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ASEAN Total Rewards Institute (ATRI)
Сингапур
Добавлен 18 июл 2017
ASEAN Total Rewards Institute (ATRI) is the learning and certification division of Freelance Total Rewards Pte Ltd, a Singapore-registered management consultancy. ATRI has certified hundreds of HR, comp & benefits and total reward professionals from over 25 countries, primarily in southeast Asia but increasingly other regions. The material is universal, as local variances in practices, regulation and culture still reflect the same underlying principles. Be sure to check out our websites and the ATRI community site.
All HR, rewards, C&B and global mobility practitioners are welcome to join the ATRI TR Community! See the link below.
All HR, rewards, C&B and global mobility practitioners are welcome to join the ATRI TR Community! See the link below.
There is No HR
People management pre-existed before HR. HR exists to help managers manage people within the context of the organization's business.
Просмотров: 12
Видео
How to Set Salary Increase Budgets (2)
Просмотров 104Месяц назад
HR and compensation specialists must understand what are the right considerations in setting salary budgets. It is not "make employees happy", nor is it affordability. These are fuzzy concepts, but we must consider some very specific numbers. We must conduct the right analysis of market position, salary increase trend (not consumer inflation!), mixing promotions with merit review, business cond...
Science fiction? Seems so real!
Просмотров 63Месяц назад
Dedicated to the C&B people who use the force every day to preserve justice in the galaxy
How to Set Salary Increase Budgets (1)
Просмотров 7 тыс.Месяц назад
HR often fails to recommend salary increase budgets with proper supporting data and logic. This video explains why HR and the compensation specialist must prepare merit, promotion, catch-up (market or equity) and mandatory salary increase budgets.
Announcing ATRI TR Community
Просмотров 573 месяца назад
Announcing a virtual total rewards community for all HR, comp & ben, global mobility practitioners seeking to understand, learn and apply total rewards approaches and methods to better attract and retain talent.
What is Total Rewards?
Просмотров 923 месяца назад
A simple definition of total rewards, to help distinguish it from compensation & benefits.
Aging market salary data and accounting for inflation
Просмотров 10 тыс.4 месяца назад
Lesson six in ATRI's popular course on Excel Skills for Compensation. Compensation professionals must age (trend forward) market survey data on salaries or total compensation to estimate market pay at the current date, or a future date. This video explains how, and also addresses the question of what about referring to consumer inflation rates.
The Compensation Process on 1 Page
Просмотров 3834 месяца назад
A one-page diagram explaining how large organizations set up a compensation system, including use of job descriptions, benchmarking, job evaluation (grading), salary range structures, pay decisions and communication.
Should salaries cover inflation?
Просмотров 2495 месяцев назад
A compensation professional's view on the question of whether an employer is obligated, or wise, to ensure employee salaries keep up with inflation.
Salary Structure Concepts and Terminology
Просмотров 13 тыс.6 месяцев назад
This video is part of my Compensation 101 course, soon to be released on my ATRI Total Rewards Community site. This video covers the purpose, features and basic design principles for developing base salary ranges.
Ford Motor Co Profit Sharing
Просмотров 6534 года назад
Case study on Ford Motor's initiative with United Auto Workers to introduce a profit sharing plan in lieu of pay increases, following the global financial crisis of 2008.
How to Build a Salary Structure with simple Market Midpoints
Просмотров 42 тыс.5 лет назад
How to construct simple salary ranges for your company, if you have some market pay data. Appropriate for mid to large employers.
How to Build a Salary Structure with Simple Regressed Midpoints
Просмотров 34 тыс.5 лет назад
How to Build a Salary Structure with Simple Regressed Midpoints
Total Rewards Tips 1: Can You Respond?
Просмотров 9146 лет назад
Total Rewards Tips 1: Can You Respond?
This was by far the BEST video - simple and easy to understand!
@@RosaL-n3q thank you!
This is absolutely fantastic experience sharing. Thank you.
@@trichalnavigator thank you! More like it coming..
Great insightful video.
@@raghavbhatnagar551 glad you found it useful
Gosh, explained to the T. Its so relevant today and its happening as I type. ;)
Oh my, good luck with that! I am starting a new job arch client project which inspired it. I’d love to help you too.
It’s salary budgeting time for 2025
Thank you for creating this channel and for sharing, it is really helpful!
@@yumizhu3473 my pleasure, Yumi! Do check out the ATRI Total Rewards Community also
Nice video. Would love to see something on job evaluations methods and tools used for leveling
@@willgreen2284 Hello Will, thank you. There is much more online material here: Join me in ATRI Total Rewards Community. You'll love it as much as I do.
What if the company hasn't set up grades/levels yet for their employees/jobs, but you have employee salary and market data? Do you have to create the levels by combining jobs with similar market midpoints?
That is a good first step. Look for natural levels as you group together similar jobs
Thanks so much for this channel. Love the way you teach.
Thanks! This is really valuable information.
Thank you, Lynne. More coming, plus a total rewards community..
Glad you find it useful!
I work in compensation and this channel is so useful. The instructor sounds super knowledgeable
Thank you!
@@ShivamChauhan-md5gl Join me in ATRI Total Rewards Community. You'll love it as much as I do.
Not easy to get it on one page. Hope you find it useful!
I love your work, I just wish the videos were louder :)
Noted! I will soon be launching a total rewards community with these videos and many others. I will announce here in this channel.
Amazing stuff, look forward to it!
@@ATRI_Total_Rewards great....keep sharing more.
@@nina_NH Thank you, much more coming!
