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Gain leaders’ trust to sharpen the
human capital agenda
Understand business imperatives,
connect people initiatives
Navigate across contexts to create
tangible impact
Learners
empowered
through bespoke
projects last year
Course
recommendation
score
Journeys covering
HR across roles
and career stages
Alumni
refer someone
for a course
HR
Professionals
empowered to
impact business
outcomes
Flagship certificate courses for HR
professionals
Bespoke HR capability journeys for
organizations
Registration
E-Learnings
Online Discussion
Learning Lab
Assignment
Comprehensive
Assessment
Benefits are forms of indirect or non-wage compensation, conceptualizations that are
principally useful for accounting and tax purposes. They promote job satisfaction and
increase organizational commitment
Become an employer of choice43% employees picked an employer
offering extra benefits
Reduce attrition 55% employees are likely to look for
other work if benefits are reduced
Tax benefits27% tax rebate can be attributed to
pension schemes
Increase engagement80% employees said flexible work
affected retention positively
Reduce fixed costs76% have been able to revise their
total cost based on employee benefits
Employee Morale66% employees said benefits reduce
worry of future unplanned expenditure
*Source: Aon Benefits Study 2015 – Insights & Perception
• Inclusion of traditional benefit like
gratuity and provident fund
• Supplementary schemes like defined
pensions offered
• Large organizations move towards car
and housing facilities
• No significant differentiation
in benefits
• Insurance liberalization leads to group
health and accidental plans
• Cost constraints end defined benefits
pension schemes Increased focus on
compensation causes rapid salary
increases
• Car and housing benefits heavy on
administration, replaced with HRA and
car allowances
• High benefits costs puts focus on
optimization, employee perception,
outsourcing benefits
• Limited flexibility introduced in insurance
schemes
• Innovative policies around time-off, health
and wellness introduced
• The National Pension Scheme evolves
for retirement savings
Retirement Health Insurance
Lifestyle MiscellaneousPaid time-off
Health careMedical
Insurance
RetirementPension
Savings Plans
Work/LifeTime Off
Flexible Work
WellnessHealth Assessments
Wellness Screening
Co
mp
an
y Pers
on
al
Experiential
Financial
Medical Allowances
Conveyance Allowances
Leave Travel Allowances
Telephone Reimbursement
Meal Allowances
Company Leased Vehicle
Company Leased
Accommodation
Hard Furnishing Allowance
Insurance Benefits
Health & Wellness
Executive Education
Recognition platforms
Childcare
Insurance
Utilities
Financial Assistance
Concierge Service
Gym Memberships
Travel / Holidays
Medical Facilities
Education
Lo
w
Uti
lizati
on
Hig
h
Uti
lizati
on
Market
prevalence and
competitiveness
Employee
perceived
value of
benefits
Global
atmosphere
and strategy
Elements which
will create the
organization’s
‘brand’
Statutory
regulations and
amendments
Plans to
maximize tax
savings
Governance
mechanism for
stakeholders
Financial value
and cost for
each benefit
Employee
EngagementTotal Rewards
Communication
Customer
Value
Proposition
(CVP)
Employee
Value
Proposition
(EVP)
Align CVP and EVP
Em
bed
diffe
ren
tiate
d E
VP
to
rew
ard
s s
trate
gy
Eva
lua
te im
pa
ct o
f C
VP
to
re
fin
e
co
mm
un
ica
tio
n
Use targeted communication to
increase engagement
Communication
Governance
Information
Strategy
Brand
Messaging
Communication
Vehicles
Input
Fixed Structure
“Tax Efficent”
Fixed Structure
Flexible Structure
Rigid
employers
Evolved
Employers
Sufficiency of Funds
Target size of the Fund
Level of Contributions over time
Growth of the Fund
Organization’s Funding Principle
Core Benefits• Required by law
• Mitigate risk of poor selection
Optional Benefits• Selected by employee choices
• Choices made annually
Flex Credits• Defined contributions approach
• Differentiated fixed amount of Flex
Credits given
8-12 weeks
8-10 weeks
6-8 weeks
10-12 weeks
Assessment of
organization’s
readiness for Flex
Benefits
Design decisions
on benefits budget
& cost impact
projections
Configuration of
system
requirements and
user testing
Defining target
audience;
communication
plan and material
Build Awareness to
highlight importance
Analyze current level
of financial wellbeing
Design and launch
support programs
Continuous support
and communication
Voluntary
Defined
Contribution
Plan
Robust
structure
Formidable
governance
Wide
Coverage
Flexible
investment
options
Option to
choose Fund
Manager
Online Learning Modules* Online Discussion Boards*
Learning journey spanning across four contact classes and a comprehensive online assessment
Day 1 Day 2 Assessment
*Active for one year
CommunicationDesignStrategy Flex BenefitsFinal
