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Certified
ProfessionalRewards
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CONTENTS
#1
Learning Promise
Quick Snapshot
Learning Experience
#2
Learning Anchors
Point of View
Program Snapshot
Evaluation Criteria
Module Details
Course Curriculum
#3
Commercials
Calendar
Connect with Us
Registration Details
#5Learn from our BestConsultants
Architects
#4
Aon Hewitt Learning Center is on a mission to providereal learning to help HR impact business outcomes. Webring together our consulting insights and capabilitybuilding expertise to create highly-specialized learningjourneys for HR professionals.
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LEARNING PROMISE
Effective Partnership
Technical Expertise
Business Acumen
Gain leaders’ trust to sharpen the human capital agenda
Understand business imperatives, connect people initiatives
Navigate across contexts to create tangible impact
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QUICK SNAPSHOTAlumni refer
someone for an AHLC course
40%
200
HR leadersare a part ofour alumni community
8000
Is the median participant experience
Alumnifeel empoweredto drive business
results
10years
80%
HRprofessionalshave receivedtraining via our
courses
1
2
Flagship certificate courses for HR professionals
Bespoke HR capability journeys for organizations
Our Capabilities
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LEARNING EXPERIENCE
Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
ComprehensiveAssessment
Get your courseware
Connect with peers
Learn from ourbest consultants
Reinforce your learning
Certify your learning
Register
Point of ViewOur Learning Anchors
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EFFECTIVE WINNING PEOPLE STRATEGIES
Talent Supply
Capability Growth
High Performance
BusinessCapability
PeopleRequirements
PeopleStrategy
BusinessStrategy
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ELEMENTS OF TOTAL REWARDS STRATEGY
Transactional Rewards
Relational Rewards
RewardsPhilosophy
Benefits• Health• Retirement• Paid time off• Welfare
Compensation• Base Pay• Short Term Incentives• Equity Participation• Financial Recognition
Development• Performance Management• Learning• Career Development• Opportunities
Environment• Culture & Climate• Work Design• Flexibility• Affiliation
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LINKING INTERNAL EQUITY
Job Analysis
Agreed Role Descriptions
JOB EVALUATIONCompensation Design Performance Management
Organizational Analysis Career Development and Succession Planning
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IMPACT OF MARKET BENCHMARKING
= fx
External Competitiveness
How do our rewards programs and practices compare to the relevant
external market?
Financial Considerations
What is the relative cost of our rewards and practices?
Talent Strategy
What is our talent strategy, given our business direction
and priorities?
Employee Preferences
How do our rewards programs and practices compare to the
relevant external market?
Total Rewards Strategy
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METHODOLOGIES FOR SALARY STRUCTURING
Control Internal Focus
xx
xxx xx x
x
Jobs
$
$
Market Reference Points Broad Bands Multiple Grades
Jobs
$
Jobs
$
Flexibility Market Focus
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BREAKING DOWN ANNUAL BUDGETING
MeritIncreaseBudget
Market / Special Adjustment
Budget
Develop and Adhoc
Budget
PromotionIncreaseBudget
MIB MKB
DAB PIB
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DESIGN SHORT TERM INCENTIVES AND UNDERSTAND LONG TERM INCENTIVES
Determine Plan Funding
Select Performance Parameters
Create Performance-Payout Curve
Plan Administration
and Communication
Determine Plan Eligibility
Choose Plan Type
Course CurriculumDeploy structured Rewards practices to drive performance.
