2017 Second Quarter Professional Skill-Development Courses: Executive Compensation, Performance Management Revolution, Employee Engagement, Sales Compensation; Sales Quotas; Compensation & Total Rewards Management; Designing Salary Structures; Etc.

E. K. Torkornoo & Associates, Management Advisors Ltd.: Registered Offices At 21 & 22 3rd Gold Link,
TDC Tema Community 25, PO Box LG 859, Legon, Ghana, West Africa.
**WorldatWork (Formerly American Compensation Association) Is The Leading Global Association For Professionals In
Total Rewards: Compensation, Benefits, Recognition, Performance Management, Work-Life Effectiveness, And Talent Development. Page 1 of 12
Second Quarter 2017: Practice-based Professional Skill-Development Courses: Updated March 25, 2017
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-Development Courses
VENUE: The New Conference Center, City Escape Hotel, Prampram Road, Accra, Ghana, West Africa*
BIG DISCOUNTS For EARLY REGISTRATION & Multiple Participants. Cash Incentive Payment For Referrals.
#
Course Title Target Participants Dates (Duration)
Participant Fee If
Paid 60 Or More
DAYS BEFORE Start
Date*
Participant Fee If
Paid 30 Or More
DAYS BEFORE
Start Date*
Participant Fee If
Paid 7 Or More
DAYS BEFORE
Start Date*
1 Sales Incentive Compensation Design For
Higher Performance And Impact: Practical
Essentials For The Competitive Edge
Sales Leaders, Sales Managers,
Sales Compensation
Professionals, CSOs, CMOs, CEOs,
CFOs, Etc.; SME Owners &
Leaders; Marketing Pros &
Finance Analysts, Etc.
Tuesday, April 25, 2017 TO
Thursday, April 27, 2017
(3 Days)
$
995.00
$
1,095.00
$
1,195.00
2 Sales Quotas Strategies For Achieving High(er)
Performance: Diagnosis, Design, Development,
Delivery & Decisions
Scheduled Upon Client /
Host Request
TBD TBD TBD
3 Executive Compensation & Corporate
Governance Fundamentals
Boards, Compensation
Committees, CEOs, CHROs, CFOs,
Governance & Risk Managers, Etc.
Tuesday, May 9, 2017 TO
Wednesday, May 10, 2017
(2 Days)
$
995.00
$
1,095.00
$
1,195.00
4 Compensation & Total Rewards Management
Fundamentals: Comprehensive Introduction To
Leading-Edge, World-Class Practices &
Principles With Local Applications & Cases
Future & New Analysts,
Specialists, & Consultants In
Compensation, Benefits, Total
Rewards, HR Generalists, Etc.
Monday, May 22, 2017 TO
Wednesday, May 24, 2017
(3 Days)
$
495.00
$
595.00
$
695.00
5 Employee Engagement Strategies &
Techniques For Sustainable High Performance:
Deploying 'Hot' Proven Practices & Processes
That Work In High-Performance Organizations
CEOs, CHROs, Business Line
Managers, Heads Of Division /
Department, HR Generalists /
HRBPs; SME Leaders, Etc.
Tuesday, June 6, 2017 TO
Wednesday, June 7, 2017
(2 Days)
$
595.00
$
695.00
$
795.00
6 Designing 'Salary Structures' That Really Work:
From Salary Surveys To Modern Market Pricing
Methodologies, Etc.-- Deploying SMARTer
Practices, Structures, & Tools
Leaders, Consultants, Specialists,
& Analysts In Compensation,
Benefits, Total Rewards, & HR;
SME Leaders; Finance Pros, Etc.
Tuesday, June 20, 2017 TO
Wednesday, June 21, 2017
(2 Days)
$
495.00
$
595.00
$
695.00
7 The Performance Management Revolution:
Latest And Greatest Of The Radical Global
Changes In The Why, What, How, Who, When,
For What …. Of Performance Management
CEOs, CSOs, CHROs, CFOs,
Business Line Leaders, Strategists,
Rewards Leaders, & Consultants,
HRBPs, HR Generalists, Etc.
Tuesday, July 4, 2017 TO
Wednesday, July 5, 2017
(2 Days)
$
595.00
$
695.00
$
795.00
E. K. TORKORNOO & ASSOCIATES, MANAGEMENT ADVISORS LTD
(Specialists In Sales Compensation, Total Rewards**, High-Performance Management, Leadership and Professional Learning &
Development, Transformation, Change, Organizational Development, Human Resource & Talent Management)