AssessmentGovernance
Differentiated
Benefits
E-Learnings
Online Discussion
Class Participation
Assignments
Final Assessment
• Final Assessment can only be taken
after attending all six modules
• Minimum 50% is required in the final
assessment
• At least 50% aggregate score is required to
complete the certification
Objectives
Outcomes
• Integrate and articulate benefits into the total rewards strategy
• Explore the bucketing of different types of benefits: health,
insurance, retirement, paid time-off and lifestyle
• Articulate the organizational perspective towards employee
benefits
• Understand the drivers of a benefits strategy in an organization
• Appreciate the linkages of the benefits strategy with
other tenets of total rewards
• Comprehend the business considerations while
deploying benefits
• Understand the classification of benefits, associated
legislation and market approach to each
• Calibrate drivers to influence the benefits strategy of
an organization
Strategy
Plan the benefits strategy of an organization
Objectives
Outcomes
• Deep dive into design considerations while planning a benefits
strategy
• Analyze benefits to focus on organization philosophy, talent
strategy and market prevalence
• Understand cost escalation drivers and cost control measures
while implementing various benefits
• Develop review mechanism for benefits strategy • Calibrate benefits strategy to suit organization’s
talent priorities
• Conduct market benchmarking exercise for benefits:
choose appropriate comparators
• Compute financial implications of instituting a
benefits policy
• Design a benefits policy aligned with employee
preference
Design
Calibrate different design considerations
Objectives
Outcomes
• Understand tax implications and impact of statutory regulations
in the benefits policy
• Understand the policies of trust governance and fund
management
• Explore technology as an enabler in the benefits
implementation strategy
• Manage service partners and outsourcing options to broker a
benefits plan
• Design benefits plans to maximize tax savings for
employees and organization
• Identify key considerations and legal intricacies in
managing trusts
• Update disbursement plans through impact of
technology in benefits implementation
Governance
Manage taxation, trust fund and enablers
Objectives
Outcomes
• Evaluate the characteristics of effective communication:
listening and communicating to employees
• Understand mechanisms to develop listening strategy
• Plan communication campaign, key focus areas and
considerations
• Conduct employee preference surveys on benefits offered and
analyze the perceived value of benefits offered
• Increase awareness and utilization through improved total
rewards statements
• Calibrate effective frequency of benefits
communication to employees
• Investigate effective mix of different communication
channels
• Educate employees on benefits offerings to improve
the perceived value of benefits
• Cascade demographic specific benefits
communication
• Implement effective total rewards statements
Communication
Execute effective communication plans
Objectives
Outcomes
• Explore the design features needed to implement a flexible
benefits plan
• Understand expectations of different employee demographics
from a flexible benefits plans
• Analyze the feasibility of implementing flexible benefits
• Determine the plan type for your organization: traditional,
modular or full flexible
• Optimize plan costs and employee preferences to increase ROI
• Examine the opportunity to flex different sub types of benefits
• Build capability to execute a flexible benefits plan
• Design the flexible benefits approach: feasibility
study, plan phase, implementation, communication
• Assess organization’s readiness to implement
flexible benefits
• Design ongoing administration strategy for a flexible
benefits plan
Flexible Benefits
Comprehend and implement flex benefits
Objectives
Outcomes
• Understand the need, utilization and design of financial
wellness plans
• Analyze the impact of the National Pension Scheme on
retirement benefits
• Build awareness on new practices in health, retirement and
lifestyle benefits in different organizations
• Design and implement financial wellness plans
• Anchor the shift from gratuity and superannuation to
NPS
• Design differentiated benefits plans to build on the
employee value proposition of the organization
Differentiated Benefits
Build awareness on benefits disruptors
Anandorup Ghose leads Aon’s Rewards practice for South
Asia. Prior to this role, he managed several client relationships
in the Middle East, Asia Pacific and India in the areas of
executive compensation design and benchmarking, long term
incentive plan design, sales incentive plan design, governance
structure definition, remuneration committee advisory etc.
