Level Up Your HR Career With Mercer Certification

Subscribe now for your special offer!

• 10% discount for a full subscription to Professional Level
• 15% discount for a full subscription to Advanced Professional Level

LEARN MORE ABOUT OUR TRAINING SCHEDULE HERE:

*Scroll down to view our Training schedule in 2022

Contact Information:

• Ms. Luu Tu Dinh
• Mobile phone: +84 767 434 651
• Email: luu.tu.dinh@talentnetgroup.com

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There are two types of certifications that are delivered through our training workshops:

II.    ABOUT MERCER CERTIFICATION

1.    Professional Level Certification

Building Fundamentals of Compensation 

• Total Rewards Framework and Pay philosophy
• Key principles for organizing and structuring compensation elements
• Overview of 3P Compensation concept – Pay for Position, Person & Performance
• Understanding of basic compensation terminologies and how to use survey data
• Compensation Analysis and Review
• Focus on Pay for Position – Overview on Job evaluation, Grade design, and Pay Structure Design Implementation guidelines.

Position Evaluation Using Mercer IPE Methodology

• Understand the differences between a role and a job
• Learn the steps to role analysis
• Fundamentals of job evaluation & principles of conducting evaluation interviews
• Science of structure & Mercer’s point of view on future of job evaluation
• Application of organization sizing & impact on job evaluation outcomes
• Detailed understanding of Mercer IPE methodology
• Practice exercise of conducting evaluation across all 5 factors & 13 dimensions of IPE
• Overview of applications of job evaluation across HR & organizational processes.

Designing Grades and Salary Structure

• Understand the objectives and rationale for conducting analysis and updates of compensation plans. And learn insights into the tools and data requirements. 
• Understand Mercer’s approach and process for measuring external competitiveness, internal equity and the relationships between performance and compensation.
• Hands-on practical skills needed to perform actual salary structure design by looking at the market data, internal progression requirements as well as grades.

Getting Started with HR Analytics 

• Understand the scope of HR analytics and how it benefits the organisation
• Understand the business context and define the problem, deriving solutions and/or actionable insights from data 
• Know ‘WHAT’ and ‘WHERE’ to look for data and prepare for “Plan B”
• Data Analysis techniques i.e. Correlation, Regression using Excel
• Discover smart data visualizations and tell a story with data

2.    Advanced Professional Level Certification

Workforce Metrics & Analytics

• Understand how to focus your metrics and analytics efforts to get real impact
• Use analytics to gain actionable insights to make data-driven, fact-based workforce decisions
• Tell an effective story with data that can engage your audience
• Learn different types of workforce metrics from best practices of advanced organizations

Working with Real World HR Data

• Learn about various tools and software that can help you facilitate data analysis
• Experience working with real-life data and learn how to transform data into usable format before conducting any analysis
• Understand the different forms of textual data in Human Resources and the basics of sentiment analysis.

Pay for Performance: Designing Salary Increment Matrix

• Understanding Mercer’s approach to planning and budgeting your compensation structure 
• How to develop a framework for the annual increment matrix
• Objectives and rationale for conducting analysis to update compensation plans

Pay for Performance: Short-term Incentives & Variable Pay Design

• Methodologies on Pay for Performance concept
• The positioning of Incentives within Total Rewards
• An outline of variable pay, i.e Short (STI) and Long-term incentives (LTI) design process – key performance considerations – the returns on the incentive spend
• Applying basic short-term incentive design principles to your organization, and calibration of results to rewards

Pay for Performance: Sales Incentives Design

• Analysis of sales role and how to determine if they should participate in the sales incentive plan 
• Setting of target pay levels, determining of mix between fixed and variable pay, and establishing upside earning opportunities 
• Selection of right performance measures

Advanced Total Rewards Strategy

• Framework and Guiding Principles for Total Rewards Strategy
• Understanding the need of designing a Total Rewards structure in view of the workforce of the future
• Connecting Total Rewards strategy with organizational strategy
• Learn to develop an effective Total Rewards strategy for the diverse and segmented employee workforce
• Reviewing different components of Total Reward
• Design of Total Rewards Vehicles, Implementation, and Communication
• Vehicles of Total Rewards structure
• Mercer’s approach on Total Rewards program implementation
• Effective communication of Total Rewards programs

III.    ABOUT TALENTNET CERTIFICATION

HR Business Partner (HRBP)

• Get an overview of HR Business Partner role within the business
• The SCIENCE of HRBP
• The ART of HRBP
• Discover how to operate as a successful HR Business Partner
• Identify the knowledge and skills required as a strategic HR Business Partner.

Develop Functional Matrix (FM) & Job Description (JD)

• Methodologies and techniques for developing Functional matrix for departments and Job descriptions for positions
• Hand-on practical skills on how to define department’s areas of responsibilities and allocate key responsibilities to positions differently as well as on how to update job descriptions based on the department’s new functional matrix.

Competency-Based Interview (CBI)

• What are competencies and competency frameworks
• Application of CBI in organizations and when to use it
• Structure and techniques of a competency-based interview 
• CBI questioning skills and evaluation process after interview.

Training Need Analysis (TNA)

• Conduct Development needs analysis (DNA) to identify the right and sufficient development needs of employees and the organization
• Identify gaps and determine suitable and effective development solutions
• Develop short-term and medium-term development plans.

IV.    How do you get certified?

• Talentnet Certificate of Completion will be given to all participants who complete any training workshop provided by Talentnet-Mercer.
• Mercer Certificate of Completion (worldwide certified) will be granted to participants who successfully accomplish all four workshops at either the Professional or Advanced Professional level.

V.    Explore more Training Schedule 2022 as follow or you can Register now at ESHOP
This calendar is correct at the time of publishing and is constantly updated.

Note:

• (*) Professional level certification
• (**) Advanced Professional level certification 

Apr:     

• Building Fundamentals of Compensation (*)
• Develop Functional Matrix & Job Description

May:     

• Competency-Based Interview
• Position Evaluation Using Mercer IPE Methodology (*)
• Getting Started with HR Analytics (*)

Jun: 

• Designing Grades and Salary Structure (*)
• Workforce Metrics & Analytics (**)

Jul: 

• Pay for Performance: Short-term Incentives & Variable Pay Design (**)
• Getting Started with HR Analytics (*)

Aug: 

• Building Fundamentals of Compensation (*)
• Hanoi Workshop – Designing Grades and Salary Structure (*)
• Hanoi Workshop – Short-term Incentives & Variable Pay Design (**)
• Pay for Performance: Sales Incentives Design (**)

Sep: 

• Position Evaluation Using Mercer IPE Methodology (*)
• Working with Real World HR Data  (**)

Oct: 

• Designing Grades and Salary Structure (*)
• Pay for Performance: Designing Salary Increment Matrix (**)

Nov:

• Workforce Metrics & Analytics (**)
• Advanced Total Rewards Strategy (**)

Dec:    

• Competency-Based Interview 
• Hanoi Workshop – Designing Grades and Salary Structure (*)
• Hanoi Workshop – Short-term Incentives & Variable Pay Design (**)