreads (Extensive Details In Sub-topics);
7.6. Midpoint Progression Decisions: Cause Or Effect?
7.7. Financial Impact Versus Salary Budget: Analysis, Advocacy, Advisory Ammunition, Adjusting,…
7.8. Examining Multiple Dimensions Of ‘Fit’ For Purpose: Corporate Culture, Competitiveness, Consistency, Compliance, Contribution, Cost,
Continuity, &Cetera, &Cetera;
7.9. Other Considerations;
8. The Draft New Pay Structure: The Typical Limited Perspective;
9. The Draft New Pay Structure: A More Complete And Powerful Perspective;
10. Multi-faceted Technical Analyses Of The Draft New Pay Structure And Implications For The Rewards Program;
11. Financial Impact Analyses Of The Draft New Pay Structure;
12. Presenting, Justifying, & Defending Key Proposals For Change To Management & Board of Directors;
13. Pay Structure Implementation: Communication Strategy And Considerations;
14. Other Pay Structure Implementation Considerations.

COURSE OUTLINE:
Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying
Proven Practices & Processes That Work In High-Performance Organizations
INTRODUCTION
All organizations operate in an increasingly complex and competitive context. Employees / People are the most important resource for
managing the complexities and competition. Yet, employees are probably the most complex to understand, lead, motivate, and leverage
for success. They come in all shades and mixes, well beyond basic demographics. Employee Engagement (when properly understood and
applied) is one of the most modern, powerful, and effective strategies for listening to, learning about, leveraging, and leading employees
to achieve high performance.
IMPORTANCE / BENEFITS OF EMPLOYEE ENGAGEMENT: Very High Employee Engagement is associated with significantly better business
performance on multiple measures. For example, companies with highest Employee Engagement levels have three (3) times the Operating
Margin, 6.5 fewer days lost, 41 % lower retention risk of those with low engagement (Willis Towers Watson). There is now a growing and
solid body of evidence (plus case studies) in support of the measurable positive links between High Employee Engagement and multiple
levels and measures of organizational health and performance.
WHAT IS IT? “Employee Engagement is the extent to which employees, individually or in groups, willingly and continually go the extra mile
… to perform to meet or exceed target goals and results of organizations.” (E. K. Torkornoo, 2017). Employee Engagement takes us well
beyond the old and somewhat limited concepts of Employee Satisfaction and Commitment. It goes far beyond what employees say, to
more effectively asses, predict, and measure what they (will) do. It is more comprehensive, involving head, heart, and hands.
GOING BEYOND SURVIVAL – THE IMPERATIVE TO THRIVE: Leaders and HR Practitioners need to understand and apply Employee
Engagement strategies of high-performing companies if they wish to compete and excel in the increasingly complex world of work.

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:
• Lead / Facilitate planned processes of change to diagnose, design, develop, deliver, and assess Employee Engagement for
improving company performance; This will involve the following, among others:
.1. Deploy appropriate Framework and /or Models for delivering high-impact change;
.2. Apply the knowledge of Key Drivers of Employee Engagement in designing appropriate interventions;
.3. Develop structured responses to complex contextual factors and trends affecting Employee Engagement and company
performance;
.4. 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;
.5. Leverage deep insights from multiple Case Studies to support programs of sustained positive change;
.6. Perform structured assessment and selection of appropriate service providers to assist with key aspects of change
management.
SUMMARY OF TOPICS COVERED
[Details Available In The Full Course Description Upon Request]
The following is a high-level list of indicative topics, with extensive sub-topics & ‘revealing’ technical details available to paid
participants:
1. Introduction, Definitions, Evidence For, And Importance Of Employee Engagement;
2. The Complex Context / Environment Of Employee Engagement;
3. Frameworks, Models, & Drivers of Employee Engagement;
4. How To Make Employee Engagement Happen: Planning, Practices, Processes, People, … For High Performance;
5. Case Studies And Practice Exercises in Employee Engagement For High Performance

ABOUT US:
INDUSTRY-SEASONED, PROFESSIONALLY-CERTIFIED PRACTITIONERS & FACILITATORS OF LEARNING & SOLUTIONS
We are Industry-seasoned, Professionally-Certified, Practical, Hands-On, Leaders Of Sustainable Change And Solutions In Organizations
Around The World. Our specialization includes Sales Compensation, Total Rewards (Compensation, Benefits, etc.), High-Performance
Management, OD, Transformation & Change, 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, hands-on 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 (diagnosing problems, plus designing, developing and
delivering innovative and sustainable solutions for real-world situations) using regionally-relevant case studies, simulations, and
practice exercises relevant to learner contexts: customers, companies, competition, current-times, cultures, communities, countries,
continents, circumstances, etc.

