Globally Licensed Series:
Global Remuneration
Professional (GRP®)
&
Certified Compensation
Professional® (CCP®)
Does Employee Stay in
a Company Just
Because of Pay and
Benefits?
The answer is NO!
The renowned Global Remuneration Professional
designation provides you the knowledge, skills and
trainings that you need to design, manage and deliver a
global rewards programme in line with the organisation
goals.
How to Get Certified?
GRP designation is earned by passing the required
certification examinations administered through
WorldatWork Society of Certified Professionals. Each
examination consists of approximately 100 multiple choice
questions based on the Body of Knowledge for the
profession.
CPD 140 Hours
Enquiry:
Please contact Ms Eva Chan at (852) 2837-3819 or email to
Shirley Yeung, GRP, Total Rewards Manager –
Asia Pacific, Juniper Networks
GRP qualification is something worth
investing in. The program not only
strengthened my knowledge on
compensation programs and regulatory
requirements but also expanded my
professional network through an interaction
with instructors and participants. GRP
designation enhances my credibility as a HR
professional. No matter you are new to work
or a veteran in C&B, I believe this credential
can help you succeed in your HR career.
Sigit Hadiawan, CCP, GRP HR Specialist –
Total Remuneration, Chevron
It’s always been important to invest in my
professional path. Starting my career as a
rewards professional, I often wondered how
this position was supposed to advance, gain
credibility and exposure toward higher career
prospects. To demonstrate my commitment
and passion for the profession, I set my sights
on achieving GRP certification and continued
with CCP. I completed my dual certification
because it was an important step in building
recognition of my experience as a reward
professional. It led also to my previous
international assignment, which was very
valuable to gain a global perspective. Having
GRP & CCP on my résumé spoke volumes to
my sophisticated understanding of total
rewards best practices and showed
management of my career at a granular level.
How GRP Qualification Works
The strategic alliance between HKIHRM and WorldatWork offers Global
Remuneration Professional (GRP® ) classroom courses in Hong Kong to
prepare reward professionals for certification through the WorldatWork
Society for Certified Professionals.
The GRP qualification combines the technical training necessary to
design and administer global pay programmes with essential business
acumen skills, helping you become a well-rounded compensation
professional. You will need to participate in 10 two-day courses (modules),
followed by successfully passing the associated exams.
Once the required 10 modules have been completed within 8 years, you
will have earned the prestigious Global Remuneration Professional
(GRP® ) designation.
What is the difference
between GRP® and CCP
® ?
GRP
®
Total Rewards Management (T1/GR1) Strategic Communication in Total Rewards (T4/GR9) Job Analysis, Documentation and Evaluation (C2/GR3) Variable Pay — Improving Performance with Variable Pay (C12/GR6) Business Acumen for Compensation Professionals (C8) Quantitative Principles in Compensation Management (C3E) [C3E is credit equivalent to T3/GR2] Market Pricing — Conducting a Competitive Pay Analysis (C17/GR17)
International Remuneration — An Overview of Global Rewards (GR7) International Financial Reporting Standards for Compensation Professionals (T7) Base Pay Administration and Pay for Performance (C4/GR4)
CCP
®
Total Rewards Management (T1/GR1) Strategic Communication in Total Rewards (T4/GR9) Job Analysis, Documentation and Evaluation (C2/GR3) Variable Pay — Improving Performance with Variable Pay (C12/GR6) Business Acumen for Compensation Professionals (C8) Quantitative Principles in Compensation Management (C3E) [C3E is credit equivalent to T3/GR2] Market Pricing — Conducting a Competitive Pay Analysis (C17/GR17) Base Pay Administration and Pay for Performance (C4/GR4)
Accounting and Finance for the Human Resources Professional (T2)
Regulatory Environments for Compensation Programs (C1)
GR1/T1: Total Rewards
Management (For GRP/CCP)
Learn what is required to formulate a rewards programme that has the
power to attract, motivate and retain. Participants are introduced to the
total rewards model and each of its components. Emphasis is given to the
five elements of total rewards: compensation, benefits, work-life,
performance and recognition, and development and career opportunities.
