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20140511. brochure.expanded details. achieving high performance .... critical ‘must haves’

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E. K. TORKORNOO & ASSOCIATES, MANAGEMENT ADVISORS (SPECIALISTS IN COMPENSATION, TOTAL REWARDS, PERFORMANCE MANAGEMENT, TALENT & HUMAN RESOURCE MANAGEMENT)

Announcing The First Of The Master Class Seminar Series

Achieving High(er) Performance Through Leading-Edge Strategies And Tools In Compensation & Total Rewards Management: Critical ‘Must Haves’

Tuesday, June 24 and Wednesday, June 25, 2014 (Two Days)

TARGET PARTICIPANTS: Board Members, CEOs, Senior Executives; Directors/Heads/Senior Managers/Professionals in Strategy, Finance, Marketing, Sales, Compensation, Total Rewards, HR Management, Business Development, etc.

INTRODUCTION: Many organizations invest heavily in ‘performance-oriented’ strategies and programs that often fail to deliver on targets. The failures often arise from fundamental flaws in strategy, design, and delivery. This program seeks to facilitate learning and application of some Critical ‘Must Haves’ that serve as effective anchors and levers of High(er) Performance. The Critical ‘Must Haves’ For High(er) Performance are based on emerging empirical evidence, the practices of high-performing companies, as well as the seminar facilitator’s extensive experience in multiple companies, cultures, continents, and contexts.

SEMINAR PROGRAM OUTLINE
The following topics will be covered, among others:
What Is High Performance, and What Is The Importance of Compensation & Total Rewards Strategy to That End?; Why Companies Fail to Attain High(er) Performance: ABCD ‘Factors’- Examples Of Fatally-Flawed Gambles, Histrionics…. And …Idiocy…, (In … Compensation and Reward Strategy & Programs); Levels Of Analysis, And Structured Hierarchical Analysis In Compensation & Total Rewards Strategy; The Strategic Limitation Of A-R-M-S: Attraction, Retention, Motivation, And Skill Development As Goals; Strategic Units of Analysis: Distinction Between ‘Elemental’ Versus Strategic Approach To Compensation & Total Rewards Management for High-Performance; The Critical ‘Must Haves’: Eight (8) Essentials For High-Performance Total Rewards Strategy As Evidenced Empirically Globally; High-Performance Total Rewards Strategy: Putting It All Together; Obtaining Stakeholder Buy-In For High-Performance Total Rewards Strategy; Implementation Considerations For Successful High-Performance Total Rewards Strategy; Assessing Impact: Leveraging Improved Measurement And Metrics For Strategic And Operational Impact Assessment - Beyond The Traditional, Tired, Tentative, and Troublesome Tools.

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20140511. brochure.expanded details. achieving high performance .... critical ‘must haves’

