Total Rewards Course: Compensation, Benefits & EVP [EN]

Discover what the employee value proposition really is and why businesses need it within the total rewards framework, including compensation and benefits.

Measure your employee value proposition with an end-to-end EVP metrics framework—input, output, and outcome—driving time to hire, offer acceptance, retention, referrals, and Glassdoor scores through a dashboard and regular updates.

Explore employer brand basics, including target audience research, EVP, metrics, and the role of AI tools, with trends from 2024–2028 and practical branding frameworks.

Learn the strategic level of employer branding through audits, BESTEL market analysis, internal and external research for EVP strategy, and a roadmap and architecture aligned with business goals.

Activate your employer brand through an integrated communications plan across online and offline channels. Align EVP with HR policies, audit social media, and grow ambassadors to boost reach and impact.

Explore future employer branding trends centered on people, culture, boundaryless HR, skills over jobs, AI, flexible work, and transparent pay to boost performance and retention.

Explore HR tools for employer branding, including career pages on Tilda or Webflow, social visuals with Vista Create and Canva, and writing vacancy text for recruitment ads.

Explore how onboarding and joining shape the employee experience from preboarding to first day and integration, with practical checklists and case studies from Preply, Buffer, and Mail.ru.

Explore how the employee experience unfolds across the lifecycle, emphasizing communication, leadership, collaboration, performance management, recognition, and total rewards.

Explore the ATD competency model with its three domains—organizational impact, professional capabilities, personal capabilities—and the andragogy approach, and apply the 6D framework to diagnose, design, deliver, and evaluate training.

Learn how to translate training into improved performance by transferring knowledge to practice, guided by the 6D model and active manager involvement, reminders, and accountability.

Explore how organizations differentiate learning and development, apply succession planning, talent management, and career development to nurture high potentials through 70-20-10, mentoring, job rotation, and leveraging talents.

Explore organizational development, change management, and knowledge management to boost learning organizations, leadership development, and company productivity.

Link training to company strategy and develop a learning strategy through an audit, online learning, and gamification, including corporate university, AI tools, and scalable online courses.

Explore how the organization interacts with its macro and micro environment, and align HR strategy with business needs using steeple analysis, swot, and stakeholder mapping.

Explore how economic systems and government policy shape the competitive business environment, including Porter's five forces, Boston matrix, labor market dynamics, and strategic workforce planning.

Explore how evolving internet technologies shape business strategy, knowledge management, and HR. Examine ethics, corporate social responsibility, risk management, and the rise of AI and cloud computing.

Explore strategic management and HR's role in shaping business strategy through analysis, choices, and implementation, guided by change management, leadership, and HR architecture.

Develop basic financial literacy for HR by reading income statements and balance sheets, tracking revenue, profit, cash flow, and assets to justify HR initiatives with ROI analyses.

Learn to source A-players through internal and external channels, build an always-ready talent pool, and craft compelling job descriptions and pitches.

Master competency-based interviews to evaluate candidates using gma tests, work samples, and scorecards; learn structured prescreening, hr interviews, test tasks, and selling the vacancy to attract top talent.

Implement a structured onboarding workflow from a clear job offer and pre-boarding to first-day induction. Incorporate rookie books, mentorship, goals, probation, and feedback to accelerate adaptation and team integration.

Learn how to turn a group into a unified team by guiding through forming, storming, norming, and performing, assigning Belbin roles, and adapting leadership to each stage.

Learn to apply leadership styles to build high-performing teams by evaluating employee types, A to E players, handling dismissals ethically, and using exit management to minimize risk.

Explore how to align corporate culture with strategy by defining mission, vision, and values, using artifacts and storytelling, and embedding culture into hiring, evaluation, and development, including 360-degree evaluations.

Learn how to set market-oriented salaries with base pay, bonuses, and incentives while applying Herzberg's hygiene and motivational factors to boost retention and attraction.

Analyze how to design sales team compensation with base pay, variable rewards, commissions and bonuses aligned to targets, market comparison, and company strategy, while avoiding the broker's trap.

learn modern employee benefits strategies, including flexible benefits, health and well-being programs, remote work and work-life integration, sabbaticals, and BYOD, to attract, retain, and motivate staff.

Explore motivation from theory 1.0 through 3.0, uncovering autonomy, mastery, and meaning, and learn how total motivation leverages gamification and money's limits to boost engagement.

Discover how to measure turnover, identify problematic positions, and implement proactive retention strategies that balance pay, atmosphere, feedback, recognition, and burnout prevention.

Learn how Gallup's engagement framework and the Q12 questionnaire measure loyalty, motivation, and social, emotional, and intellectual engagement to boost performance while preventing burnout.

Explore talent management fundamentals and the nine-box grid to map roles and people, classify A, B, and C players by performance and potential, and plan development, rotation, and succession.

Develop employees by focusing on competencies—hard and soft skills—through goal setting, coaching, and development plans, and evaluate impact using Kirkpatrick's model.

Discover how to choose a deputy and build a bench through succession planning, internal replacements, nine-box matrix assessments, and development plans to safeguard leadership continuity.

Explore how to build a team strategy by diagnosing problems with swot and pestel analyses, forming actionable initiatives, and testing hypotheses to focus effort and engage the team.

Explore the four superpowers of OKR, its history with V2MOM and MBO, and how it contrasts with KPI; set quarterly goals with WIG and leading indicators and regular reviews.

Master performance measurement with metrics, dashboards, and results evaluation, and learn to balance delegation, weekly reporting, and control for effective OKR-driven leadership.

Learn how to manage employee accountability by using the monkey on the back analogy to delegate, schedule regular one-on-one meetings, and cultivate initiative while safeguarding manager time.

Explore the basics of employee coaching and how managers use one-to-one sessions to unlock potential. Use the GROW model and balance wheel, and practice open-ended questions instead of giving advice.

Discover how to run effective team meetings with clear agendas, defined formats, and role assignments, from daily stand-ups to quarterly offsites, while managing time, participants, and diverse personalities.

Identify common problematic employees and apply a practical, future-focused algorithm for resolving team issues. Learn to address angry, anxious, and resistant patterns through targeted questions and collaborative action.

Use kanban boards with Trello to organize a prioritized product backlog and plan sprints. Decompose backlog items into detailed, estimable user stories and track progress with labels, checklists, and automation.

Learn change management within teams using Kotter's eight accelerators, from creating urgency and guiding coalition to momentum, while leveraging attunement and the rider and elephant metaphor to engage people.

Analyze the company’s business model and processes, and allocate responsibility across departments using the Rossi matrix, RACI, and SIPOC to create value.

Analyze SWOT and steeple to map internal strengths and weaknesses against external opportunities and threats. Use PRIMO-F, TAUS, and EVR to guide stakeholder alignment, risk, and quality focus.

Develop effective communications for managers and teams through channels, meetings, and written and oral skills. Explore nonviolent communication, observation, feelings, needs, and requests, plus building rapport and running productive meetings.

Explore how conflicts arise within and between teams, identify conflict stages, conflictogens, and traps, and learn constructive resolution strategies, including prevention, management, and preemptive compliments.

Develop rules, policies, and checklists to govern remote teams and contractors. Outline time zones, working hours, communication norms, documentation practices, and wellbeing considerations.