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PROGRAM SNAPSHOT
Salary Structure, Design & Annual
Budgeting
Introduction to Rewards
Strategy
Winning People
Strategies
Internal Equity (JD/JE)
Market Benchmarking
STI & Introduction
to LTI
Final Assessment
Online Learning Modules* Online Discussion Boards*
Learning journey spanning across four contact classes and a comprehensive online assessment
Day 1 Day 2 Day 3 Day 4 Assessment
*Active for one year
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EVALUATION CRITERIA
40%
20%
20%
10%
10%Courseware
Online Discussion
Class Participation
Assignments
Final Assessment
• Final Assessment can only be takenafter attending all six modules
• Minimum 50% is required in the final assessment
• At least 50% aggregate score is required to complete the certification
MODULE DETAILS
Objectives
Outcomes
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• Understand the strategic styles and core capabilities of different organizations through SWOT analysis in order to determine relevant employee competencies and create a compelling work environment
• Understand how to align talent supply strategy with business strategy and reflect on your organization’s talent supply strategy
• Understand how to align the reward strategy with business strategy and reflect on your organization’s high performance strategy
• Understand capability requirement for different organizations and reflect on your organization’s capability growth strategy
• Ability to examine the common business issues which companies are facing today and learn if these issues are people or process related
• Improve personal effectiveness and credibility by building the essential skills needed to engage business leaders and line managers in meaningful conversations about the business
1 Winning People StrategiesDesign a people strategy aligned to business objectives
MODULE DETAILS
Objectives
Outcomes
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• Understand how to align your reward strategy with your business strategy, explore how different business strategies require different people strategies
• Learn how to apply Aon Hewitt Improving Business Results Through People model to define the unique people requirements for your organization
• Develop a detailed reward strategy (what elements to emphasize, how to determine internal equity, competitive positioning, measuring performance, etc.)
• Contribute to the development of key components of compensation strategy
• Appreciate the linkages with other systems to articulate a rewards strategy which is aligned with business objectives
• Articulate the organization's rewards strategy for managers and employees
2 Rewards StrategyAlign rewards strategy to ensure high performance
MODULE DETAILS
Objectives
Outcomes
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• Develop a job description template that meets the needs for job evaluation, selection and recruitment
• Conduct training workshops to guide managers and/or employees on completion of job descriptions
• Understand the methodology of the job evaluation tool and the job evaluation process
• Provide specialist knowledge to aid decision making in a job evaluation committee
3 Internal EquityEmploy Job Evaluation to ensure consistency and fairness
• Learn to use compensation management tools like Job Description and Job Evaluation to establish internal equity
• Develop capability to establish and evaluate internal equity in the organization
• Use training workshops and forums to onboard relevant stakeholders for the process of Job Evaluation
MODULE DETAILS
Objectives
Outcomes
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• Choose comparators & benchmark positions
• Market pricing skills practice
• Talk to the business about pay
• Business evolution & job evaluation
• Evaluate strengths and weaknesses of data providers & understand the job matching methodology of the vendor and how it relates to your own organization
• Conduct job matching to select appropriate job by function and level to vendor's database
4 Market BenchmarkingDrive external competitiveness of rewards In your talent marketplace
MODULE DETAILS
Objectives
Outcomes
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• Build a salary structure
• Determine salary increases
• Communication prioritization
• Refine salary structure based on market information and business needs
• Manage annual budgeting exercises to determine salary increases by performance and pay position
5 Salary Structure Design and Annual BudgetingDesign a framework for sound pay management; allocate budgets and manage salary transitions
MODULE DETAILS
Objectives
Outcomes
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• Overview of short-term incentive planso Definitiono Categorieso Plan Selection
• Design a short-term incentive plano Design processo Key issueso Fundingo Implementation and communication o Evaluationo Case study to apply the learning
• Introduction to long-term incentives
6 Short-Term Incentives andIntroduction to Long-Term IncentivesDesign short-term incentives; get exposed to the long-term incentive landscape
• Learn the basics and trends of short-term incentive plans
• Develop skills on process of plan design, and practice the skill through exercises and discussion
• Understand the common issues in plan implementation and communication and their corresponding solutions
• Develop understanding of long-term incentive plans
ArchitectsAccess the best minds in the industry: experiences, insights, growth. Delivered.