Introduction to Total Rewards The total rewards model, approach and strategy
Compensation
Elements of compensation; Building a job worth hierarchy; Components of
a base pay structure; Types of base pay and variable pay
Benefits
Elements of benefits; Factors influencing benefits; Income
protection programmes
Work-Life The work-life professional; The work-life portfolio
Performance and Recognition
Performance management; Performance management process phases;
Phases 1 through 4; Recognition programmes
Development and Career Opportunities
Conduct annual development and career opportunities discussion;
Learning opportunities; Types of development and career opportunities
Total Rewards – Putting It All Together
Revisiting the total rewards model; Drivers of the total rewards strategy; The total
rewards strategy and design process; Total rewards design considerations
Instructor
Ashwani Dahiya, Asia Pacific
Head of Performance &
Compensation, Wells Fargo
Ashwani (Ash) holds a Global Remuneration Professional and a
Certified Compensation Professional from WorldatWork. He is an
industry practitioner and a passionate instructor with more than 20
years of HR experience. He is currently working as the Asia Pacific Head of Performance &
Compensation for Wells Fargo Bank. Earlier experiences include
Asia Pacific Head of Reward at American Express, Global Head for
Wellness & Analytics at American Express, Chief Talent Officer. Ash has lived and worked in the United States, Singapore & India.
He has been teaching with WorldatWork for 10 years across Hong
Kong, Singapore, China, Indonesia, Malaysia and India. He has
taught courses for organizations such as Sanofi, Philip Morris, Aditya
Birla, APRIMI. Ash is also a certified coach with ICF and the Human
Performance Institute. Programme Details Date & Time:
Seminar: 19-20 September 2018 (Wednesday to Thursday) ; 9:30am – 5:30pm
Examination: 22 September 2018 (Saturday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Language: English
Fee:
CPD HKIHRM Member: HK$11,200
Non-Member: HK$11,800 14 Hours
(Handouts, lunch and refreshments are included)
C3E (originally GR2): Quantitative
Principles in Compensation Management
(For GRP/CCP) This course focuses on general quantitative concepts, basic statistical tools,
the mathematics of total compensation design and administration,
mathematical modeling and regression analysis. Participants learn to
consider data from numerous sources, with an emphasis on problem solving
and decision-making.
Statistics – Data, Information and Levels of Measurement
Why HR professionals collect and use data; Five key questions to ask about the variable
of interest; Levels of measurement
Percents and Related Issues
Percents; Individual compa-ratio; Department compa-ratio; Market index; Percent difference;
Developing salary ranges; Percents in benefits management
Time Value of Money
Compound interest and compound salary growth rate; Constant midpoint progression;
Annuity payments
Statistics – Lying with Statistics, Graphs and Displays Recognising distorted data; Avoiding mistakes that distort data
Statistics – Measures of Central Tendency and/or Location and Variability Measures of central tendency; Measures of location; Percentile bars; Range; Z-scores
Statistics – Shapes of Distributions Interpreting distributions; Normal distribution
Regression Analysis
Regression models in an HR environment; Developing a regression model; Cautions in
the interpretation of correlations; Multiple regression
Instructor
Lincoln Lee
Lincoln comes from a diverse working background covering such as
Singapore Airlines, Asia Matsushita, Petrochemical Corporation of
Singapore, Exxon Chemical Paramins, Infineum and Ezra Holdings Limited.
He started off his career in HR covering local country HR matters, and
move on to be a Regional HR Manager and subsequently became the
Global Compensation and Benefits Manager for Infineum (Shell and
ExxonMobil Global JV). In the global C&B role, his span of responsibility is
from Americas (including Latin America) to Europe and Asia Pacific. At
Ezra Holdings Limited, he was the CHRO and covered the full HR global
footprint within the 3 key regions (Americas, EMEA and Asia Pacific). He
has an MBA from Imperial College of Science, Technology and Medicine
(UK), specialisation in International Business and Finance. He holds both
Diploma in Compensation and Benefits and Graduate Diploma in
Personnel Management from Singapore Institute of Management. He is
also a Certified Compensation Practitioner (CCP) and Global
Remuneration Practitioner (GRP) from WorldatWork. Programme Details Date & Time:
Seminar: 20-21 August 2018 (Monday to Tuesday) ; 9:30am – 5:30pm
Examination: 25 August 2018 (Saturday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Language: English
Fee:
HKIHRM Member: HK$11,200 CPD Non-Member: HK$11,800 14 Hours (Handouts, lunch and refreshments are included)
Module GR3/C2: Job Analysis,
Documentation and Evaluation This course examines the methods and processes that support job analysis, job documentation
and job evaluation in order to attract and retain effective talent. You’ll cover various methods of
job evaluation including quantitative and market-based approaches. Exercises help you see how
the methods outlined in the course can be put into practice in your organisation.