Additional Professional Skill-Development Courses In The Pipeline
(May Be Customized Upon Request):
Practical, Actionable, No-Nonsense, High-Performance, High Impact Courses
Course Title Target Participants Dates (Duration) Participant Fee If Paid
60 Or More DAYS
BEFORE Start Date*
Participant Fee If Paid
30 Or More DAYS
BEFORE Start Date*
Participant Fee If Paid 7
Or More DAYS BEFORE
Start Date*
C2 Rewards Strategy For High Performance & The
Competitive Edge: Developing & Leveraging What
Works In Top-Performing Companies
CEOs, CSOs,
CHROs, CFOs,
Strategists,
Rewards Leaders,
& Consultants
Host Request
TBD TBD TBD
C3 Designing Incentive And Bonus Programs For
Improved Performance: Learning & Leveraging
Practices & Principles Of Top-Performing Companies
Host Request
TBD TBD TBD
C4 Expatriate Compensation and Global Mobility
Fundamentals: High Impact Practices & Principles
For Our Increasingly Complex & Changing Global
Village
Host Request
TBD TBD TBD
*Fees Cover Tuition / Facilitation, Course Materials (PowerPoints, Handouts, Case Studies, Exercises, Etc.), Snacks, Lunch, And A Certificate of Active Participation.
*For Participants Based in Ghana, Fees Are The Ghana Cedi Equivalent At Prevailing Bank Of Ghana Interbank Exchange Rate On The Date Of Payment.
Get Course Descriptions, Registration, Etc.: By Email: CompRewardsPro@gmail.com
OR By Phone: +233-24-267-7015 OR +233-50-332-7127 OR +233-20-142-6718.
FACILITATOR: Mr. E. K. Torkornoo, A WorldatWork** Certified Compensation Professional (CCP), the First Of Only 2 in Ghana, has
Over 25 years of industry experience:
Leading & Delivering Sustainable Solutions For Fortune 500, FTSE 100, Fortune Global 2000, & Forbes 100 Arab World Employers And Clients
(And Other Organizations, Large And Small)
In Multiple Sectors: Oil & Gas; Banking & Financial Svces; Telecom/Tech; Mining; Manufacturing; Advertising & Media; Real Estate; Healthcare; NGOs, SOEs; Etc.;
In Multiple Regions: North America, Europe, GCC/Middle East, Asia, and Africa (Multiple Countries).
*PLEASE NOTE: Fees, Schedules, & Programs Subject To Change.
Generous Discounts For 2 Or More Participants From The Same Sponsor, & Cash Incentives For Referrals.

Table Of Contents With Link To Selected Course Details
Practical, Actionable, No-Nonsense, High-Performance, High Impact Professional Skill-
Development Courses
Course
#
Further Details Of Courses
(Full Course Descriptions Available Upon Request)
A1 Sales Incentive Compensation Design For Higher Performance And Impact: Practical Essentials For The Competitive Edge
A2 Sales Quotas Strategies For Achieving High(er) Performance: Diagnosis, Design, Development, Delivery & Decisions
B1 Compensation & Total Rewards Management Fundamentals For High Impact: Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles, With
Relevant Local Applications & Cases
B2 Designing 'Salary Structures' That Really Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices, Structures, &
Tools For High Impact
B3 Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying Proven Practices & Processes That Work In High-Performance
Organizations
B4 Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers, Participation, Parsing Data, Proposals To Management, & Processes In Between
About Us: Industry-Seasoned, Professionally-Certified Practitioners & Facilitators Of Learning & Solutions
*Referral Incentives, Discounts, Notes, Contacts, & Deadlines For Fee Payments, Etc.