  1. 1. E. K. TORKORNOO & ASSOCIATES, MANAGEMENT ADVISORS (SPECIALISTS IN COMPENSATION, TOTAL REWARDS, PERFORMANCE MANAGEMENT, TALENT & HUMAN RESOURCE MANAGEMENT) Announcing The First Of The Master Class Seminar Series Achieving High(er) Performance Through Leading-Edge Strategies And Tools In Compensation & Total Rewards Management: Critical ‘Must Haves’ Tuesday, June 24 and Wednesday, June 25, 2014 (Two Days) TARGET PARTICIPANTS Board Members, CEOs, Senior Executives; Directors/Heads/Senior Managers/Professionals in Strategy, Finance, Marketing, Sales, Compensation, Total Rewards, HR Management, Business Development, etc. INTRODUCTION Many organizations invest heavily in ‘performance-oriented’ strategies and programs that often fail to deliver on targets. The failures often arise from fundamental flaws in strategy, design, and delivery. This program seeks to facilitate learning and application of some Critical ‘Must Haves’ that serve as effective anchors and levers of High(er) Performance. The Critical ‘Must Haves’ For High(er) Performance are based on emerging empirical evidence, the practices of high-performing companies, as well as the seminar facilitator’s extensive experience in multiple companies, cultures, continents, and contexts. SEMINAR PROGRAM OUTLINE The following topics will be covered, among others: What Is High Performance, and What Is The Importance of Compensation & Total Rewards Strategy to That End?; Why Companies Fail to Attain High(er) Performance: ABCD ‘Factors’- Examples Of Fatally-Flawed Gambles, Histrionics…. And …Idiocy…, (In … Compensation and Reward Strategy & Programs); Levels Of Analysis, And Structured Hierarchical Analysis In Compensation & Total Rewards Strategy; The Strategic Limitation Of A-R-M-S: Attraction, Retention, Motivation, And Skill Development As Goals; Strategic Units of Analysis: Distinction Between ‘Elemental’ Versus Strategic Approach To Compensation & Total Rewards Management for High-Performance; The Critical ‘Must Haves’: Eight (8) Essentials For High-Performance Total Rewards Strategy As Evidenced Empirically Globally; High-Performance Total Rewards Strategy: Putting It All Together; Obtaining Stakeholder Buy-In For High-Performance Total Rewards Strategy; Implementation Considerations For Successful High-Performance Total Rewards Strategy; Assessing Impact: Leveraging Improved Measurement And Metrics For Strategic And Operational Impact Assessment - Beyond The Traditional, Tired, Tentative, and Troublesome Tools. Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 1
  2. 2. BEHAVIORAL OBJECTIVES At the conclusion of full and active participation in the program, participants should be able to perform most of the following, among others: • Diagnose The Causes Of Failure Of Strategy To Deliver High Performance And Results; Assess Risks of Strategy Failure In Companies; • Perform Structured, Hierarchical Analysis Of Problems Of, AND Develop Relevant Comprehensive Solutions For The Same To Deliver High- Performance And Results; • Distinguish Real Performance And Results From Typical Measures And Indicators Used; Determine Where Attraction, Retention, Motivation, And Skill Development (A-R-M-S) REALLY Fit Within ‘A Hierarchy Of Performance’; • Develop Strategic Frameworks For High(er) Performance In Companies; • Distinguish Between ‘Elemental’ Versus Strategic Approach To Total Rewards Strategy, And Avoid The Pervasive Seduction Of Going ‘Elemental’; • Identify, Define, And Develop Eight (8) Essential High-Performance ‘Must Haves’ For Effective And Sustainable Rewards Strategy; • Develop Comprehensive, Consistent, Multi-Faceted High-Performance Total Rewards Strategy; • Design High-Performance Total Rewards Strategy That Is Measurably Aligned With Corporate Strategy; • Develop And Obtain Buy-In For High-Performance Total Rewards Strategy; • Implement High-Performance Total Rewards Strategy Using Important Design And Delivery Considerations; • Deploy / Leverage Improved Measurement And Metrics To Perform Strategic And Operational Impact Assessment Of High-Performance Strategy Implementation Beyond The ‘Old School’, The A-R-M-S Waving, And Other Tentative, Tenuous, Tired, And Troublesome Approaches. Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 2