Strategic Overview Total Rewards: Model redefinition and structure re-building
Job Analysis Avoid sources of error and increase job accuracy
Job Documentation Use the RIGHT formats and types of documentation
Market-Based Job Evaluation Good data collection and market comparison
Non-quantitative Job Evaluation Methods Define tailor-make job evaluation for organisation
Quantitative Job Evaluation Methods Different methods and shortcuts to increase your efficiency
Selection and Implementation Issues Don’t follow the old practices, use strategies to make decisions
Instructor
Lincoln Lee
Lincoln comes from a diverse working background covering such as
Singapore Airlines, Asia Matsushita, Petrochemical Corporation of
Singapore Exxon Chemical Paramins, Infineum and Ezra Holdings
Limited.He started off his career in HR covering local country HR matters,
and move on to be a Regional HR Manager and subsequently became
the Global Compensation and Benefits Manager. In the global C&B role,
his span of responsibility is from Americas (including Latin America) to
Europe and Asia Pacific. In his current role, he is the CHRO for Ezra
Holdings Limited, covering the HR global footprint within the 3 key regions (Americas, EMEA and Asia Pacific). He has an MBA from
Imperial College of Science, Technology and Medicine (UK),
specialisation in International Business Business and Finance. He
holds both Diploma in Compensation and Benefits and Graduate
Diploma in Personnel Management from Singapore Institute of
Management. He is also a Certified Compensation Practitioner (CCP)
and Global Remuneration Practitioner (GRP) from WorldatWork
(formerly American Compensation Association).
Programme Details Date & Time:
Seminar: 11-12 April 2018 (Wednesday – Thursday) ; 9:30am – 5:30pm
Examination: 14 April 2018 (Saturday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong Language: English
Fee:
CPD HKIHRM Member: HK$11,200
Non-Member: HK$11,800 14 Hours
(Handouts, lunch and refreshments are included)
GR4/C4: Base Pay Administration
and Pay for Performance This course provides an in-depth discussion of the principles, design, implementation and
evaluation of an employee base pay programme. Exercises will show how to design a
pay programme that is fair, competitive and supportive of an organisation’s compensation
strategy.
Role of Base Pay in Total Rewards Job worth hierarchy & step-by-step designing process
Designing Base Pay Structures Re-build organisation’s base pay structure, broadbands which requires consideration
Practical Applications of Base Pay Structure Design Practical Case-studies with different approaches, market research included
Base Pay Implementation and Delivery Pay approaches; job-based pay; Differentials; Pay actions; Communicating pay
Pay for Performance and Salary Budgeting Compensation strategy and philosophy; Principles of merit
Administering and Evaluating Base Pay Programmes Monitoring and maintaining systems – Compression, programme review & audit
Mergers, Acquisitions and Base Compensation HR’s involvement – HR’s priority, job as a team, change management
(Compensation practitioners who want to develop pay structures. Knowledge of basic
mathematical concepts such as mean, median, compa-ratio, percentiles and calculating
percents is recommended)
Instructor
Ashwani Dahiya, Asia Pacific
Head of Performance &
Compensation, Wells Fargo
Ashwani (Ash) holds a Global Remuneration Professional and a
Certified Compensation Professional from WorldatWork. He is an
industry practitioner and a passionate instructor with more than 20
years of HR experience. He is currently working as the Asia Pacific Head of Performance &
Compensation for Wells Fargo Bank. Earlier experiences include
Asia Pacific Head of Reward at American Express, Global Head for
Wellness & Analytics at American Express, Chief Talent Officer. Ash has lived and worked in the United States, Singapore & India.
He has been teaching with WorldatWork for 10 years across Hong
Kong, Singapore, China, Indonesia, Malaysia and India. He has
taught courses for organizations such as Sanofi, Philip Morris, Aditya
Birla, APRIMI. Ash is also a certified coach with ICF and the Human
Performance Institute. Programme Details Date & Time:
Seminar: Examination:
10-11 May 2018 (Thursday to Friday) ; 9:30am – 5:30pm 12 May 2018 (Saturday) ; 9:30am – 2:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong Language: English
Fee:
CPD HKIHRM Member: HK$11,200
Non-Member: HK$11,800 14 Hours (Handouts, lunch and refreshments are included)
Module GR6/C12: Variable Pay
This intermediate-level course presents the fundamentals of variable pay. The course
focuses on compensation strategy and variable pay, definitions and the design and
implementation of incentive, recognition and bonus plans.