COURSE TITLE:
Sales Incentive Compensation Design For Higher Performance And Impact:
Practical Essentials For The Competitive Edge
SUMMARY OF PRACTICAL BEHAVIORAL OBJECTIVES & SKILLS
Upon active and diligent completion of this course, participants should be able to:
A. Design and execute Sales Incentive Compensation programs that deliver Higher Performance!
B. Align Sales Incentive Compensation Design With Company Strategy and Sales Goals;
C. Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Incentive Compensation plans;
D. Assess and pinpoint the causes of failure in Sales Incentive Compensation Design and execution; Determine what is not working, why, and how to fix them;
E. Determine the feasibility of inclusion and exclusion of various features of Sales Incentive Compensation Design;
F. Analyze a variety of key macro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation Design;
G. Analyze a variety of key micro-environmental factors as necessary for preparing successful custom-designed Sales Incentive Compensation Design;
H. Develop a hierarchy of links among the following key macro-environmental factors as necessary for preparing successful custom-designed Sales Incentive
Compensation Design: Business Model, Business Strategy, Product/Service Models, Organization Structure, Marketing, Sales Management, Sales Force Design,
Sales Job Design, Types of Sales Roles, etc.;
I. Develop and deploy the comprehensive Compensation Program Approach in Sales Incentive Compensation Design;
J. Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Incentive Compensation
Design: Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy Line(s), Compensation Structure;
K. Develop and deploy appropriate Sales Incentive Compensation Implementation & Communications;
L. Develop and deploy Sales Incentive Compensation Monitoring, Metrics, Measurements, and Evaluation;
M. Develop reports based on assessment of effectiveness of implementation of Sales Incentive Compensation programs;
N. Design, develop and deploy Sales Incentive Compensation programs for a variety of situations in including the following: Changing Strategy; Product Life Cycle
Variations; New Sales Roles; SPIFFs, etc.;
O. Design, develop, and deploy industry- and sector-specific Sales Incentive Compensation programs for a variety of settings: Fast Moving Consumer Goods,
Telecommunications, Banking & Financial Services, Real Estate, Automotive Sales, Manufacturing, Durable Goods, Hotel and Hospitality, etc.;
P. Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Incentive Compensation Design;
Q. Develop and update comprehensive Sales Incentive Compensation Plan Descriptions to address specific needs of a company.
SUMMARY OF TOPICS COVERED
[Details Available In The Full Course Description Upon Request]
Back to Table Of Contents

COURSE TITLE:
Sales Quotas Strategies For Achieving High(er) Performance:
Diagnosis, Design, Development, Delivery & Decisions
• Design and execute Sales Quota Programs that deliver Higher Performance!
• Align Sales Quota Design With Company Strategy and Sales Goals;
• Perform comprehensive diagnostics necessary for customized, fit-for-purpose design of Sales Quota programs;
• Assess and pinpoint the causes of failure in Sales Quota program execution; Determine what is not working, why, and how to fix them;
• Determine the feasibility of inclusion and exclusion of various features of Sales Quota Design;
• Analyze a variety of key macro-environmental, as well as micro-environmental, factors as necessary for preparing successful custom-designed Sales Quota
programs;
• Leverage New Trends And Practices In Sales Quotas in the design of sales compensation programs
• Identify, select, and utilize appropriate approach from among Alternative Methodologies / Approaches, Levels, & Units of Measurement In Sales Quota Setting
for your specific situation
• Utilize appropriate Processes, Tools, & Templates in Quota Setting
• Leverage insights and key technical distinctions among the following decision parameters in developing superior customized Sales Quota programs:
Compensation Philosophy, Compensation Strategy, Compensation System, Compensation Mix, Compensation Policy Line(s), Compensation Structure;
• Develop and deploy appropriate Sales Quota programs Implementation & Communications;
• Develop and deploy Sales Quota programs Monitoring, Metrics, Measurements, and Evaluation;
• Develop reports based on assessment of effectiveness of implementation of Sales Quota programs;
• Design, develop and deploy Sales Quota programs for a variety of situations in including the following: Changing Strategy; Different Product Lines and Channels,
Product Life Cycle Variations; New Sales Roles; etc.;
• Design, develop, and deploy industry- and sector-specific Sales Quota programs for a variety of industry settings
• Develop industry-specific problem-solving skills by leveraging insights from multiple case studies in Sales Quota programs;
• Develop and update comprehensive Sales Quota Program Descriptions to address specific needs of a company