  3. 3. WHO WE ARE We are Management Advisors with specialization in Compensation, Total Rewards, Performance Management, Talent & Human Resource Management. Our Principal Advisor & Lead Facilitator is a Certified Compensation Professional (CCP) with the following qualifications, among others: • Over 25 years of experience in Africa, Europe, North America, Middle East, and Asia; • SECTORS: Energy, Telecommunications, Mining, Financial Services, Integrated Marketing Communications, Consulting, Manufacturing, Real Estate, Healthcare, Education, Higher Education, and Government / Public Sector; • ROLES: Direct Advisory roles to Boards, CEOs, Senior Executives and Management; Hands-on Leadership, Management, and Specialist roles in Compensation, Total Rewards, Performance Management, Talent & HR Management, Sales, Strategy; • Degrees and postgraduate preparation from the USA, Europe, and Africa; • Extensive facilitation experience in Learning & Development programs for Private Sector, University/College, Non-profits, Public Sector, and other adult audiences in multiple continents. • Facilitation leverages these and other wealthy experiences and styles so that participants are uniquely prepared to become leaders of sustainable Change! APPROACH • We bring Results-oriented, Practical / Hands-on, Professional, Innovative, Realistic, Actionable Solutions to organizational challenges. • We draw from sound principles, proven practices, and insightful personal experiences. • Facilitators have Real-world, Hands-on experience (not just academic or classroom skills). • Our approach benefits truly serious companies and participants who want to acquire Transferable / Adaptable strategies, tactics, techniques, and tools relevant to current and anticipated situations (this course is not just for a certificate of attendance!). • We prefer relatively small groups for more effective interactions, simulations, and learning. • We do NOT believe in the predominantly theoretical, textbook drivel served in some circles. For YOUR sake, we ARE different!! Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 3
  4. 4. Achieving High(er) Performance OTHER SEMINAR DETAILS, FEES, DEADLINES, CONTACTS, ETC. SESSION HOURS: Daily Sessions typically run from 8:30 to 3:30 pm (including short breaks for tea / snacks, and lunch). LOCATION: A Well-Appointed Hotel / Seminar Facility in Accra-Tema Area, Ghana, West Africa (details to be communicated to applicants). *FEES: GHC875.00 Per Participant. *Fees include tuition, learning materials, certificate of participation, lunch / tea / snacks. Fees & Schedules are subject to change. Courses may be re-scheduled based on demand. We reserve the right to decline applications and refund payments. By design, these programs are generally for a limited number of participants on a First-Paid, First- Placed Basis. DEADLINE FOR APPLICATIONS: Completed applications including FULL PAYMENT must be made by Monday, June 9, 2014. CONTACT FOR APPLICATION MATERIALS, PAYMENT PROCEDURES, ETC.: EMAIL: ekt2010associates@gmail.com; PHONE: +233-24-267-7015; PHONE: +233-50-332-7127 Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 4
  5. 5. Achieving High(er) Performance ALTERNATIVE SERVICES AND FORMATS We Also Deliver Advisory Services, and Learning & Development Programs In Formats That Suit Your Company’s Needs / Situation: For example –  Comprehensive / Longitudinal Advisory Engagement (Diagnosis, Design, Development, Delivery/Deployment, Data/Evaluation Management, With Implementation Support, etc.);  Highly Customized, Hands-on, Skill-Building, Problem-Solving, Intervention Workshops;  In-House Seminars;  Corporate Club & Industry Group Seminars & Workshops MASTER CLASS SEMINAR SERIES (INDICATIVE LIST) The following is an indicative list of our prospective Master Class Seminar Series. Let us discuss if you have interests in any of these, or related areas. 1. Sales Compensation For The Competitive Edge: Design, Development, Delivery, and Deployment Strategies, Tools, and Techniques 2. Incentives, Bonuses, and Variable Pay For The Competitive Edge: Design, Development, Delivery, and Deployment Strategies, Tools, and Techniques 3. Executive and Senior Management Compensation and Rewards: Designs For Balancing Risks, Rewards, Regulatory Compliance, Retention, Results, etc. in Rarified Ranks 4. Talent Management Versus Human Resource Management: How To Design & Implement Systematic Differentiation For Truly Superior Performance 5. Advanced Compensation And Total Rewards Management Practices For Competitive Markets: Going Far Beyond The Average, The Usual, The Ordinary 6. Advanced Job Evaluation, Salary Surveys, & Market-Referenced Job Pricing (Market Pricing): Understanding Strategies, Systems, Structures, Single Spine, Multiple Spines, Market Premiums, etc. 7. Advanced Job Evaluation, Salary Surveys, & Market-Referenced Job Pricing (Market Pricing) Workshop: Hands-on Workshop, Practice, Cases, Exercises, etc. 8. HR Is Dead!: Strategies and Tools For Establishing Future Relevance and Reinventing Next Generation People Management Beyond The Old A-R-M-S Race in Talent & HR Management E. K. Torkornoo & Associates, Management Advisors, (Specialists in Compensation, Total Rewards, Performance Management, Talent & Human Resource Management), P. O. Box LG 859, University of Ghana Post Office, Legon, Ghana, West Africa Learn From Experienced, Action- and Results-Oriented Experts Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 5
  6. 6. BLANK PAGE Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 6
  7. 7. BLANK PAGE Copyright @ 2014. E. K. Torkornoo & Associates. Email: ekt2010associates@gmail.com. +233-24-267-7015; +233-50-332-7127 Page 6

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