|
|
|
| GRP Course |
Home - Authenticate and Course - GRP Course |
 |
The Benefits of Cerification For You
In today's changing business environment, the power of information is at a premium. To stand out in your profession, you must have a firm foundation of understanding. WorldatWord Society certification provides the knowledge foundation you need to confidently perfom at your best.
Certification is much more than just a symbol of success. Certification programs offer comprehensive subject mastery. This invaluable knowledge enables you to excel to your full potential.
WorldatWork Society members agree there are many benefits to obtaining a WorldatWork Society designation,including:
- Knowledge and skills acquisition
- Credibility
- Marketability
- Career development/advancement
- Currency
- Networking
- Exposure to other areas of human resources
For Your Organization
When you're up to speed on the latest total rewards practices ,news and regulatory information-your organization gains a competitive advantage.You'll have the tools and knowledge necessarily to create,implement,manage and communicate total rewards programs that enable your organization to attract,motivate and retain stellar talent.
Whatever your professional development goals, take the first step and call one of our Corporate Education Resource Managers to find out how we might be able to help you meet those goals.
|
About WorldatWork Society of Certified Professlonals:
WorldatWork Society of Certified Professionals' is a not-for-profit organization dedicated to providing certification in the human resources disciplines of compensation ,benefits,total rewards and work-life. The Society issues the Certified Compensation Professional(CCP),the Certified Benefits Professional(CBP),the Global Remuneration Professional(GRP) and the Work-Life-Certified Professional(WLCP) designations. It also serves as an alumni society for ccp,cbp and GRP certified professionals.The organization is an affiliate of WorldatWork, the professional association dedicated to knowledge leadership in compensation,benefits and total rewards.
Your Journey Towards Professional Development Begins Here
Recognized globally,WorldatWork Society of Cerified Professionals currently offers three prestigious designations earned by successfully completing the required examinations:
- Certified Compensation Professional(CCP)
- Certified Benefits Professional(CBP)
- Global Remuneration Professional(GRP)
Professional training is coming
More information to TEL:(8621) 54594545 * 6543 or 6557
Global Certificates
WorldatWork Society of Certified Professionals offers two global certificate options to help you build toward professional certification.
- Certificate in Global Remuneration
- Certificate in Global Remuneration Administration
Each global certificate is earned by passing a required series of three certification examinations.A formal application is not required.To earn a global certificate,simply decide which program of learning interests you and study for the requisite exam series.Gredits earned in pursuit of a global certificate qualify for GRP credit. Global certificates may be obtained without intending to seek GRP certification.
Global certificates offer flexibility to busy professionals.Candidates may complete the series of exams at their own pace-there is no time limit for completion.Additionally,it is not necessary to keep certificates current as it is with GRP certification.
Certificate Exam Requirements:
Certificate in Global Remuneration
- GR1: Total Rewards Management
- GR7: International Total Remuneration:An Overview of Global Rewards
- GR9: Strategic Communication in Total Rewards
Certificate in Global Remuneration Administration
- GR3: Job Analysis,Documentation and Evaluation
- GR4: Base Pay Management
- GR5: Performance Management-Strategy,Design and Implementation
- GR6: Variable Pay-Incentives,Recognition and Implementation
You may already hold a certificate from the Certification Society.
Call the WorldatWork transcript section at 480/922-2015
or E-mail certification@worldatworksociety.org to receive a transcript of completed exams.
If after revlewing your exam records it is determined that you have already completed the required series of courses for certification, we will send you a Global certificate reflecting the completion of the required exams.
About WorldatWork
 WorldatWork is the association for human resources professionals focused on attracting, motivating and retaining employees.Founded in 1955,WorldatWork provides practitioners with knowledge leadership to effectively implement total rewards-compensation,benefits,work-life,performance and recognition,development and career opportunities-by connecting employee engagement to business performance.WorldatWork supports its 30,000 members and customers in 30 countries with thought leadership,education,publications,research and certification.
GR1 Total Rewards Management↑Go Top
Course Overview
Learn what is required to formulate a rewards program that has the power to attract, motivate and retain-total rewards. This basic-level,two-day course is designed as an introduction to the total rewards model and its
Who Should Attend
This course is intended for those new to the compensation and benefits field or for generalists with limited exposure to compensation and benefits functions seeking a basic overview of total rewards.