Total Rewards and Variable Pay Elements of compensation; Categories of variable pay
Supporting Business Objectives through Variable Pay Business strategy; Business strategy drives business objectives Business lifecycle; Variable pay helps achieve business objectives
Types of Variable Pay Incentive plans - Short-term incentive plans (Profit-sharing plans; Performance-sharing plans;
Individual performance based plans) & Long-term incentive plans (Equity and non-equity based
plans) ; Bonus plans - Referral; Hiring (sign-on) bonus; Retention (stay) bonus; Project completion
bonus; Recognition plans - Spot awards; Managerial recognition; Nominations; Organisation-wide
recognition
Developing a Variable Pay Plan - Phases 1 and 2 Phase 1: Pre-design - Considering internal and external factors; Obtaining management
support; Identifying the design team Phase 2: Design - Determining plan objectives and plan type; Defining eligibility;
Selecting performance measures
Developing a Variable Pay Plan - Phase 3 Phase 3: Funding and distribution - Determining performance targets and payouts; Funding the
plan; Distributing plan earnings; Final approval
Implementation and Evaluation Plan implementation; Selecting the implementation team; Developing the communication plan;
Introducing the plan; Coordinating plan administration; Plan evaluation; Determining plan
effectiveness; Why plans fail; Potential evaluation outcomes
Instructor
Lincoln Lee
Lincoln comes from a diverse working background covering such as
Singapore Airlines, Asia Matsushita, Petrochemical Corporation of
Singapore, Exxon Chemical Paramins, Infineum and Ezra Holdings
Limited. He started off his career in HR covering local country HR matters,
and move on to be a Regional HR Manager and subsequently became the
Global Compensation and Benefits Manager for Infineum (Shell and
ExxonMobil Global JV). In the global C&B role, his span of responsibility is
from Americas (including Latin America) to Europe and Asia Pacific. At
Ezra Holdings Limited, he was the CHRO and covered the full HR global
footprint within the 3 key regions (Americas, EMEA and Asia Pacific). He
has an MBA from Imperial College of Science, Technology and Medicine
(UK), specialisation in International Business and Finance. He holds both
Diploma in Compensation and Benefits and Graduate Diploma in
Personnel Management from Singapore Institute of Management. He is
also a Certified Compensation Practitioner (CCP) and Global
Remuneration Practitioner (GRP) from WorldatWork.
Programme Details Date & Time:
Seminar: 28-29 May 2018 (Monday – Tuesday) ; 9:30am – 5:30pm
Examination: 31 May 2018 (Thursday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong Language: English
Fee:
CPD HKIHRM Member: HK$11,200
Non-Member: HK$11,800 14 Hours (Handouts, lunch and refreshments are included)
Module GR7: International Remuneration This course offers an overview of total rewards and their role within global organisations. Topics
include the development of effective compensation, benefits and work-life strategies that respond
to organisational and environmental complexities, a discussion of expatriate pay assignments, an
analysis of the influence of governments on rewards practices and the role of total rewards within
the overall global management of human resources. Globalisation, Remuneration and Total Rewards Globalisation; the global business environment; total remuneration
Influences on Reward Systems Influences on total rewards; the impact of culture; other influences; rewards planning
Global Compensation Practices
Element of compensation; factors to consider in remuneration/compensation; base pay delivery;
variable pay delivery; executive compensation; effective global practices; compensation
challenges
Global Benefits Practices
Influences on benefits; Global benefits strategy; statutory and non-statutory benefits; cost of non-
statutory benefit programs; elements of benefits; social security; health care benefits; funding
health and welfare benefits; retirement benefits; retirement benefit plans; other benefits;
selection of benefits service providers
Work-Life, Performance and Recognition, Development and Career Opportunities
Total rewards in the global workplace; Global performance management; other rewards; impact
on tact remuneration
Managing International Assignments
Definitions; evolution of international assignments; international assignments; compensation
systems; retirement issues; other issues
Cross-Border Mergers and Acquisitions
Definitions of key terms; cross-border mergers and acquisitions; the role of HR; the importance
of culture; other global M&A issues; Successful cross-border mergers and acquisitions
Instructor
Thomas Farmer
CCP, SPHR, ACTA
Tom is owner and managing director of Freelance Total Rewards Pte Ltd, in
Singapore. Previously he was a Principal with Mercer responsible for APAC
global mobility practice. Prior to Mercer, Tom was VP Compensation & Benefits, InterContinental Hotels Group, for the Americas and then
for Asia Pacific. Tom also spent 5 years with Hewitt where he was the
firm wide lead on Fair Labor Standards Act (overtime) compliance.