COURSE TITLE:
Compensation & Total Rewards Management Fundamentals: Comprehensive Introduction To Leading-Edge, World-Class Practices & Principles,
With Relevant Local Applications & Cases
• Assess and make very important decisions for the individual pursuit of serious structured technical professional development and investments, based on a
comprehensive introduction to fundamentals of the subject matter in what is undoubtedly one of the hottest, most lucrative, and most solid specialties world-
wide in Human Resource Management
• Perform well-structured contextual analysis of ‘Hot’ Developments in Compensation & Total Rewards affecting decision-making in strategy and operations
• Leverage professionally sound technical taxonomy and definitions (versus extremely misleading pedestrian terminology) in the diagnosis, design,
development, delivery, and data & performance management of programs in Compensation and Total Rewards
• Perform balanced, multi-faceted contextual analysis of programs in Compensation and Total Rewards for improved design and impact
• Diagnose, Design, And Develop alignment between Company Strategy on the one hand, and HR Strategy and Rewards Strategy on the other hand
• Leverage well-established principles in Psychology, Motivation, And Behavior in the diagnosis, design, development, and delivery of programs in Compensation
and Total Rewards that have superior impact
• Utilize appropriate Frameworks & Models in the diagnosis, design, development, and delivery of superior programs in Compensation and Total Rewards
• Utilize The Rewards Program approach in performing improved diagnosis, design, development, and delivery of programs, to ensure high degrees of
alignment, consistency, efficiency, and effectiveness of decision-making and implementation
• Utilize hierarchical structure of relationship among the following levels, units, and dimensions of analysis in the diagnosis, design, development, and delivery
of more effective programs in Compensation And Total Rewards: Rewards Philosophy, Rewards Strategy, Rewards Systems, Rewards Mix, Rewards
(Competitive) Policy Line, Rewards Structure, Rewards Program Implementation / Administration
• Develop and utilize technically sound distinctions among otherwise regularly-confused matters of Strategic Goals, Versus Operational Objectives, Versus Ideal
Characteristics of programs in Compensation & Total Rewards
• Develop appropriate strategy and tactics for leveraging the combined effect of the following programs in a Total Rewards context to achieve higher impact:
Employee Benefits Programs; Work-Life Balance Program; Recognition Programs; Performance Management Programs; Talent Development Programs
• Utilize fundamental elements of Rewards Analytics (Measurement, Metrics, and Markets, etc.) in the diagnosis, design, development, and delivery of more
effective Compensation and Total Rewards Programs
• Assess and determine the relevance and impact of Special Developments, Issues, and Topics in Compensation and Total Rewards as applied to their own
organization and context.

