# Compensation and Benefits Training for HR Teams > Compensation and benefits training on job evaluation, salary bands, market pricing, pay equity and Indian benefits. Build fair, compliant pay with us. - Source: https://bodhih.com/compensation-and-benefits-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- Pay decisions shape trust, retention and cost more than almost anything else HR does. Our compensation and benefits training gives HR and rewards teams a practical toolkit for job evaluation, salary bands, market pricing, pay equity and benefits built for India. ## At a glance - **Duration:** Recommended: 2 days in person, or 4 x 3-hour live virtual sessions, customised to your reward framework - **Who it’s for:** Rewards and C&B specialists, HRBPs, HR managers and payroll leads - **Level:** Intermediate - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Compensation and benefits training is a practical program for rewards specialists, HRBPs and HR managers who design and run pay. It covers job evaluation and grading, market pricing and salary bands, salary reviews and variable pay, CTC structuring in India and pay equity. Bodhih runs it over 2 days with laptops and Excel, or as four 3-hour virtual sessions. - 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](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why pay skills matter more this year India's [Labour Codes](https://bodhih.com/labour-codes-compliance-training/) 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](https://bodhih.com/gcc-leadership-development-program/) 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. ### **Reward strategy and total rewards**Module 1 · 90 min - Pay philosophy: lead, match or lag the market - The total rewards model: pay, benefits, [wellbeing](https://bodhih.com/employee-wellbeing-training/), development and recognition - Case: writing a one-page reward philosophy for a scaling tech firm ### **Job evaluation and grading**Module 2 · 2.5 hours - Job analysis and writing role profiles that support evaluation - Point-factor job evaluation using knowledge, [problem solving](https://bodhih.com/problem-solving-and-decision-making/) and accountability factors - Exercise: evaluating and grading ten roles in teams ### **Market pricing and salary bands**Module 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 ### **Salary reviews, variable pay and incentives**Module 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 ### **Benefits and CTC structuring in India**Module 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, National Pension System (NPS), flexible benefit plans and wellbeing - Exercise: restructuring three CTCs and modelling employer cost changes ### **Pay equity, transparency and communication**Module 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 ## Sample training plan: 2-day hands-on design This two-day workshop gives HR and rewards teams working tools, not just concepts. Participants work on one fictional company throughout: a 600-person Bengaluru SaaS firm scaling fast, with messy grades and pay complaints. They write its reward philosophy, evaluate and grade ten roles, build salary bands in Excel from survey data, model a merit matrix against a budget, restructure three Indian CTCs for statutory and tax impact, run a basic pay equity check and explain a pay decision to an unhappy employee. It ends with a proposal to a mock reward committee. 75% hands-on practice · 13.5 contact hours · Cohort: 12–20 participants, each with a laptop and Excel · In person · Live virtual ### Day 1: Strategy, jobs and market pay Participants can set a reward philosophy, grade roles consistently and build market-based salary bands in Excel. 1. 09:30–10:00 · The salary slip puzzle (Energiser) 2. 10:00–11:00 · Reward philosophy on a page (Case clinic) 3. 11:15–12:15 · Job evaluation workshop (Hands-on lab) 4. 12:15–13:00 · From points to grades (Skill drill) 5. 13:45–14:45 · Pricing jobs against the market (Hands-on lab) 6. 14:45–15:30 · Band builder (Build sprint) 7. 15:45–16:45 · Band clinic: your structure (Peer coaching) 8. 16:45–17:30 · Model review and questions (Reflection) ### Day 2: Reviews, benefits, equity and communication Participants can design a merit and incentive plan, structure Indian CTCs, check pay equity and explain pay decisions well. 1. 09:30–10:00 · Parking wall rapid fire (Energiser) 2. 10:00–11:00 · Merit matrix under a budget (Business game) 3. 11:15–12:00 · Variable pay and long-term incentives (Case clinic) 4. 12:00–13:00 · CTC restructuring lab (Hands-on lab) 5. 13:45–14:30 · Pay equity check (Hands-on lab) 6. 14:30–15:15 · Explaining a pay decision (Role-play) 7. 15:30–16:45 · Capstone: the reward committee (Presentation) 8. 16:45–17:30 · My 90-day reward agenda (Action planning) Recommended: 2 days in person (09:30–17:30) with laptops and Excel, or 4 × 3-hour live virtual sessions, customised to your reward framework, plus a 90-day follow-up clinic. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is compensation and benefits training? The recommended design is two days in person, from 09:30 to 17:30, with laptops and Excel, followed by a 90-day follow-up clinic. It also runs as four live virtual sessions of three hours each. A one-day version for HR business partners focuses on salary reviews and pay conversations. ### What activities are included in compensation and benefits training? Participants grade ten roles with a point-factor method, build salary bands in Excel from a survey extract, design a merit matrix that survives a budget cut, restructure three Indian CTCs under the wage definition, run a pay equity check and present a full reward proposal to a mock reward committee. ## 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. AA Pair this program with [AssessAll](https://assessall.com), 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.