LEARN FROM OUR BEST CONSULTANTS
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Anandorup Ghose leads Aon’s Rewards practice for SouthAsia. Prior to this role, he managed several client relationshipsin the Middle East, Asia Pacific and India in the areas ofexecutive compensation design and benchmarking, long termincentive plan design, sales incentive plan design, governancestructure definition, remuneration committee advisory etc.
Moreover, he has also worked on some large scale mergerintegration projects with clients in the region, primarily in thefield of telecom, financial services and oil and gas. His keyclients include the Aditya Birla Group, Mahindra, Genpact andTata Consultancy Services.
Anandorup is a regular speaker at several executivecompensation forums in industry associations such as All IndiaManagement Association, FICCI, and Anchorage Society forHuman Resource Management.
He is ardent reader of the Economist and whenever timepermits he loves to travel and experience new cultures.
Anandorup GhoshDean,
Aon HewittLearning Center
Anandorup's MantraCulture eats strategy
over breakfastPeter Drucker
LEARN FROM OUR BEST CONSULTANTS
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Roopank Chaudhary is currently the India Head for McLagan(Aon’s Financial Institutions Practice). Apart from buildingthought leadership and content capability for this vertical, hemanages key client relationships with large Indian banks,multinational/investment banks, insurance/asset managementcompanies, non-banking financial companies as well asfinancial services conglomerates across the country.
He leads Insurance at McLagan for the Asia Pacific region. Heled the integration of the Hewitt Associates FI business andMcLagan in India following the Aon Hewitt merger in2010. Hiskey solution areas include rewards strategy, structuring andbenchmarking, job description & evaluation, organizationstructuring, performance management system design, HRaudit, and productivity benchmarking.
He dons the hat of editor at the Total Rewards Quarterly(TRQ) Magazine, an Aon quarterly publication showcasingthought leadership and rewards trends in India. He regularlycontributes white papers and articles on HR and reward trendsin financial services.
He is an avid reader of fiction, writes poetry, followsBollywood, loves cricket and takes out time to travel frequently.
Roopank Chaudhary
Director, HeadMclagan, India
Roopank's MantraThat which does not kill us makes us strongerFriedrich Nietzsche
LEARN FROM OUR BEST CONSULTANTS
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Anirban leads Aon’s Rewards Consulting practice for its ITProduct and Engineering Design verticals. He is alsoresponsible for leading the Research and Insights group andNew Client Acquisition for the IT/ITES industry. In his timewith Aon, he has worked with several prominent organizationsin these sectors to help them rethink their approach tomanaging rewards through insights into market best practicesand compensation trends.
Anirban specializes in the area of Broad Based Compensationwith expertise in domains like Rewards Strategy articulation,Market Pricing, Pay Range Design, Budget modeling,Organizational Structure and Design, Process and Policyaudits, Short term incentive design and RewardsCommunication solutions
Prior to joining Aon, Anirban was primarily engaged with the ITand Professional Services sector with notable organizationssuch as Dell, where he worked as the Global Lead forCompensation for its Application and BPO Businesses,Accenture, where he lead compensation for its ManagementConsulting business and benefits for overall Accenture Indiaand IBM where he worked as a Compensation Partner for itsIT Infrastructure Support Businesses and Global Initiatives.
Anirban GuptaSenior Consultant
Rewards Consulting (IT), India
Anirban's MantraSuccess is short-lived
without risk andinnovation
Self
LEARN FROM OUR BEST CONSULTANTS
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Vamsi leads the Rewards Consulting practice for ITeSIndustry vertical for Aon India and handles some of the keyrelationships in this space. Vamsi is the Captives subjectmatter expert and has partnered with clients while pitching foron shore opportunities.
Vamsi has led many compensation benchmarking, diagnosticand design projects in the ITES & IT sector. He has ledcomplex projects involving benchmarking and design, jobevaluation, rewards benchmarking, pay range design andcompensation structuring. He also partners with clients inworkforce optimization and spend optimization initiatives.