COURSE TITLE:
Designing 'Salary Structures' That Really Work: From Salary Surveys To Modern Market Pricing Methodologies, Etc.-- Deploying SMARTer Practices,
Structures, & Tools For High Impact
• Perform due diligence in planning, sourcing, analysis, and utilization of compensation and rewards data from reputable survey providers, including
considerations of: balanced portfolio of target salary surveys and reward studies; e sound criteria in selection; technically sound preparation of data for
participation in Multiple Salary Surveys and studies; risk mitigation steps to protect data; analysis of third-party Salary Surveys; smarter procurement,
acquisition, & access to Salary Survey data and reports; rigorous technical analysis of Survey Report Data & Practices; etc.
• Develop or review the Company Competitive Pay Policy Lines for Employee Segments
• Perform technically superior Market-Referenced Job Pricing, aka ‘Market Pricing’
• Develop new Salary Structure That Make Sense relative to the following considerations, among others:
o Ensuring Consistency & Alignment With Strategy (Business, HR, & Reward, Strategy) As well Levels Of Analysis In The Comprehensive Reward Program
Approach
o Salary Structure Versus Total Reward Structure: Important Conceptual Difference And Applications
o Single Versus Multiple Spine and Considerations Of Employee Segmentation
o Balancing Internal Consistency And External Competitiveness
o Range Overlaps Versus No Overlaps
o Nature & Implications Of Elements of Salary Structures: Minimum, Midpoint, Maximum, Compa-ratios, Range Spreads, Midpoint Progression, etc.
o Broad Band Salary Structure Versus Traditional Narrow Bands
o Open Ranges Versus Traditional Steps / Notches
o Other Salary Structure considerations
• Determine Financial Impact under various scenarios
• Develop And Sell Policy Proposals To Management, etc.,
• Develop Procedural Arrangements for implementation of salary structure and related policies
• Design, develop, deploy, and monitor effectiveness of promotional Messaging And Employee Engagement relative to salary survey and reward programs
• Solve Problems related to Salary Structures programs and processes, Etc., Etc.

COURSE TITLE:
Employee Engagement Strategies & Techniques For Sustainable High Performance: Deploying
Proven Practices & Processes That Work In High-Performance Organizations
• Leverage deep insights on the significant positive Financial, Operational, & Organizational outcomes associated with
Employee Engagement in High- Performing companies to develop Goals and Measures for measurable change;
• Develop structured responses to well-reviewed Contextual Factors and Trends affecting Employee Engagement;
• Deploy appropriate Framework and/or Models of Employee Engagement for structured, high-impact change;
• Leverage deep insights on Key Drivers of Employee Engagement in programs of change;
• Develop comprehensive programs of change (diagnosis, design, development, delivery, data review, etc.) for improving
Employee Engagement & performance;
• Leverage deep insights from multiple Case Studies to support programs of sustained positive change;

COURSE TITLE:
Salary Survey Secrets For Competitive Pay & Performance: Planning, Prep., Providers, Participation, Parsing Data, Proposals
To Management, & Processes In Between
Determine and Use Appropriate Salary Surveys in the diagnosis, design, development, and delivery of appropriate competitive solutions to address
organizational issues. This overarching behavioral objective includes the following:
• Leverage appropriate technical terminology to perform professionally sound matching, analysis, comparisons, decisions, and recommendations relative to the
use of salary surveys;
• Develop strategy-aligned planning and budgeting for the utilization of Salary Surveys and supporting resources for specific circumstances of their
organizations;
• Perform technically sound analysis and comparisons in making decisions on Provider Selection For Salary Surveys;
• Perform technically sound preparations of assure internal readiness of company data use in Multiple Surveys and studies;
• Perform technically sound due diligence to ensure protection of company payroll data privacy in Salary Surveys;
• Lead company teams in timely and efficient participation in multiple surveys;
• Perform technically sound preparations to ensure timely and adequate procurement of (or access to) required Survey Reports, as well as other supporting
resources;
• Perform technically sound Parsing, Probing, & Pondering of Survey Report Data & Practices; Leverage appropriate studies, software, platforms, and tools in
performing analysis, and development of appropriate proposals to management;
• Perform technically sound analysis to determine appropriate Pay Policy Lines And Positioning Against Competition;
• Perform technically sound Pricing of Jobs using Market-Referenced Job Pricing methodology, (aka ‘Market Pricing’);
• Develop basic Salary Structure(s) under alternative assumptions, and perform basic analysis related to the same;
• Develop and present Policy Proposals To Management based on utilization of salary survey and other resources;
• Develop Procedural Arrangements For Implementation Of Management Decisions;
• Develop key elements of Promotional Messaging, EVP, And Employee Engagement programs aligned with strategy and use of salary surveys;
• Develop road maps for maintaining currency and preparation for developments in the market.

