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Global RemunerationProfessional (GRP®)

& Certified Compensation

Professional® (CCP®)

Globally Licensed Series:

Does employee stay in a

company just because of

pay and benefits? The

answer is NO!

140 HoursCPD

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.

Enquiry: Please contact Mr Arnold Tsang at (852) 2837-3819

(DL) or email to [email protected]

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.

Shirley Yeung, GRP, Total

Rewards Manager –

Asia Pacific, Juniper Networks

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.

Sigit Hadiawan, CCP, GRP HR

Specialist –

Total Remuneration ,Chevron

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 exam. Once the required 10 modules have been

completed within 8 years, you will have earned the prestigious

Global Remuneration Professional (GRP®) designation.

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) [originally 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)

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) [originally GR2]

Market Pricing — Conducting a Competitive Pay Analysis (C17/GR17)

Accounting and Finance for the Human Resources Professional (T2)

Regulatory Environments for Compensation Programs (C1)

What is the difference between GRP® and CCP® ?

GRP® CCP®

(Candidate upon completion of full GRP® program may consider ADDITIONAL enrolment of module T2 and C1 for qualifying CCP®)

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

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:

HKIHRM Member: HK$11,200

Non-Member: HK$11,800

(Handouts, lunch and refreshments are included)

14 HoursCPD

Programme Details

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.

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

InstructorLincoln comes from a diverse working background covering such as

Singapore Airlines, Asia Matsushita, Petrochemical Corporation of

Singapore Exxon Chemical Paramins, Infineum and Ezra Holdings

Limited.He started off his career in HR covering local country HR matters,

and move on to be a Regional HR Manager and subsequently became the

Global Compensation and Benefits Manager. In the global C&B role, his

span of responsibility is from Americas (including Latin America) to Europe

and Asia Pacific. In his current role, he is the CHRO for Ezra Holdings

Limited, covering the HR global footprint within the 3 key regions

(Americas, EMEA and Asia Pacific). He has an MBA from Imperial College

of Science, Technology and Medicine (UK), specialisation in International

Business Business and Finance. He holds both Diploma in Compensation

and Benefits and Graduate Diploma in Personnel Management from

Singapore Institute of Management. He is also a Certified Compensation

Practitioner (CCP) and Global Remuneration Practitioner (GRP) from

WorldatWork (formerly American Compensation Association).

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:




Programme Details

14 HoursCPD

Lincoln Lee, Chief

Human Resource

Officer, Ezra Holdings

Limited

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







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).

Date & Time:

Seminar: 11-12 April 2018 (Wednesday – Thursday) ; 9:30am – 5:30pm

Examination: 14 April 2018 (Saturday) ; 9:30am – 12:30pm


Language: English

Fee:




Programme Details

14 HoursCPD

Lincoln Lee, Chief

Human Resource


Limited

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)

InstructorAshwani (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.

Date & Time:

Seminar: 10-11 May 2018 (Thursday to Friday) ; 9:30am – 5:30pm

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


Language: English

Fee:




Programme Details

14 HoursCPD

Ashwani Dahiya, Asia Pacific

Head of Performance &

Compensation, Wells Fargo

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

Date & Time:

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

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


Language: English

Fee:




Programme Details

14 HoursCPD







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).

Lincoln Lee, Chief

Human Resource


Limited

Module GR7: International RemunerationThis 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

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

Date & Time:

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

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


Language: English

Fee:




Programme Details

14 HoursCPD

Thomas Farmer

CCP, SPHR, ACTA

Module GR9/T4: Strategic Communication in

Total RewardsThis 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


Step 5 – Select the communication channel: fact-to-face, paper-based & technology-based

Step 6 – Develop the communications campaign


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

InstructorRelocating 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.

Date & Time:

Seminar: 11-12 July 2018 (Wednesday to Thursday) ; 9:30am – 5:30pm

Examination: 13 July 2018 (Friday) ; 7:00pm – 10:00pm


Language: English

Fee:




Programme Details

14 HoursCPD

Deirdre Lander,

Director - Data,

Surveys and

Technology,

Willis Towers

Watson

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

Date & Time:

Seminar: 11-12 October 2018 (Thursday - Friday) ; 9:30am – 5:30pm

Examination: 15 Oct 2018 (Monday) ; 9:30am – 12:30pm


Language: English

Fee:




Programme Details

14 HoursCPD

InstructorRelocating 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.

Deirdre Lander,

Director - Data,

Surveys and

Technology,

Willis Towers

Watson

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

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:




Programme Details

14 HoursCPD





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).