OUR APPROACH TO PRACTICE AND LEARNING
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 in
FTSE 100, Fortune 500, Fortune Global 2000, & Forbes 500 Arab World and other companies (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.
• FACILITATION STYLE: Our style of learning facilitation leverages hands-on, practice-based, problem-solving approaches, as well as other
wealthy experiences and styles so that participants are uniquely prepared to become real actors and leaders in sustainable Change!
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.

*Referral Incentives, Discounts,
Notes, Contacts, & Deadlines For Fee Payments, Etc.
Referral Incentive, Discounts, Notes
• * Fees Cover Tuition, Learning Materials (handouts), Lunch, Snacks, Beverages (Water, Tea, Cocoa, And/Or Coffee), And A
Certificate of Participation.
• 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 that made
payment; NOT to third parties. If programs are re-scheduled we credit payments to the next scheduled session.
CONTACTS FOR REGISTRATION & QUESTIONS
Contact us with any questions:
• By email: CompRewardsPro@gmail.com OR ekt2010associates@gmail.com
• 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 Your Registration: Specific Dates Announced For Each Session.
Please Inquire From The Contact Information Provided
See Fee Schedule For Deadlines For Early Registration Discounts
Note: Limited Space. First-Paid, First In Basis

Indicative List Of Courses Available (May Be Customized To Your Company Or Group Needs Upon Request)
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-Development Courses
Course Title Target Participants Dates (Duration) Fees
A. Compensation & Total Rewards Management Fundamentals:
Comprehensive Modern, World-Class Principles & Practices, With
Relevant Local Cases, Applications, & Solutions
HR Practitioners; Future & New Analysts, Specialists, & Consultants In
Compensation, Benefits, Total Rewards; Union Leaders & Negotiators;
Leaders Of Small/Medium-Sized Enterprises; Policy Makers; Etc.
TBD. May Be Scheduled Upon
Demand By Client, Or By
Group Of Participants
TBD
B. Designing 'Salary Structures' That Really Work: Deploying Salary
Surveys, Modern 'Market Pricing' Methodologies, SMARTer
Strategies, techniques, & Tools For The Competitive Edge
Board Compensation Committee Members; Owners, & Leaders;
Consultants, Specialists, Analysts, Negotiators; Compensation,
Benefits, Total Rewards, OD, HR, Finance, Payroll Professionals; SME
Owners & Leaders;
TBD
C. 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
TBD
D. 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
TBD
E. Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions For Driving
Sales & Revenue
Sales Leaders, Sales Managers, Sales Compensation Professionals,
CSOs, CMOs, CEOs, CFOs, Etc.; SME Owners & Leaders
TBD
F. Executive Compensation & Corporate Governance
Fundamentals
Boards, Compensation Committees, CEOs, CHROs, CFOs, Governance
& Risk Managers
TBD
G. 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, Business Line Leaders, Strategists, Rewards
Leaders, Consultants, HRBPs
TBD
H. Salary Survey Secrets Of Success For Competitive Pay &
Performance: From Planning, thru’ Providers, to Parsing Data, &
Processes Between & Betwixt
CEOs, CSOs, CHROs, CFOs,
Strategists, Rewards
Leaders, & Consultants
TBD
I. Rewards Strategy For High Performance & The Competitive
Edge: Developing & Leveraging What Works In Top-Performing
Companies
TBD
J. Designing Incentive And Bonus Programs For Improved
Performance: Learning & Leveraging Practices & Principles Of
Top-Performing Companies
TBD
K. Expatriate Compensation and Global Mobility Fundamentals:
High Impact Practices & Principles For Our Increasingly Complex
& Changing Global Village
TBD

2018 Q4 Workshops: 1. Designing Salary Structures That Really Work; 2. Employee Engagement Strategies & Techniques For Sustainable High Performance

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2018 Q4 Workshops: 1. Designing Salary Structures That Really Work; 2. Employee Engagement Strategies & Techniques For Sustainable High Performance