Tom has been interviewed by CNN, and quoted by the U.S. Senate of
overtime compliance issues. Tom has 30 years of total rewards
experience, including 20 years in corporate roles and 10 years
consulting. Tom is a frequent speaker on mobility and rewards topics
Programme Details Date & Time:
Seminar: 12-13 June 2018 (Tuesday – Wednesday) ; 9:30am – 5:30pm
Examination: 15 June 2018 Friday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Language: English
Fee:
CPD HKIHRM Member: HK$11,200 Non-Member: HK$11,800
(Handouts, lunch and refreshments are included)
Module GR9/T4: Strategic Communication in
Total Rewards This course provides an introduction to strategic communication, focusing on total rewards
communication. It begins by establishing the purpose and value of strategic communication along
with discussing how behaviors can be influenced by communications. In addition, an eight-step
process is detailed providing guidance for creating an effective and efficient communication
campaign. Case studies provide participants an opportunity to apply the eight-step process.
Furthermore, specific communications related to each of the total rewards elements are
highlighted, as are suggestions for communicating special situations, such as a merger or
acquisition.
Communication Strategy and Total Rewards Total rewards concepts and components; value and purpose of strategic total rewards
communication; effective communication; management’s role in communication
Communication Fundamentals Fundamentals of communication; characteristics of effective communication; the strategic
communication process
The Strategic Communication Process: Steps 1 - 4 Step 1 – Analyse the situation Step 2 – Define the objectives Step 3 – Conduct audience research Step 4 – Determine key messages; case study
The Strategic Communication Process: Steps 5 - 6 Step 5 – Select the communication channel: fact-to-face, paper-based & technology-based
Step 6 – Develop the communications campaign
The Strategic Communication Process: Steps 7 - 8 Step 7 – Implementation Step 8 – Evaluation; case study; managing the communication campaign
Total Rewards Communication and Special Situations Total rewards communication; total rewards statement; special situations; working effectively with
external vendors and internal communication departments
Instructor
Lincoln Lee
Lincoln comes from a diverse working background covering such as
Singapore Airlines, Asia Matsushita, Petrochemical Corporation of
Singapore, Exxon Chemical Paramins, Infineum and Ezra Holdings Limited.
He started off his career in HR covering local country HR matters, and move
on to be a Regional HR Manager and subsequently became the Global
Compensation and Benefits Manager for Infineum (Shell and ExxonMobil
Global JV). In the global C&B role, his span of responsibility is from
Americas (including Latin America) to Europe and Asia Pacific. At Ezra
Holdings Limited, he was the CHRO and covered the full HR global footprint
within the 3 key regions (Americas, EMEA and Asia Pacific). He has an
MBA from Imperial College of Science, Technology and Medicine (UK),
specialisation in International Business and Finance. He holds both Diploma
in Compensation and Benefits and Graduate Diploma in Personnel
Management from Singapore Institute of Management. He is also a
Certified Compensation Practitioner (CCP) and Global Remuneration
Practitioner (GRP) from WorldatWork. Programme Details Date & Time:
Seminar: 11-12 July 2018 (Wednesday to Thursday) ; 9:30am – 5:30pm
Examination: 13 July 2018 (Friday) ; 7:00pm – 10:00pm Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Language: English
Fee:
CPD HKIHRM Member: HK$11,200
Non-Member: HK$11,800 14 Hours
(Handouts, lunch and refreshments are included)
Module GR17/C17: Market Pricing This course will provide a consistent and effective methodology for market-pricing benchmark
jobs within an organization. Participants will have an opportunity to develop their data utilization
skills through classroom practicum exercises.