Vamsi brings diverse industry experience, notably from theTechnology and FMCG sectors. Prior to Aon he was withNokia India in Chennai as a lead in setting up their HRShared services operations support Nokia Globally.
His key clients include JP Morgan, WNS, Barclays, Deloitteand RBS among others.
Vamsi has masters in Human Resource Management fromXLRI, Jamshedpur and a Bachelors in MechanicalEngineering.
Vamsi KaravadiSenior Consultant
Rewards Consulting (ITES), India
Vamsi's MantraOpportunity lies
where challenges areJack Ma
LEARN FROM OUR BEST CONSULTANTS
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Navneet Rattan is a Industry Leader with Aon’s Compensationpractice in South Asia. In this current role, he leads AonHewitt’s Compensation business for the Services Industryvertical which includes Telecom, Retail, Hospitality,Professional Services, Real Estate, Infrastructure, Media,Airline and Publishing. Additionally, Navneet holds extensiveexperience in Pharmaceutical & FMCG sectors.
Navneet specializes in the area of Rewards PhilosophyDesign, Compensation & Benefits Benchmarking,Compensation Structuring/Audit & Design, Benefits Audit /Diagnostic, Pay Design & Implementation, CompensationHarmonization, Implementation & Transpositioning.
He has also led multiple DD/M&A projects from Compensation& Benefits point of view and has been involved both audit, pre-merger as post-merger work.
His key clients include: Bharti Group, Tata-Teleservices,Vodafone, Idea, Indus Towers, Ericsson, Spencers, Lifestyle,Shoppers Stop, Sony, Star, Viacom, Walmart, Marriott,Starwood, Taj, Jubilant Foodworks, Yum Restaurants.
An Graduate in Commerce from Shaheed Bhagat SinghCollege, University of Delhi, 2003, Navneet also holds aDiploma in Computer Science from NIIT.
Navneet RattanSenior Consultant
Rewards Consulting (Services), India
Navneet's MantraIf I asked people what
they wanted, they wouldhave asked for a
faster horse.Henry Ford
LEARN FROM OUR BEST CONSULTANTS
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An engineer and MBA by education, Prakhar is involved inhuman capital consulting assignments and is responsible forBusiness Development, Project Management and Delivery.
He leads Life Insurance relationships in India and worksclosely with MNC and Local Banks in India and Sri Lanka. Hehas project managed and overseen large and complexconsulting assignments in the Financial Institutions both inMNC and PSU space. His key solution areas includePerformance Management System Design, Reward Strategydesign and implementation, Succession Planning framework,Compensation Benchmarking, Job Evaluation, Variable Payand Sales incentive Design.
Prior to his current stint at McLagan, Prakhar has worked withThe Boston Consulting Group as a Specialist Consultant andwith Deutsche Bank as HR Business Partner for GlobalTransaction Bank , Asset and Wealth Management,Investment Bank and Global Markets .At Deutsche Prakharlead a few key regional projects in the capacity of Asia Pacificlead. He was awarded the Global HR recognition award atDeutsche Bank and has represented the bank at the EconomicTimes young leaders award .
Along with a University Gold Medal in Engineering, Prakharholds a masters in Human Resources from Tata Institute ofSocial Sciences.
Prakhar TripathiSenior Consultant
Rewards Consulting (Financial Institutions),
India
Prakhar's MantraThings do not happen,
Things are made to happen
John F. Kennedy
Registration DetailsTake the leap: simple three step registration and welcome real learning
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COMMERCIALS, CALENDAR & CONNECT WITH US
Connect with [email protected]
011 39585050 Course Fee (inclusive of taxes)
₹75,000Participation will be confirmed post payment
Learning CenterClassroom sessions
32 hours
OnlineDiscussion BoardActive for one year
ParticipantHandbook Pre-reads 10 hours
CertificationAon Hewitt Certified
Rewards Professional
Course CalendarClick to view
Terms & ConditionsClick to view
CONTACT USAon AHLC Inquiry Mailbox: [email protected] Kumar: [email protected]
