Reward Training

Early Career & HR Generalist

Mercer Learning supports the training needs of:

• Inductees in HR roles.
• Early-career HR generalists.
• Line executives who need to be across HR fundamentals to support business line colleagues in industries or organisations that may not have large HR functions yet need to manage co-workers (e.g. retail sector, small to medium sized enterprises).

Select the options below to view further details on the specialist courses and programmes for early career and HR generalists.

• Introduction to Reward: for HR People

  This 1-day training course will cover the basic principles of compensation management. The course is designed for HR generalists who have limited exposure to pay practices and need to develop a basic understanding of the principles.

  Agenda:

  • Principles of total reward
  • The story of data
  • Evaluation and grading principles
  • Benchmarking
  • Pay structures and progression
  • Managing the review

  Register   >>
• Mercer Learning Online

  e-Learning courses building baseline skills and capabilities

  Mercer Learning Online is a comprehensive suite of 19 online, ready-to-go courses, built on Mercer's practical experience and concrete knowledge, gained through our more than 20 years’ practical experience working with clients. HR and business professionals around the world are training through Mercer Learning Online to get quickly up-to-speed in building baseline-level knowledge, capabilities and effectiveness. HR generalists (even line executives) are using Mercer Learning Online to broaden their skills set.

  5 HR competencies and 19 training modules:

  

  Performance & Rewards

  Performance and rewards
  Optimizing benefits
  Sales incentive design
  Executive remuneration
  Global Mobility
  Producing quality position descriptions

  

  Analytics & Change

  How to lead in change management
  Driving business results with workforce insights
  Leveraging technology

  

  Talent Management

  Talent management
  Career management
  Organizational design
  Training design and evaluation

  

  Business Partnering

  Effective business partnering
  Driving employee engagement and productivity
  Designing effective HR policies

  

  Talent Acquisition

  Recruitment and employee value proposition
  Engaging hiring and onboarding strategies
  Utilizing assessment tolls effectively

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  How does it work?

  • Cloud based, ready-to-go, quick to implement, easy-to-use and get results. Modules can be hosted on your corporate LMS.
  • 19 x 30-45 minutes modules (9 hours of learning) – accessible on any mobile device.
  • Course modules include simple, downloadable learning models, audits, and post-learning tools.
  • Per user license-based model for any combination of, or the entire course modules, based on your needs.
  • Real-time tracking of an individual's learning progress.

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  Further Information

  Learn More   >>

Analyst

Mercer Learning supports the training needs of:

• Reward practitioners with limited experience in the function.
• Established Analysts who need to develop further skills and awareness of best practices.
• Line managers and HRBPs who need to need to go beyond the basics of pay and benefits.

Select the options below to view further details on the specialist courses and programmes for reward analysts.

• Reward Fundamentals

  This 1-day course delivers the following training outcomes:

  • Build a solid understanding of the current macro trends impacting the design and delivery of rewards.
  • Gain an overview of key reward concepts and the importance of overarching reward principles.
  • Develop an understanding of fundamental reward programme designs and processes, emphasizing levelling and pay structures.
  • Gain insights into the importance and relevance of market data and the benchmarking process.
  • Develop a foundational knowledge of pay progression and pay management mechanisms.
  • Build an understanding of key communication challenges around rewards.

  Targeted attendees:

  • Reward Analysts
  • HR Generalists with no reward background
  • Early careers non-reward roles transitioning into Reward

  Content:

  • Principles of total reward
  • The story of data
  • Evaluation and grading principles
  • Benchmarking
  • Pay structures and progression
  • Managing the review

  The course will be a combination of theory and practice, including interactive sessions: Client examples, attendees' examples and challenges Q&A, "so what?" approach – with a worked-through case study.