Total Rewards and the Compensation Function The total rewards model; Compensation philosophy and strategy; Base Pay Structure design;
Job worth hierarchy
Market Pricing and Business Strategy Terminology; Market pricing steps; Market pricing -advantages and disadvantages
Survey Data Data sources; Data collection; Salary formats; Job matching
Collecting Survey Data Survey selection; Data integrity; Multiple survey sources; Statistical data points; Documentation
Utilising Survey Data Aging Data; Blending and weighting; Regression; Internal versus external equity; National
Plastics and Rubber Manufacturing; Case Study
Exceptions and Special Situations Total compensation; Incentives
Communication Communication with employees and upper management; organisation-wide communication;
communication and survey sources
Instructor Deirdre Lander,
Director - Data,
Surveys and
Technology,
Willis Towers
Watson
Relocating from Australia to Hong Kong in 2004 for an organisational
change role in an Asian headquartered multi-national corporation, she has
participated in the dynamic growth of Asian businesses, working in Hong
Kong, China and most other countries across the region. From this global
corporate role and subsequently on her return to consulting, she has
developed a sound knowledge of the diversity of Asian cultures and how to
work effectively to drive business success in a global context. She is actively involved in the profession and community, including time as
an Adjunct Professor at Lingnan (University) College, School of Business,
Sun Yat Sen University Guangzhou, China, lecturing in Strategic Human
Resource Management in a joint Lingnan/MIT Sloan Business School)
program, an Asia Pacific advisory committee member of a US-based
global mobility organisation, and a Hong Kong employer organisation’s
Pay Committee.
Programme Details Date & Time: Seminar: 11-12 October 2018 (Thursday - Friday) ; 9:30am – 5:30pm Examination: 15 Oct 2018 (Monday) ; 9:30am – 12:30pm Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong Language: English Fee: HKIHRM Member: HK$11,200 CPD Non-Member: HK$11,800 14 Hours
(Handouts, lunch and refreshments are included)
C8: Business Acumen for
Compensation Professionals This course covers the essential skills, behaviors and actions that support the
understanding and development of business acumen–helping you to learn to see "the big
picture," understand finance concepts, recognize the important relationship between
compensation plans and the bottom line and make wiser decisions.
Introduction to Business Acumen Business acumen skills and behaviors and key competencies Importance of business acumen to organizations and individuals The Global Rewards Framework Role of the compensation professional
Knowing How Business Works Competitive strategies and market position Allowances Business life cycle
Financial Literacy Basics of financial reports Common profit measures and common metrics
Evaluating the Business Key performance indicators The organization's bottom line and its impact on compensation Common tools and approaches for evaluation
Communication and Connections Building a knowledge network Identifying resources and where data comes from Importance of fact-based communication Engaging and contributing to discussions with non-compensation colleagues
Instructor
Lincoln Lee
Lincoln comes from a diverse working background covering such as
Singapore Airlines, Asia Matsushita, Petrochemical Corporation of
Singapore, Exxon Chemical Paramins, Infineum and Ezra Holdings Limited.
He started off his career in HR covering local country HR matters, and
move on to be a Regional HR Manager and subsequently became the
Global Compensation and Benefits Manager for Infineum (Shell and
ExxonMobil Global JV). In the global C&B role, his span of responsibility is
from Americas (including Latin America) to Europe and Asia Pacific. At
Ezra Holdings Limited, he was the CHRO and covered the full HR global
footprint within the 3 key regions (Americas, EMEA and Asia Pacific). He
has an MBA from Imperial College of Science, Technology and Medicine
(UK), specialisation in International Business and Finance. He holds both
Diploma in Compensation and Benefits and Graduate Diploma in
Personnel Management from Singapore Institute of Management. He is
also a Certified Compensation Practitioner (CCP) and Global
Remuneration Practitioner (GRP) from WorldatWork. Programme Details Date & Time:
Seminar: 9-10 August 2018 (Thursday to Friday) ; 9:30am – 5:30pm
Examination: 11 August 2018 (Saturday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Language: English
Fee:
HKIHRM Member: HK$11,200 Non-Member: HK$11,800
(Handouts, lunch and refreshments are included)
T7: International Financial Reporting This course presents an introduction to International Financial Reporting Standards (IFRS).
It will provide you with the understanding you need to interact effectively with accounting
and finance departments in your company.
