Life Cycle & Reward System Design

Zvezdan Horvat, 26.11.2014, M6 Educational Centre

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Seminar overview

After changing an organization we should change the reward system, too. Reason is very simple – it should reinforce desired behavior. In order to create reward system we must take into account life cycle position of an organization because some too complex solutions can be impossible to implement. We must connect rewarding to something which is appropriate for certain life cycle stage. Good prerequisites include structure defined in profit logic, objectives defined, competences, job descriptions, etc.
There are two kind of rewarding – external and internal. They must be in balance. If you do not have enough internal rewarding usually you bribe people in order to stay but they will not stay long time. So motivation must be in balance and you will see how to it can be achieved.

Who Should Attend

Owners, CEOs, Top managers, HR Directors, Development Directors, anybody who has authority to change an organization

How will you benefit?

· You will understand which key compontens of rewarding
· You will find out why internal rewarding is so important
· You will see how by structure reward system can be influenced
· You will get the connection between life cycle and rewarding
· You will see key step in creating effective reward system
· You will observe some reward systems

11:00 – 11:30 Registration and Coffee

11:30 – 13:00 Module 1
· Remarks on life cycles
· Key principles of rewarding
· Internal & External rewards
· Key question before you start

13:00 - 13:15 Coffee Break

13:15 – 14:45 Module 2
· Work places
· Competences
· Structure – profit, cost centers
· Objectives
· Rewarding base on life cycle

14:45 - 15:30 Lunch Break

15:30 – 17:00 Module 3
· Implementation
· Case studies

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Zvezdan Horvat
Zvezdan Horvat has twenty years of experience deploying the Adizes Methodology within organizations around the world (USA, Great Britain, China, Russia, Ukraine, Hungary, Slovenia, Romania, Turkey, Cyprus and other countries in the South East Europe region). He received the prestigious, “Associate of the Year” Award from the Adizes Institute in 2004 and 2008. He has published more than seventy articles on change management and is often recruited to share his expertise. He is an experienced speaker and has delivered Adizes related lectures for audiences of up to 1000 people; he counts these events among of his greatest achievements. In 2009, he was the keynote speaker at the Oxford Summit of Leaders on Crisis and Corporate Responsibility.
His expertise in the Adizes methodology is especially connected to organizational structure design and creating profit tracking and accountability systems. His last position includes professional development of Adizes consultants in Russia and Ukraine.
Zvezdan has consulting experience in many leading companies in the United States as well as in the Eastern European region. Among his clients are many small and medium size companies.
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