MERCER LEARNING EMPOWERING TOMORROW’S HR LEADERS TODAY HEALTH WEALTH CAREER INDONESIA CALENDAR IMERCER.COM/MERCERLEARNINGASIA Organizations, especially in this region are under increasing pressure to drive global growth, amidst macroeconomic volatility and digital disruption. The role of human resources function as an enabler of business outcomes is underscored by the lack of skilled talent. Today’s HR function is expected to be innovative and agile in responding to the rapid rate of change. Mercer Learning was established with one goal in mind: enhancing the capabilities of our clients’ HR teams and People Managers. We do this by combining the best-in-class HR intellectual capital with proven learning methodologies. Our face-to-face workshops are designed to deepen and expand the knowledge of professionals in the areas of performance and rewards, strategic business partnering, talent management, workforce analytics and change management. Our programs are developed based on our extensive experience in helping companies succeed, and are delivered by consultants who bring their practical knowledge to these workshops WORKSHOP DETAILS PERFORMANCE AND REWARDS ROLE ANALYSIS AND JOB EVALUATION (MERCER INTERNATIONAL POSITION EVALUATION METHODOLOGY) Role analysis is an important & critical exercise for organizations as it helps cascade overall strategic plans into company roles and responsibilities. A role analysis exercise ensures synthesis of functional objectives into “areas of responsibility” that is understood down the line & captures the essence of the function. Likewise, job evaluation is critical when establishing a benchmark for compensation comparison. Organizations today are establishing best-practices by utilizing position evaluation for: • Identifying organizational issues and determining the need for restructuring; • Developing an objective reference to solve job titling issues; • Creating a starting point for position/person profiles; and • By attending this workshop, human resource professionals will leave with the requisite skills, nuances and applications to be an internal position evaluator. Jan 30, 2018 Aug 29, 2018 IDR5,250,000
Transcript
M E R C E R L E A R N I N G E M P O W E R I N G T O M O R R O W ’ S H R L E A D E R S T O D A Y
H E A L T H W E A L T H C A R E E R
I N D O N E S I A C A L E N D A RI M E R C E R . C O M / M E R C E R L E A R N I N G A S I A
Organizations, especially in this region are under increasing pressure to drive global growth, amidst macroeconomic volatility and digital disruption. The role of human resources function as an enabler of business outcomes is underscored by the lack of skilled talent. Today’s HR function is expected to be innovative and agile in responding to the rapid rate of change.
Mercer Learning was established with one goal in mind: enhancing the capabilities of our clients’ HR teams and People Managers. We do this by combining the best-in-class HR intellectual capital with proven learning methodologies.
Our face-to-face workshops are designed to deepen and expand the knowledge of professionals in the areas of performance and rewards, strategic business partnering, talent management, workforce analytics and change management. Our programs are developed based on our extensive experience in helping companies succeed, and are delivered by consultants who bring their practical knowledge to these workshops
W O R K S H O P D E TA I L S
P E R F O R M A N C E A N D R E WA R D S
R O L E A N A LY S I S A N D J O B E VA L U AT I O N ( M E R C E R I N T E R N AT I O N A L P O S I T I O N E VA L U AT I O N M E T H O D O L O G Y )Role analysis is an important & critical exercise for organizations as it helps cascade overall strategic plans into company roles and responsibilities. A role analysis exercise ensures synthesis of functional objectives into “areas of responsibility” that is understood down the line & captures the essence of the function. Likewise, job evaluation is critical when establishing a benchmark for compensation comparison. Organizations today are establishing best-practices by utilizing position evaluation for:• Identifying organizational issues and determining the need for restructuring;• Developing an objective reference to solve job titling issues;• Creating a starting point for position/person profiles; and• By attending this workshop, human resource professionals will leave with the requisite skills,
nuances and applications to be an internal position evaluator.
Jan 30, 2018 Aug 29, 2018 IDR5,250,000
P E R F O R M A N C E A N D R E WA R D S
3 P C O M P E N S AT I O N M A N A G E M E N T3P Compensation Management provides you with strategies and techniques for attracting and retaining the best talent in a cost-effective manner. 3P enables you to be pro-active in identifying and addressing critical issues in attraction and retention. Plus, it ensures that solutions to address those issues are fully integrated into your company’s management practices and business strategy.