@@angiedelint Join me in ATRI Total Rewards Community. You'll love it as much as I do.
This is so helpful! Thank you so much! I'm just curious as to the .8 and 1.2 values. What are these numbers and why .8 and 1.2 specifically?
The .8 and the 1.2 are used to set the. Salary range width. Salary range x .8 will determine the range minimum. Midpoint x 1.2 will be the range maximum. Companies will manage salaries to stay between minimum and maximum. There is no “correct” salary range width. In some countries, ranges must be wider, such as +/- 30% or more. This model example ises +/- 20%. I hope this helps!
A company can certainly decide to give a little extra when giving raises, but would likely NOT mention inflation directly as it sets a precedent
Can we get the working sample excel file? Looks good
I will make the working sample available very soon through a new ATRI Total Rewards Community site loaded with resources. If you subscribe you will be notified here with the link/QR to the new site. Thanks for your interest!
Essential salary range structure knowledge
is there anywhere where we can get those excel sheets to practice?
Hello! The excel file I use is for my courses. HRD-Future runs my courses in Asia. You could contact Ms. Elbee Lim at elbee@hrd-future.com. I will be launching a site soon with my recorded basic courses, including the level 1 Excel for compensation. I will announce it here, so be sure to Subscribe. Thank you.
Should the midpoint regression be equal at all grades/levels or it can be progressive?
Hello, and apologies for the late reply.. the midpoint regression can vary. I sometimes must create a hockey stick-shaped midpoint progression with 10-15% mid-to-mid differentials in lower grades and higher (like 20-30%) differentials for the upper half. There is some art to structure design.
very interesting. I will need your help. don't really know how to do alot. teach me more please or refer me to an institute where i can learn practical application of HR functions
Hello sir. See www.my-atri.com which is the total rewards institute I created. Follow and subscribe because in June I will also introduce a site with online learning content and community for you to meet others eager to learn comp & benefits.
@@ATRI_Total_Rewards Thank you and God bless
Thank you very very much!!!
Hi Bui, you are most welcome!
Nhu, thank you for your interest in the ATRI community. I am going live with it tomorrow or Wednesday. You joined just a bit early (i forgot I had put the link here in RUclips..). My whatsapp is +6590889481. Let's chat there. I want you in the TR Community, but we need to first remove you, then I will send you an invite link. ok?
what formula did you use for the job matching?
human judgment is needed to select the best match between a company job and a survey job. And it's possible there is no good match. Look for a survey job that is at least 70% the same as a company job, in terms of the nature and level of work.
When I've needed to do job matching for positions with no 100% survey equivalent I've combined the two most closely matching to create a hybrid comparison position and taken the average salary data from that new hybrid. All companies may not prefer to do it that way but mine did. When I did that, I made sure to include a footnote that the survey position was a hybrid and that no 100% comparison existed.
Thanks for the video - is this Excel available to download?
Hello Lorna, I will be launching an online total rewards learning center in just a few weeks. It will be there and free for members.
what type of market analysis do you use? do you pay for this analysis?
I will use Mercer, Aon, KornFerry Hay, Willis Towers Watson or any other reputable source of market benchmark data. Using this data, I do my own analysis.
@@ATRI_Total_Rewards I'm currently working on updating/creating salary structure for a big company and your video helped me understand what i'm doing better, do you by any chance have a direct contact or give courses or tips? I have a lot of questions
@@xXxHyperbullxXx happy to hear that!
@@ATRI_Total_Rewards Is there a way for a direct Q&A?
@@xXxHyperbullxXx I am launching ATRI Community, with group chat, 1:1 chat, free resources plus some paid spaces. I will announce this July 1, here.
thank you very much!
You are welcome sir!
Hey there. I think I missed something. Could you please tell me where the 0.8 and 1.2 came from?
Never mind I figured it out. This is the 40% range for the known midpoint. I got it now.
These set the range width. Using .8, the salary range minimum would be 20% below the midpoint, and with 1.2 the max would be 20% above midpoint.
I like how you explained using excel! Pickup up some extra tricks there too.
Very happy to hear this!
Can you share me the complete spreadsheet to sinha.satadru@gmail.com
This is quite helpful. Hope you make videos on international comp, Remote jobs and job evaluations especially comparisons between Mercer IPE & Hay as well
I liked your video, thanks! Hopefully you can set up another video detailing on how to smoothen the salary scale depending your target market percentile. Would be interested in that :)
The other video here covers smooth (regressed) midpoints
I needed this..... Many thanks 👏👏👏👏
You’re most welcome!
This is awesome - simple and easy to understand. I just learnt a new way to regress midpoints in a pay structure design. Thanks!
Cool. Yes it's really simple.
Superb lecture. It gives you complete understanding of the subject.
Thank you for that good feedback! That plus coffee keep me going.
How do you manage the midpoint differential, i.e. increase or reduce
Good question. There is no single correct answer. In the US you can have a consistent midpoint differential (grade to grade change) whereas in hierarchical cultures and developing countries, I generally find it necessary to segment my regression, with a flatter midpoint differential (e.g. 10% grade to grade) in lower grades and a steeper progression in higher grades, such as 20-30%.
Useful video
Thank you!
Thanks for the detailed video, really useful information. Can you please explain the steps & process in salary analysis. Kindly explain. Thanks
Thanks, Rajesh, for the encouragement! I am working to create and post more in this channel.
I find your explanations very easy. I would love to build a career in compensation and benefits. Please can you advise on specific excel skills that i can learn? Thanks
Go to www.my-ATRI.com and look at the competency framework.