2017 First Quarter Professional Development Courses: Sales Incentive Compensation, Employee Engagement Strategies, Total Rewards, Designing 'Salary Structures', Salary Survey Secrets For Competitive Pay & Performance,

Copyright @ 2016 E. K. Torkornoo & Associates, Management Advisors Ltd.
Phones: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718. Email: comprewardspro@gmail.com;
Registered Offices: 21 & 22 3rd Gold Link at Gold Street, TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa. Page 1 of 20
Professional Skill-Development Courses: Practical, Actionable, No-Nonsense, High-Performance, High Impact
VENUE: The New Conference Center, City Escape Hotel, Prampram Road, Accra, Ghana, West Africa*
Limited Class Sizes. BIG DISCOUNTS For EARLY REGISTRATION & Multiple Participants. Cash Incentive Payment For Referrals.
# List Of Current Course Titles Target
Participants
Dates (Duration) Deadline For Paid
Registration
A1 Sales Incentive Compensation Design For Higher Performance And Impact: Practical
Essentials For The Competitive Edge
CEOs, CSOs, CMOs,
CFOs, CHROs, Sales
Leaders &
Managers, Etc.
Tuesday, February 7, 2017 TO Thursday,
February 9, 2017 (3 Days)
Tuesday, January
31, 2017
A2 Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design,
Development, Delivery & Decisions
Demand Driven. Contact Us To Register Interest
B1 Compensation & Total Rewards Management Fundamentals For High Impact:
Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With
Relevant Local Applications & Cases
Future, New, &
Current Leaders,
Consultants,
Specialists, &
Analysts In
Compensation,
Total Rewards, HR,
& General
Management
Tuesday, February 21, 2017 TO
Thursday, February 23, 2017
(3 Days)
Tuesday, February
14, 2017
B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay: From Salary
Surveys To Modern ‘Market Pricing’ Methodologies, Etc.-- Deploying SMARTer
Practices, Techniques, & Tools For High Impact
Tuesday, March 7, 2017 TO
Wednesday, March 8, 2017
(2 Days)
Tuesday, February
28, 2017
B3 Employee Engagement Strategies & Techniques For Sustainable High Performance:
Deploying Proven Practices & Processes That Work In High-Performance Organizations
Demand Driven. Contact Us To Register Interest
B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
Participation, Parsing Data, Proposals To Management, & Processes In Between
Board, Chief Officer, Leadership, & Strategic Level Series
 Executive Compensation & Corporate Governance Fundamentals: Emerging Tools For Strategic Alignment, Risk Management, Competitive Pay, etc.
 Rewards Strategy For High Performance & The Competitive Edge: Developing & Leveraging What Works In Top-Performing Companies
 Designing Incentive And Bonus Programs For Improved Performance: Learning & Leveraging Practices & Principles Of Top-Performing Companies
 Radical New Developments In Performance Management: Why Major Companies Are Dumping Established Practices, And What You Need to Do Now
 Expatriate Compensation and Global Mobility Fundamentals: High Impact Practices & Principles For Our Increasingly Complex & Changing Global Village
Boards, CEOs,
CSOs, CHROs,
CFOs,
Strategists,
Rewards
Leaders, &
Consultants
Demand
Driven.
Contact Us To
Register
Interest
*Fees Cover Tuition / Facilitation, Course Materials (PowerPoints, Handouts, Case Studies, Exercises, Etc.), Snacks, Lunch, And A Certificate of Active Participation.
Get Fees, Course Descriptions, Registration, Etc.: By Email: CompRewardsPro@gmail.com OR By Phone: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718.
FACILITATOR: Mr. E. K. Torkornoo, A WorldatWork Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has over 25 years of experience:
Delivering Sustainable Solutions In Multinational Corporations & Other Organizations (Large, Medium, & Small);
In Multiple Sectors: Telecom/Tech; Banking, Financial Services; Oil & Gas; Mining; Manufacturing; Advertising / Media; Real Estate; Healthcare; SOEs; Etc.;
In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).
*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change. Generous Discounts & Cash Incentives For 2 Or More Participants From The Same Sponsor, And For Referrals.
(Specialists In Sales Compensation, Total Rewards, High-Performance Management, Leadership and Professional Learning & Development,
Transformation, Change, Organizational Development, Human Resource & Talent Management)

