Compensation and benefits training builds the skills HR teams need to design and run fair, competitive and compliant pay. Bodhih's program covers job evaluation, grading, salary bands, market benchmarking, compa-ratios, merit and variable pay, Indian statutory and voluntary benefits, pay equity and communicating total rewards, using Excel-based exercises.
- Recommended: 2 days in person, or 4 x 3-hour live virtual sessions, customised to your reward framework
- Level: Intermediate · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: c&b training, compensation management training, total rewards training, salary structure training
Where and how: compensation and benefits training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why pay skills matter more this year
India's Labour Codes introduced a uniform definition of wages, which has pushed many employers to revisit CTC structures, gratuity and provident fund costs. At the same time, employees compare pay openly online and expect clear answers about fairness.
GCCs with European parents are also preparing for pay transparency rules at group level. Solid compensation and benefits training helps HR teams make defensible decisions and explain them with confidence.
What participants will be able to do
Grade jobs consistently
Apply a point-factor job evaluation method to place roles into a clear grading structure.
Build salary bands
Design pay ranges with midpoints, spreads and overlaps that fit your market position.
Price jobs to market
Use salary survey data, ageing and matching rules to set competitive targets.
Run a salary review
Build a merit matrix using performance and compa-ratio to allocate an increment budget fairly.
Structure Indian pay
Design CTC structures that account for the new wage definition, statutory benefits and tax-efficient components.
Check pay equity
Run a basic pay equity analysis by gender and role, and explain differences with evidence.
Who should attend
- Compensation and benefits specialists and managers
- HRBPs who advise managers on offers, increments and promotions
- HR managers in growing companies building their first pay structure
- Total rewards teams in GCCs aligning India pay with global frameworks
- Payroll leads handling the impact of salary restructuring
- Finance partners who review personnel cost budgets
Program outline
Recommended design, customised to your context after a short needs analysis.
01Reward strategy and total rewardsModule 1 · 90 min+
- Pay philosophy: lead, match or lag the market
- The total rewards model: pay, benefits, wellbeing, development and recognition
- Case: writing a one-page reward philosophy for a scaling tech firm
02Job evaluation and gradingModule 2 · 2.5 hours+
- Job analysis and writing role profiles that support evaluation
- Point-factor job evaluation using knowledge, problem solving and accountability factors
- Exercise: evaluating and grading ten roles in teams
03Market pricing and salary bandsModule 3 · 2.5 hours+
- Choosing salary surveys and peer groups, matching jobs and ageing data
- Building bands with midpoints, range spreads and progression rules in Excel
- Compa-ratio and range penetration explained with examples
04Salary reviews, variable pay and incentivesModule 4 · 2 hours+
- Merit matrix design and budget modelling
- Short-term incentives, sales incentives and retention bonuses
- Long-term incentives such as ESOPs and RSUs, and when they fit
05Benefits and CTC structuring in IndiaModule 5 · 2.5 hours+
- Statutory elements: PF, ESI, gratuity and bonus, and the uniform wage definition under the Labour Codes
- Voluntary benefits: group health insurance, NPS, flexible benefit plans and wellbeing
- Exercise: restructuring three CTCs and modelling employer cost changes
06Pay equity, transparency and communicationModule 6 · 90 min+
- Running a basic pay gap and equity analysis
- Preparing for pay transparency expectations in global groups
- Explaining a pay decision to an employee and a manager
How we deliver it
Numbers you can use
Participants build working Excel models for bands, merit matrices and CTC structures they can adapt after the program.
Tailored to your framework
In the Analyse phase we review your grades, pay mix and benefits so cases reflect your real structure.
Compliance-aware
Statutory content is dated and reviewed against current government releases, and complex questions are routed to your advisers.
Peer challenge
Teams present their pay designs to a mock compensation committee and defend them with data.
Tailored versions
C&B foundations
A one-day version for HR generalists covering pay basics, CTC structuring, compa-ratio and offer decisions.
For GCC rewards teams
An advanced track on aligning India pay with global grading, equity plans, pay transparency and multi-country benefits.
How we measure impact
Following the Evaluate phase of ADDIE, participants take a pre and post assessment on AssessAll covering calculations, design choices and scenarios. The trainer reviews each Excel model against a rubric. At 30, 60 and 90 days we check with the rewards lead whether tools are being used in live salary reviews, offers or restructuring, and we summarise capability gains and any design gaps for the HR sponsor.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
What is compensation and benefits in HR?
Compensation and benefits covers everything an organisation offers employees in return for their work. That includes fixed pay, variable pay, incentives, long-term awards and benefits such as insurance, retirement savings and leave. C&B teams design pay structures, benchmark against the market, run salary reviews and make sure pay is fair and compliant.
How do you design a salary structure?
Start with job evaluation to group roles into grades, then use market data to set a midpoint for each grade. Build ranges around each midpoint with a suitable spread and overlap. Finally, set rules for hiring, progression and promotion within the ranges. Our compensation and benefits training walks through each step in Excel.
What is compa-ratio?
Compa-ratio compares an employee's salary with the midpoint of their pay range. A compa-ratio of 1.0 means pay is at the midpoint, below 1.0 means below it and above 1.0 means above it. Teams use it to spot pay outliers and guide increment decisions in a salary review.
How do the new Labour Codes affect CTC?
The Labour Codes use a uniform definition of wages. If certain excluded components exceed 50 percent of total remuneration, the excess counts as wages, which can raise contributions and gratuity costs. Many employers are reviewing CTC structures as a result. We cover worked examples, but final structures should be confirmed with legal and tax advisers.
How do you benchmark salaries?
Choose reliable salary surveys for your industry and location, match your roles to survey jobs by content rather than title, and age the data to a common date. Compare your pay at the median or chosen percentile. Benchmarking is most reliable when combined with internal equity checks, not used alone.
Who should attend this training?
The program suits C&B specialists, HRBPs, HR managers and payroll leads. Finance partners often join the benefits and CTC modules. HR generalists in growing companies benefit from the foundations version, while GCC rewards teams usually choose the advanced track with global alignment and equity plans.
Do participants need advanced Excel skills?
Participants should be comfortable with basic formulas, sorting and filters. We teach the specific functions needed for pay bands, compa-ratios and merit matrices during the exercises, and share the finished templates afterwards. If your team needs a stronger foundation first, a short Excel refresher can be added before the compensation and benefits training begins.