You Will Learn
Introduction to Total Rewards
- The evolution of rewards
- The total rewards model
- The total rewards approach
- The total rewards strategy
Compensation
- Elements of compensation
- Building a job worth hierarchy
- Components of a base pay structure
- Types of base pay
- Types of pay adjustments
- Variable pay
Benefits
- Benefits
- Elements of benefits
- Factors influencing benefits
- Income protection programs
- Pay for time not worked programs
Work-Life
- Work-Life
- The work-life professional
- The work-life portfolio
Performance and Recognition
- Performance and recognition
- Performance management
- Performance management process phases
- − Phases 1 through 4
- − Recognition programs
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
- The total rewards design process
- Total rewards design considerations
GR2 Quantitative Methods↑Go Top
Course Overview
This basic-level course focuses on general quantitatve concepts.You will examine basic statistitcal tools, the mathematics of total remuneration design and administration, along with mathematical modeling and administration,along with mathematical modelirg and regression analysis.Participants also leam to consider data from numerous sources as well as various techniques for problem solving and decision-making. On the third moming, an optional certification exam covers the content of this cours.
Who Should Attend
This course is intended for individuals who are relatively new to remuneration,as well as experienced practitioners who want basic information about applying statistics in total remuneration management.It is assumed that participants have had no formal exposure to statistics but have had basic algebra.Participants will get the most out of this course if theyre proficient in the concepts covered in course GR1.
What You Will Learn
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 Lssues
- Percents
- Individual compa-ratio
- Department compa-ratio
- Market Index
- Percent difference
- Range penetration
- Developing salary ranges
- Percents in benefits management
Time Value of Money
- Time value of money
- Compound interest and compound salary growth rate
- Constant midpoint progression
- Annuity payments
Statistics-Collecting,Organizing,Grouping and Displaying Data
- Populations and samples
- Frequency distributions-Organize,group and display data
Statics-Lying with Statistics,Graphs and Displays
- Recognizing distorted data
- Mistakes that distort data
Statics-Measures of Central Tendency and/or Location
- Measures of central tendency
- Measures of location
- Percentile bars
Measure of Variability
- Measures of Variability
- -Range
- -Interquartile 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
GR3 Job Analysis,Documentation and Evaluation↑Go Top
Course Overview
This basic-level course examines the methods and processes that support job analysis,job documentation and job evaluation. Participants cover various methods of job evaluation induding quantitative and market-based approaches.Exercises show how the methods outlined in the coruse can be put into practice in their organization. On the third moming,an optional certification exam covers the content of this course.
Who Should Attend
This course is designed for the participant who understands the topics covered in course GR1.The participant with several years of experience in the field will find the course valuable as a review of standard practice and theory,and as an update on current trends.
What You Will Learn
Strategic Overview
- The total rewards model
- Human resources strategy
- Building a base pay structure
- Terms and definitions
Job Analysis
- Job analysis
- Sources of job information
- Job analysis communication
- Possible sources of error
Job Documentation
- Types of job documentation
- Job descriptions
- Job description format
- Job description preparation
Market-Based Job Evaluation
- Market-based job evaluation
- Considerations in data collection
- Survey formats
- Survey analysis issues
- Slotting
- Advantages and disadvantages of market pricing
Nonquantitative Job Evaluation Methods
- Job content evaluation methods
- Ranking method
- Classification method
Quantitative Job Evaluation Methods
- Job content evaluation methods
- Compensable factors
- Job component method
- Point factor method
- Quantitative plan summary
Selection and Implementation Issues
- Selecting a job evaluation strategy
- Implementation issues
- Audit of job evaluation plans and practices
- Building a base pay structure
GR4 Base Pay Management↑Go Top
Course Overview
This intermediate-level course provides an in-depth discussion of the principles,design,implementation and evaluation of an employee base pay program.Exercises will show how to design a pay program that is fair and competitive,while supporting an organization's remuneration strategy.On the third morning,an optional certification exam covers the content of this course.
Who Should Attend
This course is intended for the emerging compensation practitioner with limited experience in developing pay structures.Attendees should be able to apply concepts and techniques covered in GR1,GR2 and GR3.Knowledge of basic mathematical concepts such as mean,median,weighted average,compa-ratio,percentiles and calculating percents is suggseted,as an understanding of the concept of regression analysis.
