Monday, January 25, 2010
It is now time to pull together all the review and analysis work in preparation for presentation to the organization’s management team and obtain the necessary approvals to implement the new structure or make adjustments requested by the reviewing management team. While each organization will have its own degree of formality, process, procedures, and methods for making such a presentation, every organization will have some approval process. The presentation will often be in some form of a PowerPoint like format to a group of senior organizational leaders (CEO, CFO, COO, … etc.) at the group or corporate level. This presentation may involve the senior HR leader and the lead organizational person responsible for compensation and may or may not include outside consultants.
It is highly recommended that throughout the entire process the financial function be kept informed of the details of all work and gain their buy-in at all steps to ensure that when the final recommendations are made the financial function will fully support it. Should at some point during the review and analysis process, the financial function is unable to support HR’s recommendations, HR and the financial function will need to reach an agreement prior to any presentation to senior management.
The presentation will typically include documentation on the general economic state of the organization’s business environment and operations and that of its industry, the organization’s total rewards and compensation strategy, background on when and how competitor data was collected and analyzed, recommendations on what actions to take for the coming year, and what the fiscal impact will be on the organization. All presentation materials should be proof read for typographical, grammar, and factual oversights and errors. If printed versions of the presentation are to be provided to the reviewing group, it should be delivered several days in advance of the presentation. All printed versions of the presentation should be in full color on high quality paper and properly bound. If the organization lacks internal facilities to print in color and bind the presentation, it should be professional produced.
It is now time to pull together all the review and analysis work in preparation for presentation to the organization’s management team and obtain the necessary approvals to implement the new structure or make adjustments requested by the reviewing management team. While each organization will have its own degree of formality, process, procedures, and methods for making such a presentation, every organization will have some approval process. The presentation will often be in some form of a PowerPoint like format to a group of senior organizational leaders (CEO, CFO, COO, … etc.) at the group or corporate level. This presentation may involve the senior HR leader and the lead organizational person responsible for compensation and may or may not include outside consultants.
It is highly recommended that throughout the entire process the financial function be kept informed of the details of all work and gain their buy-in at all steps to ensure that when the final recommendations are made the financial function will fully support it. Should at some point during the review and analysis process, the financial function is unable to support HR’s recommendations, HR and the financial function will need to reach an agreement prior to any presentation to senior management.
The presentation will typically include documentation on the general economic state of the organization’s business environment and operations and that of its industry, the organization’s total rewards and compensation strategy, background on when and how competitor data was collected and analyzed, recommendations on what actions to take for the coming year, and what the fiscal impact will be on the organization. All presentation materials should be proof read for typographical, grammar, and factual oversights and errors. If printed versions of the presentation are to be provided to the reviewing group, it should be delivered several days in advance of the presentation. All printed versions of the presentation should be in full color on high quality paper and properly bound. If the organization lacks internal facilities to print in color and bind the presentation, it should be professional produced.
Prior to the actual presentation, those who will be presenting should complete several dry runs to iron out any issues with the flow of the materials and the presentation. It may also be helpful to have others not directly involved in preparing the presentation to observe the presenters and provide feedback and comments to the presenters. During this process, unanticipated questions may arise, thus allowing the presenters to prepare responses ahead of time.
The typical presentation is broken down into a number of sections including:
Background: may include information on the general economic state of the organization’s business operations and that of its industry, the organization’s total rewards and compensation strategy, background on when and how competitor data was collected and analyzed.
Executive Summary: an overall high-level summary of the process including recommendation. The intent is for the reader to garner all of the important facts without having to reading the entire presentation.
Analysis: this section will contain significant details so the reader to reproduce the analysis and re-confirm the finding and reach the same recommendations as put forward within the presentation.
Recommendations: although a high-level recommendation was made in the Execute Summary, this section includes much more details of the recommendation.
References: depending on the organization, documentation of references may or may not be required. If required, references should be cited using the American Psychological Association’s standard style for reference citations.
The presentation may contain any number of charts, graphs, and tables to better facilitate the understanding of the materials and findings being presented. All charts, graphs, and tables should be clearly labeled, titled, annotated to assist the reader in related a specific figure to a specific fact, finding or recommendation.
Background: may include information on the general economic state of the organization’s business operations and that of its industry, the organization’s total rewards and compensation strategy, background on when and how competitor data was collected and analyzed.
Executive Summary: an overall high-level summary of the process including recommendation. The intent is for the reader to garner all of the important facts without having to reading the entire presentation.
Analysis: this section will contain significant details so the reader to reproduce the analysis and re-confirm the finding and reach the same recommendations as put forward within the presentation.
Recommendations: although a high-level recommendation was made in the Execute Summary, this section includes much more details of the recommendation.
References: depending on the organization, documentation of references may or may not be required. If required, references should be cited using the American Psychological Association’s standard style for reference citations.
The presentation may contain any number of charts, graphs, and tables to better facilitate the understanding of the materials and findings being presented. All charts, graphs, and tables should be clearly labeled, titled, annotated to assist the reader in related a specific figure to a specific fact, finding or recommendation.
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