MERCER LEARNING

M E R C E R L E A R N I N G

E M P O W E R I N G T O M O R R O W ’ S

H R L E A D E R S T O D A Y

H E A LT H W E A LT H C A R E E R

MERCER LEARNING

H O N G K O N G C A L E N D A R

Organizations, especially in this region are

under increasing pressure to drive global

growth, amidst macroeconomic volatility

and digital disruption. Th e role of human

resources function as an enabler of business

outcomes is underscored by the lack of skilled

talent. Today’s HR function is expected to be

innovative and agile in responding to the rapid

rate of change.

Mercer Learning was established with one

goal in mind: enhancing the capabilities of enhancing the capabilities of

our clients’ HR teams and People Managers.our clients’ HR teams and People Managers.

We do this by combining the best-in-class

HR intellectual capital with proven learning

methodologies.

Our face-to-face workshops are designed

to deepen and expand the knowledge of

professionals in the areas of performance and

rewards, strategic business partnering, talent

management, workforce analytics and change

management. Our programs are developed

based on our extensive experience in helping

companies succeed, and are delivered

by consultants who bring their practical

knowledge to these workshops

3 P PAY F O R P O S I T I O N — B A S E PAY

Fixed pay, viewed within the context of total rewards, is a vehicle to compensate for and recognize a position’s value. Fixed pay as the basis of compensation relates to the job and the job requirements. The importance of fixed pay cannot be neglected, as it makes up a significant portion of the monetary rewards in any organization. In order to stay competitive and retain talent, managers need to ensure that fixed pay is externally competitive as well as internally equitable.

In this workshop, HR professionals learn about the components and fundamentals of creating a sound base-pay structure and the key considerations that lead to a robust total rewards package for employees.

3 P PAY F O R P E R S O N — C O M P E N S AT I O N A N D C O M P E T E N C E

In this workshop, HR professionals learn about paying for the person based on the individual, along with key considerations and how to use competencies to determine and make pay decisions.

What our session covers:

• What are key pay-for-person considerations?• Which components of pay relate to the individual performer?• When should a pay-premium apply?• What about competency-based pay?• How should pay progression be related to individual performance?• When should recognition and retention plans operate?

U S $ 1 , 3 0 0for one day


Tuesday, June 6Thursday, October 12


R E W A R D S


http://bit.ly/MLAMEAREG http://bit.ly/MLAMEAREG R E G I S T E R N O W

http://bit.ly/MLAMEAREG

3 P PAY F O R P E R F O R M A N C E — VA R I A B L E PAY

In this workshop, we look at the shift from merit salary increases to variable pay, how to design an annual bonus and incentive plan that motivates staff, and how to create long-term rewards plans.

What our session covers:

• Performance and rewards systems• The different types of rewards plans• The purpose and context for variable pay and pay mix• Applying basic short-term incentive design principles to your organization, including

calibration of results to rewards• The context of long-term incentives• Reviewing the return on your incentives spend

C O M P E N S AT I O N

A N A LY T I C S

Day 1: Topics cover algorithm, logical and text operations; sorting and filtering; charts and lookup functions, etc.

Day 2: This session covers dynamic lookup operations, regression and correlation, and pivot tables and array formulas, and concludes with a case study on salary management.

T O TA L R E WA R D S S T R AT E G Y

Employee remuneration is now being discussed in terms of not just pay and allowances but also non-cash benefits, career development and work-life balance. Employers are developing total rewards strategies involving employee engagement, retention, and motivation, while keeping in mind key values and behaviors. This workshop outlines remuneration principles and practices and the link to organizational performance.



U S $ 1 , 9 0 0for two days

Monday and Tuesday, March 27-28


Thursday, May 11Tuesday, September 19




D E S I G N I N G S A L A R Y A N D P E R F O R M A N C E B O N U S

This one-day course presents:

• Salary design techniques, including the use of ranges and banding, market pricing, balancing job benchmarking with paying incumbents and managing salary compression

• Salary increase models and retention methods• Setting targets according to performance competencies and standards• Performance appraisal, bonus pool determination and individual awards• Case work and some Excel tips for salary analysis

S A L E S I N C E N T I V E P L A N D E S I G N E S S E N T I A L S

Many leading companies are re-evaluating their sales processes and rewards to ensure they’re paying their salespeople competitively and effectively. An effective sales remuneration plan can have a significant impact on an organization’s sales results by helping to drive the right behaviors from the salesforce.

Whether you’re looking at reviewing your organization’s existing sales remuneration or would like to learn more about designing a new sales incentive plan, you’ll gain useful insights into sales incentive design.