Table Of Contents
Course Link To Brief Course Description
(Behavioral Objectives, Summary of Topics, Etc.)
A1 Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
A2 Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions
B1 Compensation & Total Rewards Management Fundamentals For High Impact: Comprehensive
Introduction To Leading-Edge, World-Class Practices & Principles,
With Relevant Local Applications & Cases
B2 Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:
From Salary Surveys To Modern ‘Market Pricing’ Methodologies, Etc.—
Deploying SMARTer Practices, Techniques, & Tools For High Impact
B3 Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying
Proven Practices & Processes That Work In High-Performance Organizations
B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,

COURSE TITLE:
Sales Incentive Compensation Design For Higher Performance And Impact:
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
A. Design and execute Sales Incentive Compensation programs that deliver Higher Performance!
B. Align Sales Incentive Compensation Design With Company Strategy and Sales Goals;
C. Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Incentive Compensation plans;
D. Assess and pinpoint the causes of failure in Sales Incentive Compensation Design and execution; Determine what is not working, why, and how to
fix them;
E. Determine the feasibility of inclusion and exclusion of various features of Sales Incentive Compensation Design;
F. Analyze a variety of key macro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation
Design;
G. Analyze a variety of key micro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation
Design;
H. Develop a hierarchy of links among the following key macro-environmental factors as necessary for preparing successful custom-designed Sales
Incentive Compensation Design: Business Model, Business Strategy, Product/Service Models, Organization Structure, Marketing, Sales
Management, Sales Force Design, Sales Job Design, Types of Sales Roles, etc.;
I. Develop and deploy the comprehensive Compensation Program Approach in Sales Incentive Compensation Design;
J. Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Incentive
Compensation Design: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy
Line(s), Compensation Structure;
K. Develop and deploy appropriate Sales Incentive Compensation Implementation & Communications;
L. Develop and deploy Sales Incentive Compensation Monitoring, Metrics, Measurements, and Evaluation;
M. Develop reports based on assessment of effectiveness of implementation of Sales Incentive Compensation programs;
N. Design, develop and deploy Sales Incentive Compensation programs for a variety of situations in including the following: Changing Strategy;
Product Life Cycle Variations; New Sales Roles; SPIFFs, etc.;
O. Design, develop, and deploy industry- and sector-specific Sales Incentive Compensation programs for a variety of settings: Fast Moving Consumer
Goods, Telecommunications, Banking & Financial Services, Real Estate, Automotive Sales, Manufacturing, Durable Goods, Hotel and Hospitality,
etc.;
P. Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Incentive Compensation Design;

COURSE TITLE:
Sales Incentive Compensation Design For Higher Performance And Impact:
Q. Develop and update comprehensive Sales Incentive Compensation Plan Descriptions to address specific needs of a company.
SUMMARY OF TOPICS COVERED
The Course Covers The Following Indicative List Of Topics (Further Details Available In The Full Course Description):
A An indicative list of topics to be covered include the following:
 Introduction To, And Importance of, Sales Compensation
 Macro Context / Environment Of Sales Compensation
 Micro Context of Sales Compensation
 Motivation: Characteristics & Motivation of Sales Persons and Sales Teams
 Design Fundamentals: Extensive Details Of Sub-Topics Of This Section In The Full Course Brochure*
 Master Plan: Sample Sales Incentive Plan Document
 Mastering Design Fundamentals Through Examples, Excel, Case Studies, Practice, & Other Applications
 Takeaways Of Sales Incentive Compensation Design
*Note On Design Fundamentals Section Sub-Topics
Further / Extensive Details Of Sub-Topics Of This Section In The Full Course Brochure
Back to Table Of Contents