  Register   >>
• Compensation Benchmarking

  This highly practical 1-day course delivers the following training outcomes:

  • Context of total rewards and impact on compensation benchmarking
  • Gain foundational insights into the importance and relevance of market data and the benchmarking process
  • Overview of the salary survey submission process, data analysis and reporting
  • Understanding stakeholders, gathering internal data and completing job matching
  • Details of compensation benchmarking processes, market compensation data gathering and analysis
  • Understanding and adjusting data, and ensuring quality outputs
  • Dealing with data anomalies and market data interpretation

  Target attendees:

  The course is designed for:

  • Participants who attend the previous day’s session, ‘Reward Fundamentals’
  • Reward and compensation and Benefits analysts who need to understand and apply compensation benchmarking activities and processes in their roles
  • HR Generalists with no reward background
  • Participants who have attended ‘Reward Fundamentals’ course (previous day)

  Register   >>

Manager

Mercer Learning supports the training needs of:

• Reward managers into future leaders, including leading the reward function; designing reward programmes; doing career architectures.
• Reward managers and high potential talent.
• HR managers who need to develop further skills and awareness of best practices.

Select the options below to view further details on the specialist courses and programmes for reward managers.

• Advanced Reward Management

  Training objectives:

  • Learn and understand a framework for establishing the link between business and reward strategy.
  • Learn how to critically review and lead reward design activities.
  • Build a clear understanding of and then implement best practice business-as-usual activities – mainly focusing on the key areas of reward governance, colleague engagement and communication.
  • Be able to understand topical compensation and benefits contextual challenges.

  Duration:

  2 day course.

  Target attendees:

  • Reward Manager
  • High potentials transitioning to Reward Manager

  Course Agenda:

  • DAY ONE – Introductions and learning objectives
  • Macro trends impacting rewards
  • Role of a Reward Manager
  • Reward Strategy & EVP
  • Design process
  • Design: base
  • Design: variable pay & recognition plans
  • Design: cars, benefits and wellness
  • Design: pension
  • DAY TWO
  • Focus on Executives
  • Focus on Expats
  • Communicate
  • Manage: governance and organisation
  • Manage: audit and risk management - focus on equal pay
  • Key behaviour of a Reward Manager: influence in the workplace
  • Action planning, follow up & course wrap up

  The course will be a combination of theory, sharing experiences, discussion and debate. Sessions are led by specialist Mercer consultants, bringing the theory to life with real life client examples, with it then opened up to participants to ask questions, share their own experiences, challenge and debate.

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• Strategic Partnering for Reward Professionals

  For ambitious reward professionals focusing on career development, improved personal behavioural skills are as critical to reaching the next level as is technical competence. However, there have been few provisions offered to date that are specifically aimed to help reward professionals. In response, Mercer's two-day Strategic Partnering for Reward course delivers crucial ‘how-to’ personal skills that strengthen personal brand potential, with content including:

  • Communicating effectively to influence senior leaders, line managers, RemCo and HR
  • Stakeholder management across the organisation
  • Strategic ‘story telling’ using crucial company data
  • Skills that ensure personal impact inside and outside of the organisation: resolving conflicts, personal brand building and effective networking

  Duration:

  2 days.

  Target attendees:

  • Reward Manager
  • High potentials transitioning to Reward Manager

  Why attend?

  • Build out your effectiveness by adding enhanced personal effectiveness to already reached technical capability
  • Develop the important non-technical skills that you will need for further success in your current role and enhance chances of future career progression
  • Add more value to business decisions and improved engagement with senior stakeholders
  • Improve relationships within the organisation & visibility in and outside of the organisation
  • Hear real experiences from other participants and facilitators of how these skills can be used in practice
  • A forum for networking with other reward professionals seeking to transition in their careers

  Content:

  • Influencing and communication
  • Stakeholder management
  • Strategic story telling using data
  • Conflict resolution
  • Personal brand building

  Register   >>
• International Position Evaluation (IPE)

  IPE is relevant for organisations wanting to use a single methodology to classify roles across geographies and reference local pay data.

  The IPE one day course aims to address the increasing needs of Mercer clients regarding IPE transfer of know-how and support. It also provides other HR professionals and managers with the chance to explore new, more streamlined ways of job evaluation as to establish and maintaining job structures.

  The course facilitators will examine the IPE factors and process in detail, but also demonstrate how IPE links to key HR decisions in the areas of:

  • Reward management
  • Career management and competencies
  • Organisational design and effectiveness

  Designed for:

  The course is addressed to both managers and specialists interested in reward, talent management and organisational effectiveness. To be eligible to use the IPE system and undertake training in the evaluation tools, an organisation must be a licensed user of the system.