Thursday, May 25Wednesday, September 27

Tuesday, June 27




D E S I G N I N G L O N G - T E R M I N C E N T I V E S

This course delves into the different forms of long-term incentives, including appreciation-only awards, full-value stock and performance cash plans. Learn how these incentives work and the rules and regulations applicable to each.

Other topics include:

• How accounting influences the adoption of plan and design• Determination of grant value and vesting considerations• Payout mechanics considering retention and/or performance• Valuation and expensing• Pre-IPO considerations and grant implementation administration


Thursday, June 22Thursday, November 9

O R G A N I Z AT I O N A L S T R U C T U R E A N D D E S I G N

Mercer’s two-day workshop introduces practical tools to effectively improve the competitiveness of your organization from the perspective of strategy, control models, process and matching systems. The workshop is interactive and practical, and integrates many case studies highlighting business strategy and managerial practice. The face-to-face workshop focuses on practicing key knowledge, discussing real cases and learning how to deal with practical HR problems.

U S $ 2 , 2 0 0 for two days

Thursday and Friday, September 14–15

T A L E N T S T R A T E G Y




S T R AT E G I C W O R K F O R C E P L A N N I N G

In the current economic environment, companies face a daunting challenge: achieving long-term growth while making short-term decisions — including labor allocation and cost effectiveness — that may hamper future business success. What business-critical skills and capabilities must be retained now to ensure that the right talent — in the right jobs and the right locations — are in place to fully leverage business outcomes?

This workshop is designed to help your organization effectively launch a strategic workforce planning process and move toward achieving long-term success.


Wednesday, May 17

H R T R A N S F O R M A T I O N

A D VA N C E D H R A N A LY T I C S A N D M O D E L I N G

Build foundational skills:

• Learn how to transform a business problem into a workforce analytics frame.• Bring a real-life, high-impact organization challenge to the workshop.

Get inspired and learn how other functions and web-based models apply analytics:

• Discuss proven case studies.• Apply broad analytics techniques to match similar workforce challenges.• Prepare to apply workforce analytics.• Build prediction models for improved hiring and retention.• Build methods to measure ROI for HR programs.• Learn how to review and guide a technical resource.


Wednesday, September 6




S T R AT E G I C PA R T N E R I N G F O R H R

In recent years, many organizations have adopted the concept of strategic partnering with HR. They’ve introduced the Ulrich model and the role of HR business partner as well as centers of expertise and HR shared services. These developments represent a major change in the way HR operates and how its value is perceived.

Despite a great deal of literature and the hard-won, practical insights gained, these new HR roles have proved difficult to implement and, consequently, are underutilized.

This course is designed to achieve the following outcomes for participants:

• Gain clarity on the roles of HR business partners, HR experts and HR service professionals.

• Learn to balance the transactional, tactical and strategic demands the business makes on HR.

• Acquire the ability to read, anticipate and manage potential conflict situations using the Thomas-Kilmann Conflict Handling Modes instrument.

• Assess your organization’s current performance against Mercer’s best-practice HR competencies to gain insight on personal strengths and development priorities.

• Learn how to drive consensus and action using HR data to tell compelling business stories.


Tuesday, May 23Tuesday, November 7

H R / W O R K F O R C E M E T R I C S A N D A N A LY T I C S

Business and HR leaders are recognizing the potential value of workforce metrics and analytics. Yet many organizations still struggle with developing a strategy and identifying where to start, what to measure, and how metrics and analytics can support business strategies.

This workshop is designed to help drive business results with data by providing a detailed road map for effectively leveraging metrics and analytics in your organization.


Thursday, June 8







E A R LY B I R D D I S C O U N T : Receive 10% off when registration and full payment are received by Mercer (Hong Kong) Limited at least 60 days before each event date.

T E R M S A N D C O N D I T I O N S

1. Workshop fees cover all tuition, documentation, lunches and refreshments. Participants are responsible for their own travel, accommodation and out-of-pocket expenses.

2. Fees exclude taxes and/or bank charges. Mercer Hong Kong shall receive the amount stated above in full.

3. Please submit your payment before the scheduled date of the workshop. If you need to make any changes to your registration, please let us know by email or written notice. Cancellations should be sent in writing to your Mercer Learning Coordinator at least five working days before the workshop. If payment has been made, it will not be refunded, but it may be possible to reschedule for a later date (restrictions may apply). Should the cancellation be received within five working days from the date of the workshop, 20% of the workshop fee will be collected for compensation of the meeting venue and printed materials. Those who register but do not show up on the day of the workshop will be charged the event fee in full. However, they may attend the next Mercer Hong Kong workshop.

4. Only hardcopies of workshop materials are available for participants. For copyright reasons, no softcopy materials will be provided.