COURSE TITLE:
Sales Quotas Strategies For Achieving High(er) Performance:
 Design and execute Sales Quota Programs that deliver Higher Performance!
 Align Sales Quota Design With Company Strategy and Sales Goals;
 Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Quota programs;
 Assess and pinpoint the causes of failure in Sales Quota program execution; Determine what is not working, why, and how to fix them;
 Determine the feasibility of inclusion and exclusion of various features of Sales Quota Design;
 Analyze a variety of key macro-environmental, as well as micro-environmental, factors as necessary for preparing successful custom-designed
Sales Quota programs;
 Trends And Practices In Sales Quotas
 Identify, select, and utilize appropriate approach from among Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales
Quota Setting for your specific situation
 Utilize appropriate Processes, Tools, & Templates in Quota Setting
 Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Quota
programs: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy Line(s),
Compensation Structure;
 Develop and deploy appropriate Sales Quota programs Implementation & Communications;
 Develop and deploy Sales Quota programs Monitoring, Metrics, Measurements, and Evaluation;
 Develop reports based on assessment of effectiveness of implementation of Sales Quota programs;
 Design, develop and deploy Sales Quota programs for a variety of situations in including the following: Changing Strategy; Different Product Lines
and Channels, Product Life Cycle Variations; New Sales Roles; etc.;
 Design, develop, and deploy industry- and sector-specific Sales Quota programs for a variety of industry settings
 Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Quota programs;
 Develop and update comprehensive Sales Quota Program Descriptions to address specific needs of a company

COURSE TITLE:
Sales Quotas Strategies For Achieving High(er) Performance:
1. Introduction To, & Definition Of, Sales Quota
2. Overview Of Rationale For / Importance of Sales Quotas
3. Sales Quotas Context: Factors Influencing Sales Quotas
4. Trends And Practices In Sales Quotas
5. Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales Quota Setting
6. How To Set Quotas: Processes, Tools, & Templates Of Quota Setting
7. Sales Quota Case Studies, Exercises, & Applications

COURSE TITLE:
Compensation & Total Rewards Management Fundamentals For High Impact:
Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles,
 Assess and make very important decisions for the individual pursuit of serious structured technical professional development and investments,
based on a comprehensive introduction to fundamentals of the subject matter in what is undoubtedly one of the hottest, most lucrative, and
most solid specialties world-wide in Human Resource Management
 Perform well-structured contextual analysis of ‘Hot’ Developments in Compensation & Total Rewards affecting decision-making in strategy and
operations
 Leverage professionally sound technical taxonomy and definitions (versus extremely misleading pedestrian terminology) in the diagnosis, design,
development, delivery, and data & performance management of programs in Compensation and Total Rewards
 Perform balanced, multi-faceted contextual analysis of programs in Compensation and Total Rewards for improved design and impact
 Diagnose, Design, And Develop alignment between Company Strategy on the one hand, and HR Strategy and Rewards Strategy on the other hand
 Leverage well-established principles in Psychology, Motivation, And Behavior in the diagnosis, design, development, and delivery of programs in
Compensation and Total Rewards that have superior impact
 Utilize appropriate Frameworks & Models in the diagnosis, design, development, and delivery of superior programs in Compensation and Total
Rewards
 Utilize The Rewards Program approach in performing improved diagnosis, design, development, and delivery of programs, to ensure high degrees
of alignment, consistency, efficiency, and effectiveness of decision-making and implementation
 Utilize hierarchical structure of relationship among the following levels, units, and dimensions of analysis in the diagnosis, design, development,
and delivery of more effective programs in Compensation And Total Rewards: Rewards Philosophy, Rewards Strategy, Rewards Systems, Rewards
Mix, Rewards (Competitive) Policy Line, Rewards Structure, Rewards Program Implementation / Administration
 Develop and utilize technically sound distinctions among otherwise regularly-confused matters of Strategic Goals, Versus Operational Objectives,
Versus Ideal Characteristics of programs in Compensation & Total Rewards
 Develop appropriate strategy and tactics for leveraging the combined effect of the following programs in a Total Rewards context to achieve
higher impact: Employee Benefits Programs; Work-Life Balance Program; Recognition Programs; Performance Management Programs; Talent
Development Programs