ABOUT US:
INDUSTRY-SEASONED, PROFESSIONALLY-CERTIFIED PRACTITIONERS & FACILITATORS OF LEARNING & SOLUTIONS
We are Industry-seasoned, Practical, Hands-On, Solutions-Oriented Management Advisors with specialization in Sales Compensation, Total
Rewards (Compensation, Benefits, etc.), High-Performance Management, Human Capital Strategy, Human Resource & Talent
Management. As needed, we work with a number of industry-seasoned associates who mirror our values and approach. Our Principal
Advisor & Lead Facilitator holds the regionally-rare Certified Compensation Professional (CCP) qualification from WorldatWork, The
leading Global Association for professionals in Compensation and Total Rewards, with the following additional qualifications, among
others:
• OVERVIEW: Over 25 years of experience in developing solutions for Fortune 500, FTSE 100, Fortune Global 2000, & Forbes 100 Arab
World employers and clients (and other organizations) in North America, Europe, Middle East, Asia, And Africa;
• SECTORS: Oil & Gas / Energy; Banking, Asset Management, Insurance, & Financial Services; Telecommunications and Technology;
Mining / Resource Development; Integrated Marketing Communications; Consulting / Professional Services; Manufacturing; Real
Estate; Healthcare; Education; Diversified Public Sector And State-Owned Enterprises, etc.;
• ROLES: In addition to Direct Advisory roles to Boards, CEOs, Senior Executives and Management, the Lead Facilitator has extensive
direct experience in industry as a Head, Director, Manager, Leader, and/or Specialist in Sales Compensation, Compensation, Total
Rewards, Human Capital, Performance Management, Leadership & Professional Learning & Development, Talent & Human Resource
Management, Direct Sales, Strategy, etc.;
• EDUCATION: Graduate Education at University of Minnesota (USA), IESE (Spain), & London School of Economics (UK) with specialization
in Compensation and Reward Systems, Change Management, and Human Resources Management. Undergraduate education at
University of Ghana (Legon) with specialization in Business Administration;
• LEARNING FACILITATION & FACULTY ROLES: Extensive experience in solutions-oriented facilitation of Learning & Development in
programs for Boards, Senior Management, Leaders, and Professionals from numerous companies in the Private Sector, as well as Non-
Profits, and Public Sector. Extensive experience in faculty roles in Graduate, Senior, & Executive level courses in multiple universities,
with heavy emphasis on industry-relevant skill-building in problem-solving (developing and implementing solutions to real-world
problems) using case studies, simulations, and practice relevant to learner contexts: companies, cultures, countries, continents, etc.
• FACILITATION STYLE: Facilitation leverages hands-on, practice-based, problem-solving approaches and other wealthy experiences and
styles so that participants are uniquely prepared to become real leaders of sustainable Change!