5. Mercer retains the copyright and any other intellectual property rights pertaining to the methodologies, know-how, models, tools, techniques, skills, knowledge and any graphic or digitized representation of any of these used by Mercer in the workshop, including those embedded in the workshop documentation (if any) provided to Client.

6. Mercer reserves the right to change or cancel any part of its published workshop due to unforeseen circumstances and to determine the suitability of any registrant to attend the workshop. Payment must be received in full before the start of the workshop. Please note that we reserve the right to refuse admission to the workshop if proof of payment has not been received. An invoice will be sent upon receipt of a registration form.

7. Mercer’s provision of workshops is subject to the terms and conditions listed above, under which Mercer shall mean Mercer (Hong Kong) Limited and Client shall mean the corporations and other entities dispatching participants to attend the workshop. The completion and submission of the registration form by Client shall represent its acceptance of the terms and conditions.

http://bit . ly/MLAMEAREG






R E G I S T R AT I O N F O R M

Mr./Ms. ____________ _____________________________________________

Title: ___________________________________________________________

Department: _____________________________________________________

Email: ___________________________________________________________

Telephone: _______________________________________________________

Company name: ___________________________________________________

Billing address: ___________________________________________________

Signature: _______________________________________________________

Date: ___________________________________________________________

DATE STANDARD FEE

DISCOUNTED FEE

R E W A R D S

3P Pay for Position — Base (one day) June 6 October 12 US$1,300 US$1,170

3P Pay for Person — Compensation and Competence (one day)

June 13 October 19 US$1,300 US$1,170

3P Pay for Performance — Variable Pay (one day) June 20 October 26 US$1,300 US$1,170

Compensation Analytics (two days) March 27-28 US$1,900 US$1,600

Total Rewards Strategy (one day) May 11 September 19 US$1,300 US$1,170

Designing Salary and Performance Bonus (one day) May 25 September 27 US$1,300 US$1,170

Sales Incentive Plan Design Essentials (one day) June 27 US$1,300 US$1,170

Designing Long-Term Incentives (one day) June 22 November 9 US$1,500 US$1,350

T A L E N T S T R A T E G Y

Organizational Structure and Design (two days) September 14-15 US$2,200 US$1,980

H R T R A N S F O R M A T I O N

Strategic Workforce Planning (one day) May 17 US$1,300 US$1,170

HR/Workforce Metrics and Analytics (one day) June 8 US$1,300 US$1,170

Advanced HR Analytics and Modeling (one day) September 6 US$1,300 US$1,170

Strategic Partnering for HR (one day) May 23 November 7 US$1,300 US$1,170

I/we agree to pay a

total of US$_________

for attending the

above workshop(s) and

accept the terms and

conditions stated.

Please send the completed registration form to [email protected] or contact

Vicky Wang at +852 3476 3804 with any questions.

Copyright 2017 Mercer. All rights reserved. mercer.com

mailto:[email protected]

A B O U T M E R C E R

At Mercer, we make a difference in the lives of more than 110 million people every day by advancing their health, wealth, and careers. We’re in the business of creating more secure and rewarding futures for our clients and their employees — whether we’re designing affordable health plans, assuring income for retirement, or aligning workers with workforce needs. Using analysis and insights as catalysts for change, we anticipate and understand the individual impact of business decisions, now and in the future. We see people’s current and future needs through a lens of innovation, and our holistic view,

specialized expertise, and deep analytical rigor underpin each and every idea and solution we offer. For more than 70 years, we’ve turned our insights into actions, enabling people around the globe to live, work, and retire well.

At Mercer, we say we Make Tomorrow, Today.

Mercer LLC and its separately incorporated operating entities around the world are part of Marsh & McLennan Companies, a publicly held company (ticker symbol: MMC) listed on the New York, Chicago, and London stock exchanges.

H T T P : // B I T . L Y / M L A M E A R E G

T O R E G I S T E R F O R

M E R C E R L E A R N I N G P R O G R A M S

M E R C E R L E A R N I N G . A M E A @ M E R C E R . C O M

C O N T A C T:

S I N G A P O R E & V I E T N A M

Wilma Madjus

Tel: +65 6398 2605Email: [email protected]

M A L A Y S I A

Ng Wai Kuan


T A I W A N

Enbe Chen

Tel: +886 2 2183 7960Email: [email protected]

H O N G K O N G

Vicky Wang


Copyright 2017 Mercer LLC. All rights reserved. 20953-MC-040216

F O R M O R E I N F O R M A T I O N O N M E R C E R , P L E A S E V I S I T O U R W E B S I T E W W W . M E R C E R . C O M

F O R M O R E I N F O R M A T I O N O N M E R C E R L E A R N I N G

P R O G R A M S A C R O S S T H E R E G I O N , P L E A S E E M A I L







http://www.mercer.com

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MERCER LEARNING