Introduction to the IASB and the IFRS The structure of the standard setting body and sub-committees
Objectives of Financial Reporting Relationship between the conceptual framework and stakeholders Providing information to the stakeholders of the organization
Financial Statements Notes accompanying the accounts - the true source of information
IAS 19 Purpose and Scope Concept of accrual accounting Basic principle that the cost of providing employee benefits should be recognized in the period in
which the benefit is earned by the employee, rather than when it is paid or payable
IAS 19 Long-Term and Short-Term Employee Benefits Types of short-term benefit ; Benefits that accrue & do not accrue ; Profit sharing and bonus
plans Accounting treatment for short-term benefits and other long-term benefits
IAS 19 Types of Post Employment Benefit Plans Calculating the liability of a defined benefit plan Accounting treatment of a defined contribution plan ; Practical examples of treatment
IAS 19 Features of a defined benefit plan Calculating the liability of a defined contribution plan Methods of calculation including the reliance on actuarial and financial assumptions
Discounted cash flow techniques. Issues to be addressed, such as determine appropriate
discount rate
IAS 19 Termination Benefits Categories of benefits that qualify and the conditions that determine these categories
Determination of the conditions for a plan Treatment of the benefits provision/payments
Instructor
Thomas Farmer
CCP, SPHR, ACTA
Tom is owner and managing director of Freelance Total Rewards Pte Ltd, in
Singapore. Previously he was a Principal with Mercer responsible for APAC
global mobility practice. Prior to Mercer, Tom was VP Compensation & Benefits, InterContinental Hotels Group, for the Americas and then
for Asia Pacific. Tom also spent 5 years with Hewitt where he was the
firm wide lead on Fair Labor Standards Act (overtime) compliance.
Tom has been interviewed by CNN, and quoted by the U.S. Senate of
overtime compliance issues. Tom has 30 years of total rewards
experience, including 20 years in corporate roles and 10 years
consulting. Tom is a frequent speaker on mobility and rewards topics
Programme Details Date & Time:
Seminar: 5-6 September 2018 (Wednesday to Thursday) ; 9:30am – 5:30pm
Examination: 8 September 2018 (Saturday) ; 9:30am – 12:30pm
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Language: English
Fee:
CPD HKIHRM Member: HK$11,200
Non-Member: HK$11,800 14 Hours
(Handouts, lunch and refreshments are included)
Hong Kong Institute of Human Resource Management Learning & Development Department
Email: [email protected] Website: http://www.hkihrm.org/index.php/ld
HKIHRM Learning & Development Department
HKIHRM Learning & Development Department
The capacity to learn is a gift;
The ability to learn is a skill;
The willingness to learn is a choice.
B R I A N H E R B E R T
1
Global Remuneration Professional (GRP®) Ref: C18-NN-LD-GRP
Time: 9:30am to 5:30pm for seminar and 9:30am to 12:30pm for exam (7:00pm – 10:00pm for GR9/T4’s exam)
Venue: HKIHRM, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Per Module Enrolment: Seminar (Lunch included)
Exam (Allowed to Reschedule)
Early Bird Offer Regular Price
Enrolment and Payment received by
HKIHRM Member Non-member Enrolment
and Payment received by
HKIHRM Member Non-member
GR1/T1: Total Rewards Management
19-20 September 22 September 15 August HK$9,800 HK$10,500 10 September HK$11,200 HK$11,800
C3E (equivalent to GR2): Quantitative Principles in Compensation Management
20-21 August 25 August 13 July HK$9,800 HK$10,500 13 August HK$11,200 HK$11,800
GR3/C2: Job Analysis, Documentation and Evaluation
11-12 April 14 April 1 March HK$9,800 HK$10,500 31 March HK$11,200 HK$11,800
GR4/C4: Base Pay Administration and Pay for Performance
10-11 May 12 May 28 March HK$9,800 HK$10,500 28 April HK$11,200 HK$11,800
GR6/C12: Variable Pay
28-29 May 31 May 17 April HK$9,800 HK$10,500 17 May HK$11,200 HK$11,800
GR7: International Remuneration – An Overview of Global Rewards
12 - 13 June 15 June 1 May HK$9,800 HK$10,500 1 June HK$11,200 HK$11,800
C8: Business Acumen for Compensation Professionals
9-10 August 11 August 26 June HK$9,800 HK$10,500 26 July HK$11,200 HK$11,800
GR9/T4: Strategic Communication in Total Rewards
11-12 July 13 July 27 May HK$9,800 HK$10,500 27 June HK$11,200 HK$11,800
GR17/C17: Market Pricing
11-12 October 15 October 28 August HK$9,800 HK$10,500 28 September HK$11,200 HK$11,800
T7: International Financial Reporting Standards for Compensation Professionals
5-6 September 8 September 22 July HK$9,800 HK$10,500 22 August HK$11,200 HK$11,800
**Full programme enrolment: Only one HKIHRM coupon can be used. **Modular enrolment: One HKIHRM coupon per module can be used.