COURSE TITLE:
 Utilize fundamental elements of Rewards Analytics (Measurement, Metrics, and Markets, etc.) in the diagnosis, design, development, and
delivery of more effective Compensation and Total Rewards Programs
 Assess and determine the relevance and impact of Special Developments, Issues, and Topics in Compensation and Total Rewards as applied to
their own organization and context.
NOTE: Topics for this “fundamentals” course will be extracted from key sections of my forthcoming practitioner-oriented publication, “A Manual Of
Compensation And Total Rewards” (A Guide For Practitioners) as can be feasibly compressed into the duration of the course. As a broad indication
of the scope of the subject matter (and to give current and future practitioners, some indication of the potential areas of coverage for future
professional development, the full table of contents of that forthcoming publication is attached OR available (NOTE: The table of contents alone is
detailed in over 20 pages of highly-structured topics and sub-topics). For the purpose of this course, the simpler, high-level list of topics includes the
following:
1. Introduction, Importance, And ‘Hot’ Developments in Compensation & Total Rewards
2. Working Definitions And Language of Compensation and Total Rewards
3. The Context And Environment of Compensation and Total Rewards
4. Strategic Context: Company Strategy, HR Strategy, Rewards Strategy
5. Strategic Goals, Operational Objectives, Ideal Characteristics Of Compensation & Total Rewards – Important Distinctions
6. Psychology, Motivation, And Behavior For Compensation and Total Rewards
7. Framework & Models of Compensation and Total Rewards
8. The Rewards Program: Overview Of The Cascade of Critical Decisions In Compensation And Total Rewards
9. Rewards Philosophy and Rewards Strategy
10. Rewards Systems
11. Special Note on Performance-Based Rewards Systems & Pay Increases
12. Rewards Mix
13. Rewards (Competitive) Policy Line

COURSE TITLE:
14. Rewards Structure Versus Salary Structure, Pay Structure, etc.: Elements And Terminology, Distinctions, Diagnosis, Design, Development,
Delivery, Data Management, etc.
15. Rewards Structure: Developing ‘Structure’ From Salary Surveys and Rewards Studies using ‘Market Pricing’ Methodology, Etc.
16. Rewards Program Implementation And Communications
17. Strategic Alignment of other Components of Total Rewards Programs For Best Impact: Employee Benefits, Recognition, Work-Life Effectiveness,
Performance Management, Talent Development.
18. Special Rewards Programs – Brief Overview Of Executive Compensation, Sales Compensation, Global Mobility And Expatriate Rewards, etc.
19. Special Developments, Issues, and Topics In Compensation And Total Rewards

COURSE TITLE:
Designing 'Salary Structures' For Competitive, Strategy-Aligned Pay:
 Perform due diligence in planning, sourcing, analysis, and utilization of compensation and rewards data from reputable survey providers,
including considerations of: balanced portfolio of target salary surveys and reward studies; e sound criteria in selection; technically sound
preparation of data for participation in Multiple Salary Surveys and studies; risk mitigation steps to protect data; analysis of third-party Salary
Surveys; smarter procurement, acquisition, & access to Salary Survey data and reports; rigorous technical analysis of Survey Report Data &
Practices; etc.
 Develop or review the Company Competitive Pay Policy Lines for Employee Segments
 Perform technically superior Market-Referenced Job Pricing, aka ‘Market Pricing’
 Develop new Salary Structure That Make Sense relative to the following considerations, among others:
o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive
Reward Program Approach
o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications
o Single Versus Multiple Spine and Considerations Of Employee Segmentation
o Balancing Internal Consistency And External Competitiveness
o Range Overlaps Versus No Overlaps
o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint
Progression, etc.
o Broad Band Salary Structure Versus Traditional Narrow Bands
o Open Ranges Versus Traditional Steps / Notches
o Other Salary Structure considerations
 Determine Financial Impact under various scenarios
 Develop And Sell Policy Proposals To Management, etc.,
 Develop Procedural Arrangements for implementation of salary structure and related policies
 Design, develop, deploy, and monitor effectiveness of promotional Messaging And Employee Engagement relative to salary survey and reward