Lincoln Lee, Chief

Human Resource


Limited

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

Date & Time:

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

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


Language: English

Fee:




Programme Details

14 HoursCPD

Instructor

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

Thomas Farmer

CCP, SPHR, ACTA

C1: Regulatory Environments for

Compensation Programs

Knowing and understanding the U.S. federal human resources laws

and regulations is essential for the HR professional – and it can be

challenging to keep your knowledge up to date. This course will

equip you with an overview of the federal regulatory HR

requirements that impact design and administration of

compensation programs.

Regulatory Environments and Related Laws

overview of HR rules and regulations, including the Davis-Bacon

Act of 1931, McNamara-O’Hara Service Contract Act of 1965,

National Labor Relations Act of 1935 and the Sherman Antitrust Act

of 1890.

Fair Labor Standards Act (FLSA)

FLSA and cover exemption tests, nonexempt employees, hours of

work, rate of pay, the Worker Economic Opportunity Act, child labor

rules, record-keeping requirements, what FLSA does not require

and violations and penalties.

Equal Employment Opportunity Statutes and Civil Rights

Equal Pay Act (EPA), Title VII of the Civil Rights Act of 1964 and

comparable worth. Practice application of the FLSA with real-world

scenarios.

Rights Legislation and the Civil Rights Act of 1991

Age Discrimination in Employment Act (ADEA) of 1967, Vocational

Rehabilitation Act of 1973, Americans with Disabilities Act of 1990,

Americans with Disabilities Act Amendment Act, Civil Rights Act of

1991, Lilly Ledbetter Fair Pay Act, Genetic Information

Nondiscrimination Act, Uniformed Services Employment and

Reemployment Act of 1994 and dispute resolutions.

T2: Accounting and Finance for

the Human Resources Professional

As a human resources professional, the ability to interact effectively

with the accounting and finance departments within your

organization is a vital skill. This course provides an introduction to

U.S. accounting regulations and practices that will enable you to

better speak the language of finance and accounting.

Introduction to Accounting

Learning in the areas of governing bodies and policies, major groups

of accounts, financial statements, accounting types, financial

measures, underlying accounting principles and annual report.

The Balance Sheet

Assets, liabilities, shareholders’ equity, liquidity and debt ratios.

The Income Statement

Revenue/sales, cost of goods sold, gross margin, operating

expenses, the provision for taxes, net income, as well as the financial

measures of earnings per share and return on sales.

Statement of Cash Flows and Shareholders’ Equity

Focus on the two methods and three categories associated with the

statement of cash flows.

Financial Analysis

Develop a better understanding of financial measures/ratios,

including liquidity measures, debt ratios, profitability measures

Planning and Financing the Business

Learn the concepts of financial planning, including the typical

planning process, developing business plans and evaluating capital

projects.

The Strategic Partnership

Relationship between HR and finance. Learn about recording

compensation and benefits costs, wages and salaries, incentive pay,

benefits costs, retirement plans and communication, etc.

Certified Compensation Professional® (CCP®)- Candidate upon completion of full GRP® program may consider ADDITIONAL enrollment of module T2 and C1 for qualifying CCP®

1

Global Remuneration Professional (GRP®) / Certified Compensation Professional® (CCP®) 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)


GRP®/CCP® Full

Programme Enrolment: 10 modules

Regular Price Bundle Offer Price Perspective Modules (Only offer to HKIHRM/Worldatwork member)

HKIHRM / WorldatWork Member Non-member HKD 28,500 (till 22 Feb 2018)

Choose 1 only : C3E GR7 GR3 C8GR6GR17 Choose 2 : T7 GR9 GR1 GR4

HK$88,000 HKIHRM $100/ 150 coupon

HK$98,000

HKD 19,200 (till 22 Feb 2018)

Choose 1 only : C3E GR7 GR3 C8 GR6GR17 Choose 1 only: T7 GR9 GR1 GR4

Per Module Enrolment: (Click perspective modules for

more course details)

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


19-20 September 22 September 15 August HK$9,800 HK$10,500 10 September HK$11,200 HK$11,800

C3E (originally 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 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 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

Modules for GRP® Certification only

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

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

Modules for CCP® Certification only

C1: Regulatory Environments for Compensation Programs

To be confirmed Sep/Oct HK$9,800 HK$10,500 Sep/Oct HK$11,200 HK$11,800

T2: Accounting and Finance for the Human Resources Professional

To be confirmed Sep/Oct HK$9,800 HK$10,500 Sep/Oct HK$11,200 HK$11,800 **Only accept one HKIHRM $100/150 coupon for full programme , modular and Bundled enrolment