HKIRHM $100 / 150 coupon (1 coupon/module)
Enquiry: Please contact Ms Eva Chan at (852) 2837-3819 or email to [email protected] Total Price: _________________________
Surname (Mr/Ms/Mrs)
First Name (Full Name)
HKIHRM Member Number (individual/corporate)
Job Title
Company/Organisation
Mailing Address
Phone (office/mobile)
E-mail (required for sending confirmation)
Note: For enrolment under corporate membership, HKIHRM would deem such enrolment authorised by the corresponding corporate member. Enrolment will be considered as Non-member if membership number is not provided
Enclosed is a crossed cheque (Bank/ Cheque No):
By signing below, I agree to enrol this programme and accept the Terms and Conditions on the back page. Signature:
Date:
1/ 2018 HKIHRM ENROLMENT FORM
How to Enrol? 18/7/2018
Fax (Allow 5 working days for processing) (852) 2881 6062
Email (Allow 5 working days for processing) [email protected]
Mail (Allow 2-3 weeks for processing) Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Phone (For enquiry only) (852) 2837-3819
2
1/ 2018 HKIHRM ENROLMENT FORM
How to Enrol? 18/7/2018
Fax (Allow 5 working days for processing) (852) 2881 6062
Email (Allow 5 working days for processing) [email protected]
Mail (Allow 2-3 weeks for processing) Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong
Phone (For enquiry only) (852) 2837-3819
GR1/T1: Total Rewards Management
C3E (equivalent to GR2): Quantitative Principles in Compensation Management
GR3/C2: Job Analysis, Documentation and Evaluation
GR4/C4: Base Pay Administration and Pay for Performance
GR6/C12: Variable Pay
GR7: International Remuneration – An Overview of Global Rewards
C8: Business Acumen for Compensation Professionals
GR9/T4: Strategic Communication in Total Rewards
GR17/C17: Market Pricing
T7: International Financial Reporting Standards for Compensation Professionals
Terms and Conditions
Note of Membership: All HKIHRM memberships are non-transferable, either to another individual or group companies. Member must fill in their membership number for verification. Confirmation: Registration form received will be acknowledged by email in 3 business days.
Seat confirmation will be secured and confirmed by email in 3 business days upon receipt of full payment.
In case, the event is over-subscribed, priority will be given to those registrants who have fully paid the programme fee on a first-come-first-served basis.
Payment: Full payment must be received by the respective deadlines stated. HKIHRM reserves the rights to decline entry to the event for unpaid parties.
Cheque, PPS, direct debit, bank transfer, American Express card and telegraphic transfer will be accepted. Please visit our website for more details:
http://www.hkihrm.org/index.php/component/phocadownload/category/95-resource?download=605:payment-methods-pdf
Crossed Cheque should be made payable to Hong Kong Institute of Human Resource Management Ltd., and sent with a copy of the registration form to:
Learning & Development Department, Suite 1503, 15/F, 68 Yee Wo Street, Causeway Bay, Hong Kong..
e-Receipt will be sent with confirmation email upon receipt of full payment..
Cancellation Policy: All fees paid are NON-refundable unless written notice is received 10 days prior to the programme and subject to approval of HKIHRM.
For cancellations made on or before 10 days of commencement date, 30% of programme fees will be forfeited.
No refund for cancellations received within 10 days of commencement date but substitutions will be accepted.
For substitution, HKIHRM reserves the rights to charge the difference between member and non-member rate wherever applicable. Please note that no partial refunds or
credits will be given should the rate difference be lower.
No deferment or credit transfer to another programme will be allowed.
Reschedule exam: An administrative fee of HK$500 will be charged upon request. Participants are required to take the exam within 1 week of the original exam date. Weather: Please visit our website for updated class arrangement during severe weather. https://goo.gl/ti6hBN Use of Information: The information you provide to HKIHRM will be used for the purpose of administering enrolments and facilitating the execution of the programme. It may also be used for the promotion of other HKIHRM functions and publications at some later date. If you do not want to receive any promotion from HKIHRM, please put a in this box ☐.
Promotion: The event will be photographed and video taped and these images and video footages may be used for promotional materials for HKIHRM in the future. Kindly note that by attending the programme, you are giving full consent for your image and likeness to be used any promotional materials or video recordings. Change of Programme Information: HKIHRM reserves the rights to change the programme details and registrants will be notified in the programme of such changes. All matters and disputes are subjected to the final decision of HKIHRM. DECLARATION I have read and accept all the terms and conditions in this enrolment form. I understand that all handout materials obtained in the programme are strictly for my own learning purposes.