Globally Licensed Series: Global Remuneration Professional ... · Ashwani Certified Compensation Professional from WorldatWork. He is an Asia Pacific Head of Reward at American Ashwani

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

[email protected]

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


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



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:




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


Fee:


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



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











Remuneration Practitioner (GRP) from WorldatWork.


Seminar: 28-29 May 2018 (Monday – Tuesday) ; 9:30am – 5:30pm

Examination: 31 May 2018 (Thursday) ; 9:30am – 12:30pm


Fee:


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


Seminar: 12-13 June 2018 (Tuesday – Wednesday) ; 9:30am – 5:30pm

Examination: 15 June 2018 Friday) ; 9:30am – 12:30pm


Language: English

Fee:

CPD HKIHRM Member: HK$11,200 Non-Member: HK$11,800


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




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:




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


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




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











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


Language: English

Fee:

HKIHRM Member: HK$11,200 Non-Member: HK$11,800


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


Seminar: 5-6 September 2018 (Wednesday to Thursday) ; 9:30am – 5:30pm

Examination: 8 September 2018 (Saturday) ; 9:30am – 12:30pm


Language: English

Fee:




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

http://www.hkihrm.org/index.php/ld

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)


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

mailto:[email protected]

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.

https://goo.gl/ti6hBN

Globally Licensed Series: Global Remuneration Professional ... · Ashwani Certified Compensation Professional from WorldatWork. He is an Asia Pacific Head of Reward at American Ashwani

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