Feb 20-21, 2018 Sept 19-20, 2018 Dec 12-13, 2018 IDR8,200,000
M A X I M A Z I N G T H E VA L U E O F R E M U N E R AT I O N S U R V E Y
In today’s competitive and volatile business environment, the Human Resource function is called upon to make accurate and competitive salary decisions based on sound analysis and interpretation of available information. The understanding and analysis of market trends is critical to effective benchmarking in compensation management, thereby allowing organizations to attract and retain the best talent pool available.This workshop focuses on how to extract more value from participating in remuneration surveys and leveraging the data to manage compensation more effectively. Besides a great learning opportunity, this workshop provides a unique platform for you to connect with your peer community and share best practices.
Mar 14-15, 2018 Sept 26-17, 2018 IDR8,200,000
S A L E S I N C E N T I V E P L A N D E S I G N In the current economic climate, more and more companies are looking for ways to achieve growth and increase the productivity of their sales force. Many leading companies are re-evaluating their sales processes and reward programs to ensure they are paying their sales people competitively and effectively. An effective sales remuneration program can make a significant impact on an organization’s sales results - by helping to drive the right behaviors from the sales force. Mercer is pleased to invite you to our one-day Sales Incentive Workshop. Whether you are looking at reviewing your organization’s existing sales remuneration program or would like to learn more about designing a new sales incentive plan, you will gain useful insights to sales incentive design in this session.
Mar 21, 2018 IDR5,250,000
3 P PAY F O R P O S I T I O N - F I X E D PAYFixed pay, viewed within the context of Total Rewards, is a vehicle to compensate and recognize the worth of a job. Fixed pay in the basis of compensation, relates to the job and the job requirement. The importance of fixed pay cannot be neglected as it makes up a significant component of monetary rewards for a large employee population in any organization. In order for your organization to stay competitive and keep the talent within, managers need to ensure that fixed pay is externally competitive as well as internally equitable. At this workshop, HR professionals will learn the components and the fundamentals of creating a good base pay structure and the key considerations to be made learning to a robust ‘total rewards’ package for employees.
Apr 4-5, 2018 IDR8,200,000
A C T U A R I A L VA L U AT I O N W O R K S H O PEnabling HR & Finance professionals to understand the valuation process. Multiple employee benefits plans mean the pension accounting valuation must be in compliance with existing accounting standards, such as IAS19 (IFRS), ASC715 (US GAAP), or PSAK24 (Indonesia GAAP).Reporting accurate plan liability and underlying assumptions in financial statements is a challenge for most companies. And accurate reporting is paramount to stakeholders both within and outside an organization. This program will focus on three key components of the valuation process, and will help practitioners fully understand the valuations of their accounts.
3 P PAY F O P E R S O N - C O M P E N S AT I O N & C O M P E T E N C EAt this workshop, HR professionals will learn the components of paying for the person based on the individual as well as the key considerations and how to use competencies to determine and make pay decisions.
Nov 14-15, 2018 IDR8,200,000
M E R G E R & A C Q U I S I T I O N
M & A R E A D YTo help better prepare Indonesian business leaders, corporate development/strategy and finance executives as well as senior HR leaders for the key human capital risks that could adversely impact any deal, Mercer is pleased to announce a day-long workshop in Jakarta.This interactive workshop will prepare you to contribute more meaningfully at the deal table when you represent your organization during any potential M&A.