COURSE TITLE:
programs
 Solve Problems related to Salary Structures programs and processes, Etc., Etc.
 Compensation And Reward Surveys And Studies:
.1. Salary Survey Planning And Strategy
.2. Salary Survey Provider Selection
.3. Preparing Your Data For Multiple Salary Surveys
.4. Protecting Data Privacy In Salary Surveys
.5. Participating In Surveys
.6. Procuring Survey Reports & Access
 Parsing, Probing, & Pondering Survey Report Data & Practices
 Pay Policy Lines And Positioning Against Competition
 Pricing Jobs (Market-Referenced Job Pricing, aka ‘Market Pricing’): Method To The Madness
 Preparing Salary Structure(s) That Make Sense
o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive Reward
Program Approach
o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications
o Single Spine? Multiple Spines? Employee Segmentation?
o Balancing Internal Consistency And External Competitiveness
o Range Overlaps Versus No Overlaps: Rationale And Application
o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint
Progression, etc.
o Broad Band Salary Structure Versus Traditional Narrow Bands
o Open Ranges Versus Traditional Steps / Notches

COURSE TITLE:
o Issues With Salary Structures
o Other Considerations
 Policy Proposals To Management, etc.,
 Procedural Arrangements For Implementation
 Promotional Messaging And Employee Engagement
 Problem-Solving Practice Exercises
 Postscript, Etc., Etc.

COURSE TITLE:
Employee Engagement Strategies & Techniques For Sustainable High Performance:
 Leverage deep insights on the significant positive Financial, Operational, & Organizational outcomes associated with
Employee Engagement in High- Performing companies to develop Goals and Measures for measurable change;
 Develop structured responses to well-reviewed Contextual Factors and Trends affecting Employee Engagement;
 Deploy appropriate Framework and/or Models of Employee Engagement for structured, high-impact change;
 Leverage deep insights on Key Drivers of Employee Engagement in programs of change;
 Develop comprehensive programs of change (diagnosis, design, development, delivery, data review, etc.) for improving
Employee Engagement & performance;
Leverage deep insights from multiple Case Studies to support programs of sustained positive change;
 Introduction, Definitions, And Importance Of High Performance And Employee Engagement
o Introduction
o Examples Of Challenges / Problems / Regrettable Cases Of High-Performance And Employee Engagement
o Definitions
o What Is High Performance And How Do High Performing Companies Look?
o What Is Employee Engagement?
o Differentiating Employee Engagement From Job Satisfaction, Commitment, & Related Concepts
o A Continuum Of Engagement: Understanding How Far We Have Come
o Importance & Impact Of High Performance And Employee Engagement
 The Context / Environment Of Employee Engagement
o The Economic Context Of Employee Engagement: Economic Environment, Competition, Business Cycles, Booms & Busts, And

COURSE TITLE:
Employee Engagement Strategies & Techniques For Sustainable High Performance:
Related Matters
o Socio-Demographic Context Of Employee Engagement
o Legal & Regulatory Environment Of Employee Engagement
o Technology Environment Of Employee Engagement
o Other Macro Context Considerations
 Frameworks & Models Of Employee Engagement & Impact
o A Systems Approach
o Behavioral Science Approach
o Attitude-Behavior-Contribution-Delivery Continuum Approach
o Other Approaches
 A Comprehensive OD Approach To Employee Engagement For High Performance
o Dimensions Of Engagement For High Performance
o Diagnosis Of Engagement For High Performance
o Design Of Engagement For High Performance
o Delivery / Deployment Of Engagement For High Performance
o Data Management, Measurement And Metrics Of Engagement For High Performance
 Making It Happen: A Look At An Overall Approach
 Making It Happen: Case Studies In Employee Engagement For High Performance: Causes, Courses, Constructs, And Consequences
Of Change
o What Do High Performers Do About Engagement?
o What Do Low Performers Do Or Fail To Do About Engagement?
o What Lessons Do We Learn From These Situations
o Selected Applications From Specific Industries
 Employee Engagement Trends, Issues, & Solutions: Global, Regional, Etc.