What You Will Learn
The Role of Base Pay in Total Rewards
- Evolution from pay to rewards
- The total rewards model
- The total rewards design process
- Compensation philosophy and strategy
- Introduction to base pay
- Job evaluation methods
- Job worth hierarchy
- Role of the compensation professional
Designing Base Pay Structures
- Base pay structure
- Building a base pay structure
- Pay structure design considerations
- Pay structure design
- Broadbands
Practical Application of Base Pay Structure Design
- Exercise 1-Market pricing approach
- Discussion exercise 2-Point factor approach
- Discussion exercise 3-Integrating market data into point factor
Base Pay Implementation and Delivery
- Pay approaches
- Job-based pay
- Person-based pay
- Differentials
- Pay actions
- Communicating pay actions
Costing
- Costing terms
- Costing impact
- Calculating base pay costs
- Costing methods
- Understanding compensation costs
Merit Pay
- Principles of merit pay programs
- The base pay investment
- Merit increase guidelines
Administering and Evaluating base Pay Programs
- HR's role in administering and evaluating a base pay program
- Monitoring pay levels
- Compression
- Maintaining pay structures
- Base pay program review and audit
GR5 Performance Management-Strategies,Design and Implementation↑Go Top
Course Overview
This intermediate-level course presents the key concepts associated with measuring and rewarding performance at the organization wide,group and individual levels.Issues addressed include:organizational performance planning,business strategy,the performance management system and process,measurement,individual motivation and the link between rewards and performance.
Who Should Attend
This course is intended for compensatin/HR practitioners and line managers who are designing and administering preformance management systems,or who are responsible for developing and implementing a performance rewards strategy.
What You Will Learn
The Performance Management System
- Introduction to performance management
- Organizational drivers
- Performance objectives
- Performance management process
- Evaluation/assessment
- Outcomes
- HR practices interlinked with performance management
Measuring pERFORMANCE
- Why do organizations measure performance?
- How are performance objectives identified?
- How do organizations measure progress?
- What do organizations measure?
- How is performance measured at different levels?
- How are measures selected?
Individual Performance and the Performance Appraisal
- Performance by individuals
- The performance appraisal
- Evaluation approaches
- Sample performance appraisals
- Improving performance appraisals
Implementing Performance Management
- Performance management system implementation
- The performance management process
- Alignment
Linking Performance to Rewards
- Performance reward strategy
- What motivates employee performance?
- Linking pay to performance
- − Linking base pay to performance
- − Variable pay
- Motivating with other rewards
- Rewarding at different organizational levels
Performance Management System Evaluation
- Analysis of current system
- Legal framework of performance management
- Auditing rating scales
- Audit example
GR6 Variable Pay - Ingentives,Recognition and Bonuses↑Go Top
Course Overview
This intermediate-level course focuses on the variable pay factor in an effective total rewards strategy.Definitions design and implementation of various types of variable pay including incentive plans,bonus plans and recognition plans are covered.Participants in this class will learn how effective variable pay plans can help support their overall business objectives. On the third morning, an optional certification exam is administered covering the course content.
Who Should Attend
Course GR6 is intended for mid-level compensation and human resources practitioners who are involved in or seek knowledge in the design,implementation and administration of variable pay systems.Participants will benefit the most if they are proficient in the use of concepts and techniques covered in WorldatWork courses GR3 and GR4
What You Will Learn
Total Rewards and Variable Pay
- Totla rewards
- Categories of variable pay
Supporting Business Objectives through Variable Pay
- Business strategy
- Business life cycle
- Variable pay supports business objectives
Types of Variable Pay
- Incentive plans-objectives,approaches and considerations
- Bonus plans-objectives and consideration
- Recognition plans-objectives and considerations
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
GR7 International Remuneration-an Overview of Global Rewards↑Go Top
Course Overview
This basic-level,two-day course offers an overview of international remuneration and its role within global organizations.It includes summaries of reward practices in various countries and regions of the world,a discussion of international assignments and reward strategies,an analysis of the differing influence of governments on remuneration practices and the role of remuneration and rewards within the overall global management of human resources.On the third morning,an optional certification exam covers the content of this course.
Who Should Attend
This course is recommended for HR generalists and specialists from all functions who want a broad understanding of total remuneration policy and practices around the world.Participants will receive an overview of how the rest of the world handles remuneration,along with an introduction to global strategies.