Oct 17, 2018 IDR5,250,000
H R T R A N S F O R M AT I O N
S T R AT E G I C W O R K F O R C E P L A N N I N GIn the current economic environment, companies face a daunting challenge: achieving long-term growth while making short-term decisions – including labor allocation and cost effectiveness – that may hamper future business success. What critical business-impacting skills and capabilities must be retained now to ensure that the right talent, in the right jobs, and in the right locations is in place to fully leverage business outcomes?The Strategic Workforce Planning Workshop is designed to help your organization effectively launch a strategic workforce planning process and move toward achieving long-term success.This enlightening and valuable workshop will give you and your team the ability to:• Identify the key steps in the strategic workforce planning process.• Practice and apply key activities that take place in each step of the process.• Learn where and how to use analytics to support supply and demand analyses and future
projections.• Explain the four levels in the maturity of workforce planning – and identify the level at which your
company is currently operating.• Identify who should own each step of strategic workforce planning, and their roles and
responsibilities.• Review the top 10 recommendations for a successful strategic workforce planning, and their
roles and responsibilities.• Understand the key factors for building workforce planning capability and how to “phase in”
workforce planning in your organization.
Jul 18-19, 2018 (2 days) Nov 7, 2018 IDR8,200,000
W O R K F O R C E & M E T R I C S A N A LY T I C SBusiness and HR leaders are recognizing the potential value of workforce metrics and analytics. Yet many organizations will struggle with developing a strategy and identifying where to start, what to measure, and how metrics and analytics can support business strategies.The Workforce Metrics and Analytics Workshop is designed to help drive business results with data by providing a detailed roadmap for effectively leveraging metrics and analytics in your organization. This highly interactive and informative workshop will provide you and your team with the knowledge and resources to:• Kick-start your workforce metrics and analytics journey.• Interpret an Internal Labor Market (ILM) map that displays data on the flows of talent in, up and
out of an organization.• Understand the issues and best practices regarding human capital metrics and analytics. • Differentiate between human resources metrics and human capital metrics.• Learn best practices in the design of human capital dashboards.• Use the framework of data, dialogue, action, and results to achieve power storytelling.• Define and describe three emerging practices in workforce analytics.• Identify key constituencies for maintaining a successful data-based approach.• Complete an action plan to overcome an obstacle to implementing metrics and analytics in your
workplace.
Nov 8, 2018 IDR5,250,000
A B O U T M E R C E R T O R E G I S T E R
W R I T E T O U S
At Mercer, we make a difference in the lives of more than 110 million people every day by advancing their health, wealth, and careers. We’re in the business of creating more secure and rewarding futures for our clients and their employees — whether we’re designing affordable health plans, assuring income for retirement, or aligning workers with workforce needs. Using analysis and insights as catalysts for change, we anticipate and understand the individual impact of business decisions, now and in the future. We see people’s current and future needs through a lens of innovation, and our holistic view, specialized expertise, and deep analytical rigor underpin each and every idea and solution we offer. For more than 70 years, we’ve turned our insights into actions, enabling people around the globe to live, work, and retire well.
At Mercer, we say we Make Tomorrow, Today.
Mercer LLC and its separately incorporated operating entities around the world are part of Marsh & McLennan Companies, a publicly held company (ticker symbol: MMC) listed on the New York, Chicago, and London stock exchanges.
M E R C E R L E A R N I N G . A M E A @ M E R C E R . C O M
I M E R C E R . C O M / M L- A M E A -R E G I S T E R
F O R M O R E I N F O R M A T I O N O N R E G I S T R A T I O N A N D W O R K S H O P D E T A I L S , P L E A S E C O N T A C T U S :
C O M P E TA N C Y B A S E D I N T E R V I E W I N G ( C B I )With the focus on growing businesses and ensuring that new employees “fit” well with both the job and the organization, getting selection decisions right is more important than ever.This interactive workshop enables line and HR managers to recruit higher quality employees by teaching them the skills of structured, competency-based interviewing. Participants will learn how to construct competency-based questions, how to probe and evaluate responses and make better final decisions.
Oct 25, 2018 IDR5,250,000
TA L E N T M A N A G E M E N TTalent Management is a critical component of HR function. With an ever-growing focus on people, every HR professional needs to understand the basics of talent management. Therefore, HR professionals need to employ strategic talent management to retain and reward company’s best employees, develop the next generation of corporate leaders and create a corporate culture that attracts the best talent. This course explains key steps of the performance management cycle and succession plan. Moreover, it points out common mistakes made in talent management and ways to avoid them.