(under Regular Fee / Early Bird Offer) **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) Number: __________

Total Price: _________________________ Enquiry: Please contact Mr Arnold Tsang at (852) 2837-3819(DL) or email to [email protected]

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

Total Amount Due$

Enclosed is a crossed cheque (Bank/ Cheque No):

By signing below, I agree to enroll this programme and accept the Terms and Conditions on the back page. Signature:

Date:

1/ 2018 HKIHRM ENROLMENT FORM

How to Enrol? 28/2/2018

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

Module for GRP Speaker


19-20 September Ashwani Dahlya Exam: 22 September (Sat)

C3E (originally GR2): Quantitative Principles in Compensation Management

20-21 August Lincoln Lee Exam: 25 August (Sat)

GR3/C2: Job Analysis, Documentation and Evaluation

11-12 April Lincoln Lee Exam: 14 April (Sat)

GR4/C4: Base Pay Administration and Pay for Performance

10-11 May Ashwani Dahlya Exam: 12 May (Sat)

GR6/C12: Variable Pay

28-29 May Lincoln Lee Exam: 31 May (Thurs)

GR7: International Remuneration – An Overview of Global Rewards

12 - 13 June Thomas Farmer Exam: 15 June (Fri)

C8: Business Acumen for Compensation Professionals

9-10 August Lincoln Lee Exam: 11 August (Sat)

T7: International Financial Reporting Standards for Compensation Professionals

5-6 September Thomas Farmer Exam: 8 September (Sat)

GR9/T4: Strategic Communication in Total Rewards

11-12 July Deirdre Lander Exam: 13 July(Fri)

GR17/C17: Market Pricing

11-12 October Deirdre Lander Exam: 15 October(Mon)

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.

Each module can only be entitled with 1 of the following discount scheme. Full programme cannot enjoy any further discount. 1) Bundle offer discount: Each bundled package can only use 1 HKIHRM HKD 100/150 coupon. Participant cannot change to other modules once confirmed. 2) Previous Certificate in Reward Management alumni’s discount: Participants need to join and passed the Certificate in Reward Management in order to enjoy this discount. Participants need to indicate they have joined the certificate programme and provide evidence in order to enjoy this discount. 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. 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 2 weeks of the original exam date. Weather: Please visit our website for the most 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.

http://www.hkihrm.org/index.php/component/phocadownload/category/95-resource?download=605:payment-methods-pdf

https://goo.gl/ti6hBN

Certificate/Seminar in HR Compliance Employment Law ⾹港⼊境簽證的管理與注意事項 Certificate in Employment Law – Intermediate Level (2018 Round 1)

Certificate/Seminar in Total Reward Management Certificate in Reward Management (2018) Certificate in Hong Kong Salaries Tax (2018 Round 1) Certificate in China Individual Income Tax (2018 Round 1) 中國個⼈所得稅證書課程 Advanced Certificate in Managing Cross Border Tax Issues (2018 Round 1)

Certificate/Seminar in Workforce Planning & Talent CORPORATE VISIT: Good Practices – Get together at Hong Kong Baptist Hospital

Global Programme / Accreditation Belbin® Methodology Accreditation Global Remuneration Professional (GRP®) Situational Leadership®: Building Leaders Think on Your Feet® The 7 Habits of Highly Effective People®

Learning & Development / Management Skills / Communications / Enhancement

Project Management Essentials for the Unofficial Project Managers™ Design Thinking for Human Resources Certificate in Train-the-Trainer (2018 Round 1)

Technology & E-Learning HR Dynamic Form and Automation Dashboard and Report for HR Professional Developing E-learning & Mobile-learning Materials for HR Professionals

Special Events The Future Workplace Unlock Talent Potential Annual Training Needs Seminar with ATD Post-Conference Sharing Pay Trend and Benefits Seminar

06 March

10 & 17 May

26 February – 26 March

14 March

19 April

16 May

16 March

1 - 2 March

Mar - Oct

26 - 27 March

23-24 April / 10-11 Sept

12-13 Mar / 14-15 May / 13-14 Jun

7 March / 24 July

13 March

19 May – 16 June

09 March

23 March

13 April

20 April (AM)

20 April (PM)

17 August

2 November

Up Coming

Hong Kong Institute of Human Resource Management

Learning & Development Department

Email: [email protected]

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

B R I A N H E R B E R T

The capacity to learn is a gift; The ability to learn is a skill;

The willingness to learn is a choice.

HKIHRM Learning & Development Department

HKIHRM Learning & Development Department

HKIHRM L&D website

HKIHRM L&D Linkedin

HKIHRM L&D Facebook

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