COURSE TITLE:
Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
Determine and Use Appropriate Salary Surveys in the diagnosis, design, development, and delivery of appropriate competitive solutions to
address organizational issues. This overarching behavioral objective includes the following:
 Leverage appropriate technical terminology to perform professionally sound matching, analysis, comparisons, decisions, and recommendations
relative to the use of salary surveys;
 Develop strategy-aligned planning and budgeting for the utilization of Salary Surveys and supporting resources for specific circumstances of their
organizations;
 Perform technically sound analysis and comparisons in making decisions on Provider Selection For Salary Surveys;
 Perform technically sound preparations of assure internal readiness of company data use in Multiple Surveys and studies;
 Perform technically sound due diligence to ensure protection of company payroll data privacy in Salary Surveys;
 Lead company teams in timely and efficient participation in multiple surveys;
 Perform technically sound preparations to ensure timely and adequate procurement of (or access to) required Survey Reports, as well as other
supporting resources;
 Perform technically sound Parsing, Probing, & Pondering of Survey Report Data & Practices; Leverage appropriate studies, software, platforms,
and tools in performing analysis, and development of appropriate proposals to management;
 Perform technically sound analysis to determine appropriate Pay Policy Lines And Positioning Against Competition;
 Perform technically sound Pricing of Jobs using Market-Referenced Job Pricing methodology, (aka ‘Market Pricing’);
 Develop basic Salary Structure(s) under alternative assumptions, and perform basic analysis related to the same;
 Develop and present Policy Proposals To Management based on utilization of salary survey and other resources;,
 Develop Procedural Arrangements For Implementation Of Management Decisions;
 Develop key elements of Promotional Messaging, EVP, And Employee Engagement programs aligned with strategy and use of salary surveys;
 Develop road maps for maintaining currency and preparation for developments in the market.

COURSE TITLE:
Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers,
1. Prologue / Introduction To Salary Surveys
2. Planning And Strategy For Salary Surveys
3. Provider Selection For Salary Surveys
4. Preparing Your Data For Multiple Surveys
5. Protecting Payroll Data Privacy For Salary Surveys
6. Participating In Surveys
7. Procuring Survey Reports & Access
8. Parsing, Probing, & Pondering Survey Report Data & Practices
9. Pay Policy Lines And Positioning Against Competition
10. Pricing Jobs (Market-Referenced Job Pricing, aka ‘Market Pricing’)
11. Preparing Salary Structure(s) That Make Sense
12. Policy Proposals To Management,
13. Procedural Arrangements For Implementation Of Management Decisions
14. Promotional Messaging, EVP, And Employee Engagement
15. Post Script On Salary Surveys And Applications, Etc., Etc.

WHO ARE WE &
WHO ARE OUR LEARNING FACILITATORS?
We are Industry-seasoned, Practical, Hands-On, Solutions-Oriented Management Advisors with specialization in Sales Compensation, Total
Rewards (Compensation, Benefits, etc.), High-Performance Management, Human Capital Strategy, Human Resource & Talent
Management. As needed, we work with a number of industry-seasoned associates who mirror our values and approach. Our Principal
Advisor & Lead Facilitator holds the regionally-rare Certified Compensation Professional (CCP) qualification from WorldatWork, The
leading Global Association for professionals in Compensation and Total Rewards, with the following additional qualifications, among
others:
 OVERVIEW: Over 25 years of experience in developing solutions for multi-national corporations and other organizations in Africa,
Europe, North America, Middle East, and Asia;
 SECTORS: Oil & Gas / Energy; Banking, Asset Management, Insurance, & Financial Services; Telecommunications and Technology;
Mining / Resource Development; Integrated Marketing Communications; Consulting / Professional Services; Manufacturing; Real
Estate; Healthcare; Education; Diversified Public Sector And State-Owned Enterprises, etc.;
 ROLES: In addition to Direct Advisory roles to Boards, CEOs, Senior Executives and Management, the Lead Facilitator has extensive
direct experience in industry as a Head, Director, Manager, Leader, and/or Specialist in Sales Compensation, Compensation, Total
Rewards, Human Capital, Performance Management, Leadership & Professional Learning & Development, Talent & Human Resource
Management, Direct Sales, Strategy, etc.;
 EDUCATION: Graduate Education at University of Minnesota (USA), IESE (Spain), & London School of Economics (UK) with
specialization in Compensation and Reward Systems, Change Management, and Human Resources Management. Undergraduate
education at University of Ghana (Legon) with specialization in Business Administration;
 LEARNING FACILITATION & FACULTY ROLES: Extensive experience in solutions-oriented facilitation of Learning & Development in
programs for Boards, Senior Management, Leaders, and Professionals from numerous companies in the Private Sector, as well as Non-
Profits, and Public Sector. Extensive experience in faculty roles in Graduate, Senior, & Executive level courses in multiple universities,
with heavy emphasis on industry-relevant skill-building in problem-solving (developing and implementing solutions to real-world
problems) using case studies, simulations, and practice relevant to learner contexts: companies, cultures, countries, continents, etc.
 FACILITATION STYLE: Facilitation leverages hands-on, practice-based, problem-solving approaches and other wealthy experiences and
styles so that participants are uniquely prepared to become real leaders of sustainable Change!