Moreover, he has also worked on some large scale merger
integration projects with clients in the region, primarily in the
field of telecom, financial services and oil and gas. His key
clients include the Aditya Birla Group, Mahindra, Genpact and
Tata Consultancy Services.
Anandorup is a regular speaker at several executive
compensation forums in industry associations such as All India
Management Association, FICCI, and Anchorage Society for
Human Resource Management.
He is ardent reader of The Economist and whenever time
permits he loves to travel and experience new cultures.
Anandorup Ghosh
Dean,
Aon HR
Learning Center
Anandorup's Mantra
Culture eats strategy
over breakfast
Peter Drucker
Vishal is a Senior Consultant in the Retirement and Investment
Practice at Aon India based in Mumbai. He has more than 9
years of experience within the Retirement and Employee
Benefits consulting space.
Vishal has also advised Indian clients on wider employee
benefits issues covering benefit designs, market
benchmarking, DB to DC conversions, vendor selection,
employee benefits perception surveys, flexible benefits, total
reward statements and has also assisted newly formed
companies in India set up their benefit plans and their overall
benefits strategy.
Vishal has worked on large projects related to the designing of
Pension and other long term employee benefits plans covering
areas such as liabilities and risk assessment, impact of
changes with related financial, compliance, administrative and
employee implications and conducted HR due diligence and
participated in the harmonization of employee benefit plans for
mergers and acquisitions in India and South Asia
Vishal has completed his B Com (H) from Shri Ram College of
Commerce, Delhi University. He is also a fully regulated
member of the Institute of Actuaries of India and the UK and is
close to attaining Fellowship qualification.
Vishal Grover
Senior Consultant,
Retirement and
Investment
Vishal’s Mantra
Price is what you pay,
value is what you get
Warren Buffet
Anubhav leads Aon’s Executive Compensation and
Governance practice in South Asia. He has been working in
this area for more than 12 years and specializes in designing
long term stock and cash based incentive programs, executive
pay benchmarking and structuring.
He also leads the technical side of share based compensation
for Aon in India and works extensively in the areas like fair
value calculation for share based compensation programs for
grant size and expense determination under Indian GAAP, US
GAAP and IFRS.
Anubhav has worked extensively in the area of Executive
Compensation across industries like manufacturing, BFSI,
IT/ITES, Pharmaceuticals and FMCG. He works closely as a
consultant to Nomination and Remuneration Committee of the
Board for number of companies and advise them specifically
on executive compensation and long term incentives matters
Anubhav also works with Nomination and Remuneration
Committees on defining the evaluation process for the Board,
Committees and Directors, articulation of remuneration
philosophy for Directors, Key Managerial Personnel and
Senior Management
Anubhav Gupta
Director,
Executive
Compensation and
Governance
Anubhav's Mantra
Keep it simple
Connect with us
011 43145500 Course Fee (inclusive of taxes)
₹45,000Participation will be confirmed post payment
Learning Center
Classroom sessions
16 hours
Online
Discussion Board
Active for one year
Participant
Handbook
Pre-reads
10 hours
Certification
Aon HR Certified
Benefits Professional
Course Calendar
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Aon AHLC Inquiry Mailbox
011 43145500
Vishisht Dhawan
+91 981 948 8433