ABOUT US:
INDUSTRY-SEASONED, PROFESSIONALLY-CERTIFIED PRACTITIONERS & FACILITATORS OF LEARNING & SOLUTIONS
OUR APPROACH TO LEARNING AND PRACTICE
As needed, we work with a number of industry-seasoned associates who mirror our values and approach:
• PRACTICAL SOLUTIONS: We bring Results-oriented, Practical / Hands-on, Professional, Innovative, Realistic, Actionable Solutions to organizational challenges.
We use a variety of methods (including locally relevant case studies and simulations) to help you develop essential problem-solving skills. We do NOT believe
in the predominantly theoretical, textbook drivel served in some circles.
• PROVEN EXPERIENCE: We draw from proven practices, sound principles, and insights from successful personal experiences from multiple sectors in North
America, Europe, Middle East, Asia, and Africa.
• FIRST-HAND, HANDS-ON, REAL WORLD INDUSTRY EXPERIENCE: Facilitators have First-hand, Hands-on, Real-world, Industry experience (NOT just academic or
classroom skills).
• TRANSFERABLE & ADAPTABLE SOLUTIONS: Our approach benefits truly serious companies and participants who want to acquire Transferable & Adaptable
Solutions (actionable strategies, tactics, techniques, tools, etc.) relevant to current and anticipated situations (our courses are NOT just for certificates of
attendance!).
• INTERACTIVE, PARTICIPATIVE LEARNING: We prefer relatively small class sizes, the better to ensure more effective interactions, participation, simulations,
sustained learning, and transfer of knowledge to deliver results.
OUR SOLUTIONS AND SERVICE DELIVERY FORMATS
We also deliver Advisory Services as well as Learning & Development (‘Training’) programs in the following and other formats that suit your needs / situation:
❖ Comprehensive Advisory Engagements (for full spectrum of Diagnosis, Design, Development, Delivery/Deployment, Data/Evaluation Management, With
Implementation Support, etc.);
❖ Limited Scope Advisory Engagements (for any combination of Diagnosis, Design, Development, Delivery/Deployment, Data/Evaluation Management, or
Implementation Support, etc.);
❖ Short Term Contracts As Hands-On, In-House Executive Assignments (e.g. Staff On Loan);
❖ Highly Customized, Hands-on, Skill-Building, Problem-Solving, Intervention Workshops For Specific Needs Of Companies;
❖ In-House Seminars (Customized or General);
❖ Corporate Club & Industry Group Seminars & Workshops;
❖ Individualized & Small Group Executive Learning & Development, Coaching, and Tutorial Sessions.

*Referral Incentives, Discounts,
Notes, Contacts, & Deadlines For Fee Payments, Etc.
Referral Incentive, Discounts, Notes
• Cash Referral Incentive Payments For Non-participants:
o Attractive Cash Referral Incentive Payment for each paid participant referred to us by a non-participant (paid when
the referred participant completes the course). Details Available.
• Discounts:
o Same Sponsor, Multiple Participants: 5% Discount for each additional paid participant from the same sponsor;
o Early Registration Discounts: Deep Discounts For Early Registration (see Fee Schedule for details);
• Changes: Programs, Schedules, & Fees are subject to change at relatively short notice. We reserve the right to cancel events
for which we do not receive sufficient number of applications by the deadline.
• Refunds and Credits: In case the event is cancelled, refunds or credits will be made to the person or institution from which
payment was received, not to third parties. When programs are re-scheduled we credit payments to the next scheduled
session.
CONTACTS
• Contact us with any questions:
o By email: CompRewardsPro@gmail.com
o By Phone: +233-24-267-7015, OR +233-50-332-7127 OR +233-20-142-6718
DEADLINES FOR PAYMENT OF FULL FEES
Deadline For Full Fees To Confirm Registration:
See Fee Schedule For Deadlines For Early Registration Discounts
Note: Limited Space. First-Paid, First In Basis

2017 Second Quarter Professional Skill-Development Courses: Executive Compensation, Performance Management Revolution, Employee Engagement, Sales Compensation; Sales Quotas; Compensation & Total Rewards Management; Designing Salary Structures; Etc.

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2017 Second Quarter Professional Skill-Development Courses: Executive Compensation, Performance Management Revolution, Employee Engagement, Sales Compensation; Sales Quotas; Compensation & Total Rewards Management; Designing Salary Structures; Etc.