Specialist on benefits, development and compensation is responsible for the efficiency and effectiveness of staff development and training, material and intangible incentives, motivation diagnostics.

The work of the specialist is to create an optimal number and improve the quality of the staff of the organization. Benefit specialists help managers resolve material issues.

The expertise of professionals in benefits, compensation and development includes:

• Development of levels and graves;
• Knowledge of the building of the bonus system and the payroll system;
• computation of compensation packages;
• Development and implementation of staff labour evaluation systems.

Similarly, a specialist in benefits, compensation and development should have skills in diagnosing staff motivation, building a corporate knowledge centre, training.

The training of specialists on benefits includes the main clusters of strategic and organizational planning, business processes, staff numbers, assignments and job descriptions. In addition, training includes staff assessment and remuneration, training and development, benefits and compensation, development and career maps, communication maps, motivation and learning theory, the business philosophy of psychology, the foundation of effective communication.

At present, the Specialist on Benefits, Compensation and Development is the unique specialization of HR, as the labour market values these professionals.

Target audiences are HR managers, development and training specialists, benefit managers and compensation managers whose expertise is the evaluation, development and promotion of staff in the organization.

Specialist on Benefits, Compensation and Development.

The first block includes:

• Owner 's ideas and expectations, job tasks;
• Objectives of the organization. Her mission;
• Key success factors;
• CFCs are staff. The constituents;
• Communication maps and optimization of the functional load of the divisions;
• Income-producing Divisions. Classification. Proportional ratio.

The second unit includes:

• Official instructions. Functional responsibilities;
• Analysis of the functional workload for the post;
• Modern normalization techniques;
• Calculation of the required number of personnel;
• Ways to optimize the number of personnel.

The third block includes:

• Evaluation of the HR process;
• Development and implementation phases;
• Existing methodologies assessment;
• Installation of standards and norms;
• Range;
• Professional briefs;
• Business essay;
• Competences. Competence assessment;
• 360 degrees;
• Assessment Center;
• MBO;
• KPI;
• Trial;
• Audit and human resources audit;
• Dynamic map.