Total Rewards Strategy and Employee Value Proposition

Proposed five-day professional program. Approximately 25-30 training hours. Final arrangements are confirmed in the written proposal.

Course Overview

Connect reward design and employee value with organizational priorities.

This proposed five-day program combines practical case analysis, guided exercises and peer discussion. Participants adapt the course concepts to organizational circumstances and prepare a total rewards strategy brief.

Learning Outcomes

Assess reward objectives and employee segments.

Evaluate pay benefits and non-financial rewards.

Apply a structured approach to employee value proposition evidence.

Develop practical recommendations for governance communication and review.

Prepare and present a total rewards strategy brief.

Who Should Attend

HR practitioners, learning professionals, people managers and organizational development teams.

Relevant work experience is recommended. The participant profile, prerequisite knowledge and case complexity are reviewed during planning.

Training Methodology

Facilitated discussion, worked examples, anonymized case analysis, practical exercises, peer review and an applied final assignment.

Learning assessment may include a baseline discussion, review of exercise outputs and a final presentation. Attendance and completion requirements are confirmed in the proposal.

Course Tools and Templates

Reward objectives and employee segments worksheet – proposed exercise document.

Pay benefits and non-financial rewards worksheet – proposed exercise document.

Employee value proposition evidence worksheet – proposed exercise document.

Governance communication and review worksheet – proposed exercise document.

Total rewards strategy brief – proposed exercise document.

Delivery Requirements

Classroom, live online and in-house delivery can be arranged by agreement. The trainer, language, venue or platform, timetable and required materials are confirmed in writing.

A laptop may be needed for analytical or planning activities. Software availability, licenses and access requirements are agreed before delivery.

Course Customization

The indicative five-day sequence can be adapted to participant experience, industry context and agreed learning objectives. Final dates, fees, agenda, certificate details and delivery arrangements are confirmed in the written proposal.

Proposed Five-Day Course Outline

Day 1 – Reward objectives and employee segments

Define the business context, assess current practices and clarify the decisions relating to reward objectives and employee segments.

Practical output: Reward objectives and employee segments worksheet

Day 2 – Pay benefits and non-financial rewards

Interpret representative information and compare practical approaches to pay benefits and non-financial rewards.

Practical output: Pay benefits and non-financial rewards worksheet

Day 3 – Employee value proposition evidence

Use the course tools in a realistic case focused on employee value proposition evidence, documenting assumptions and recommendations.

Practical output: Employee value proposition evidence worksheet

Day 4 – Governance communication and review

Review responsibilities, risks and follow-up measures through a practical exercise on governance communication and review.

Practical output: Governance communication and review worksheet

Day 5 – Total rewards design workshop

Integrate the learning through total rewards design workshop, present the final assignment and propose workplace actions.

Practical output: Total rewards strategy brief