OUR APPROACH
As needed, we work with a number of industry-seasoned associates who mirror our values and
approach:
 PRACTICAL SOLUTIONS: We bring Results-oriented, Practical / Hands-on, Professional, Innovative,
Realistic, Actionable Solutions to organizational challenges. We use a variety of methods (including
locally relevant case studies and simulations) to help you develop essential problem-solving skills. We
do NOT believe in the predominantly theoretical, textbook drivel served in some circles.
 PROVEN EXPERIENCE: We draw from proven practices, sound principles, and insights from successful
personal experiences from multiple sectors in North America, Europe, Middle East, Asia, and Africa.
 FIRST-HAND, HANDS-ON, REAL WORLD INDUSTRY EXPERIENCE: Facilitators have First-hand, Hands-
on, Real-world, Industry experience (NOT just academic or classroom skills).
 TRANSFERABLE & ADAPTABLE SOLUTIONS: Our approach benefits truly serious companies and
participants who want to acquire Transferable & Adaptable Solutions (actionable strategies, tactics,
techniques, tools, etc.) relevant to current and anticipated situations (our courses are NOT just for
certificates of attendance!).
 INTERACTIVE, PARTICIPATIVE LEARNING: We prefer relatively small class sizes, the better to ensure
more effective interactions, participation, simulations, sustained learning, and transfer of knowledge
to deliver results.

OUR SERVICE DELIVERY FORMATS
We also deliver Advisory Services as well as Learning & Development (‘Training’) programs in
the following and other formats that suit your needs / situation:
Comprehensive Advisory Engagements (for full spectrum of Diagnosis, Design,
Development, Delivery/Deployment, Data/Evaluation Management, With Implementation
Support, etc.);
Limited Scope Advisory Engagements (for any combination of Diagnosis, Design,
Development, Delivery/Deployment, Data/Evaluation Management, or Implementation
Support, etc.);
Short Term Contracts As Hands-On, In-House Executive Assignments (e.g. Staff On Loan);
Highly Customized, Hands-on, Skill-Building, Problem-Solving, Intervention Workshops
For Specific Needs Of Companies;
In-House Seminars (Customized or General);
Corporate Club & Industry Group Seminars & Workshops;
Individualized & Small Group Executive Learning & Development, Coaching, and Tutorial
Sessions.

*Referral Incentives, Discounts, Notes, Contacts, & Deadlines For Fee Payments
Referral Incentive, Discounts, Incentives, Notes
 Cash Referral Incentive Payments For Non-participants:
o Attractive Cash Referral Incentive Payment for each paid participant referred to us by a non-participant
(paid when the referred participant completes the course). Details Available.
 Discounts:
o Same Sponsor, Multiple Participants: 5% Discount for each additional paid participant from the same
sponsor;
o Early Registration Discounts: Deep Discounts For Early Registration (see Fee Schedule for details);
 Changes: Programs, Schedules, & Fees are subject to change at relatively short notice. We reserve the right to
cancel events for which we do not receive sufficient number of applications by the deadline.
 Refunds and Credits: In case the event is cancelled, refunds or credits will be made to the person or institution from
which payment was received, not to third parties. When programs are re-scheduled we credit payments to the next
scheduled session.
CONTACTS
 Contact us with any questions:
o By email: comprewardspro@gmail.com;
o By Phone: +233-24-267-7015, OR +233-50-332-7127 OR +233-20-142-6718
DEADLINES FOR PAYMENT OF FULL FEES
Deadline For Full Fees To Confirm Registration:
Seven (7) Calendar Days BEFORE the start date for each course.
Note: Limited Space. First-Paid, First In Basis

2017 First Quarter Professional Development Courses: Sales Incentive Compensation, Employee Engagement Strategies, Total Rewards, Designing 'Salary Structures', Salary Survey Secrets For Competitive Pay & Performance,

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