What You Will Learn
Globalization,Remuneration and Total Rewards
- Globalization
- The global business environment
- Total remuneration
Influences on Reward Systems
- Influences on total rewards
- The impact of culture
- Other influences
- Government controls
- Influence of technology
- Rewards planning
- Common-sense global practices
Global Remuneration Practices
- Elements of remuneration
- Factors to consider in remuneration
- Base pay delivery
- Variable pay delivery
- Executive remuneration
- Common-sense global practices
- Summary of remuneration challenges
Global Benefits Practices
- Benefits
- Influences on global benefits planning
- Global benefits strategy
- Government programs
- Company programs
- Global benefits trends
- Example of country specific rewards
The Global Work Experience
- The global work experience
- Attraction and retention
- Global employee assistance programs
Managing International Assignments
- Definitions
- Evolution of international assignments
- International assignments
- Remuneration 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
The Future of Global Rewards
- Becoming a strategic parther
- Global trends in total rewards
- Global performance management
- Emerging markets
- Developing a global action plan
- The future of globalization
GR9 International Benefits↑Go Top
Course Overview
This course provides an introduction to stategic 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 providig 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,such as a merger or acquisition.On the third morning,an optional certification exam covers the content of this course.
Who Should Attend
GR9 is designed for those experienced in the employee compensation and benefits or for those who would like to broaden their total rewards perspective.This course is strategic in nature and is designed for participants who need to focus primarily on the design and direction of communication.
What You Will Learn
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-Analyze 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
- － Face-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
- － Compensation
- － Benefits
- － Work-life
- － Performance and recognition
- － Development and career opportunities
- Total rewards statements
- Special situations
- Working effectively with external vendors and internal communication departments
GR17 Market Pricing ↑Go Top
Course Overview
This two-day course provides a consistent and
effective methodology for market-pricing benchmark
jobs within an organization. Participants have an
opportunity to develop their data utilization skills
through classroom practicum exercises. On the third
morning, an optional certification exam covers the
content of this course.
Who Should Attend
This course is designed for compensation
professionals with an interest in/or responsibility for
identifying competitive rates of pay, job evaluation
and compensation program development.
What You Will Learn
MODULE 1:Total Rewards and the Compensation Function
Reviews common compensation program strategies,
base pay structure design, and the establishment
and use of a job worth hierarchy.
- The total rewards model
- Compensation philosophy and strategy
- Base pay structure
- Job worth hierarchy
MODULE 2:Business Strategy and Market Pricing
Defines market pricing and relevant terminology,
and discusses how market pricing can support an
organization’s business strategy..
- Market pricing and business strategy
- Terminology
- Market pricing steps
- Market pricing
- Market pricing – advantages and disadvantages
MODULE 3:Survey Data
Reviews data sources, data collection options,
salary survey formats and the use of job matching.
- Data sources
- Data collection
- Survey formats
- Job matching
MODULE 4:Collecting Survey Data
Discusses the data represented in the salary surveys
and how that data will help the practitioner develop
the market rate for benchmark jobs. This module
also describes documentation and why that process is
important.
- Survey selection
- Data integrity
- Multiple survey sources
- Statistical data points
- Documentation
MODULE 5:Utilizing Survey Data
Covers topics on aging, blending, weighting and
slotting. Statistical analysis tools are also covered.
- Utilizing survey data
- Aging data
- Blending and weighting
- Regression
- Internal versus external equity
MODULE 6:National Plastics and Rubber Manufacturing –
A Case Study
MODULE 7:Exceptions and Special Situations
Discusses exceptions: special situations that might
come up during market pricing.
- Total compensation
- Incentives
MODULE 8:Communication
Covers the topic of communication and how it
relates to market pricing.
- Communication with employees and
upper management
- Organizationwide communication
- Communication and survey sources
 Ready to Enhance Your Professional Performance?
For schedules,pricing and registration information.Visit our web site at ：http://www.worldatworksociety.org
TEL：54594545*6542 Lily Wang
54594545*6557 Cici Cui
54594545*6542 Kandy Ge
Email：lily.wang@ciichr.com
cici.cui@ciichr.com
kandy.ge@ciichr.com
 Course material can be purchased separately.Contact Customer Relationship.Contact Customer Relationship Services at grp@ciichr.com or visit www.worldatwork-china.com for more information.
|
| |
|