  Learning objectives:

  • Applying the IPE system; understanding the role of job evaluation in a broader HR context; understanding the theory and appropriate practical application of the IPE system.

  Course resources:

  Each participant will receive the "International Position Evaluation" handbook.

  Register   >>
• EMEA Compensation and Benefits Conference

  2018 EMEA Compensation and Benefits Conference
  4-5 October, Lisbon
  

  The EMEA Compensation and Benefits Conference is designed for HR professionals who have an international outlook and deal with Global or European compensation and benefits challenges.

  This year's theme will be People make digital work – Reward the workforce for the future, addressing the board's Talent's key issues, the technology driven new era and how HR is evolving to support the business and be a key player in planning for a digital workforce.

  Register   >>

Leader

Mercer supports the knowledge, skills, connectivity and networking of Reward leaders across Europe. Our highly regarding peer networks and conferences provide a rich learning and networking opportunity to get the valuable insights from peers – like-minded top professionals who see the value in keeping up to date with the latest thinking, trends and best practices that support their own ongoing personal development that drives their capabilities as leaders and managers of local, regional even global reward functions.

• Mercer Forums

  Unique peer networks for mid and senior-level Reward practitioners in leading organisations

  Mercer brings together members for candid, confidential conversations focused on current challenges and key issues that impact reward strategy and programme design. We offer company-led discussions and top quality surveys that allow for invaluable benchmarking and provocative exploration of solutions.

  • For Directors and Managers of Reward or C&B, Mercer offers industry specific networks that bring together practitioners in leading global organisations. These industry groups run in Europe, North America, Middle East & Africa and Asia, and are focused on the following sectors: Consumer Goods, Energy, Mining, Agriculture, Logistics, Chemicals, Life Sciences, High Tech, Financial Services, Construction & Engineering and Retail.

  For additional information, please contact Indirect.Sales.emea@mercer.com

  • For European reward leaders we offer a European Reward Strategy Network - view fact sheet. The Network offers members the opportunity to explore current key issues and tomorrow’s solutions to pressing reward strategy concerns in Europe, in a confidential and highly participative roundtable format. The Network meets 3 times a year (twice for full day session and once at the EMEA C&B Conference). The next session is scheduled for June 20 in London.
    Register   >>
    We also offer a Global Reward Network for most senior Reward leaders in Global companies.

  For more information, please contact Karen Kachadoorian, Global Leader, Mercer Networks.

• EMEA Compensation and Benefits Conference

  2018 EMEA Compensation and Benefits Conference
  4-5 October, Lisbon
  

  The EMEA Compensation and Benefits Conference is designed for HR professionals who have an international outlook and deal with Global or European compensation and benefits challenges.

  This year's theme will be People make digital work – Reward the workforce for the future, addressing the board's Talent's key issues, the technology driven new era and how HR is evolving to support the business and be a key player in planning for a digital workforce.

  Register   >>
• Personal Leader Developing – Coaching

  Mercer offers four types of coaching to HR leaders, delivered by experienced coaches.

  Executive Coaching: coaching programs of 6-9 month duration to enhance leadership, complete with insight tools, development planning, mid-session reviews and impact study at close.

  Targeted Coaching: shorter engagements focused 1-2 areas for a leader to develop specific skills.

  Learning program support: this is coaching that aligns with an Action Learning experience and/or classroom training. We have Action Learning handbooks and Review session structures to ensure the leadership agenda is addressed or learning transfer happens.

  Coaching on demand: Mercer offers coaching cards, which include a set number of phone hours that can be allocated as needed.

  Mercer's Promise:

  • Commitment to results driven coaching.
  • Vetted and monitored leadership coaches.
  • Hogan assessments, Mercer 360 or stakeholder insights gathered as part of packaged solutions.
  • 3-way planning meetings with key stakeholders and development plans as standard on programs.
  • Impact study on behaviour change and customer satisfaction survey at the end of engagements.
  • Dedicated Mercer relationship manager.

  We also offer advices on systemic coaching and setting up internal coaching panels.

  For further details, contact:
  mercerlearning.europe@mercer.com
  +44 207 178 3352