Certified Benefits Professional

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2 CONTENTS #1 Point of View Learning Anchors #3 Architects Learn from our Best Consultants #5 Learning Promise Quick Snapshot Learning Experience #2 Course Curriculum Program Snapshot Evaluation Criteria Module Details #4 Registration Details Commercials Calendar Connect with Us 1

3 Aon Hewitt Learning Center is on a mission to provide real learning to help HR impact business outcomes. We bring together our consulting insights and capability building expertise to create highly-specialized learning journeys for HR professionals

4 LEARNING PROMISE Effective Partnership Gain leaders trust to sharpen the human capital agenda Navigate across contexts to create tangible impact Technical Expertise Business Acumen Understand business imperatives, connect people initiatives 3

QUICK SNAPSHOT Our Capabilities 1 Flagship certificate courses for HR professionals 10 years Is the median participant experience 40% Alumni refer someone for an AHLC course 2 Bespoke HR

5 QUICK SNAPSHOT Our Capabilities 1 Flagship certificate courses for HR professionals 10 years Is the median participant experience 40% Alumni refer someone for an AHLC course 2 Bespoke HR capability journeys for organizations % Alumni feel empowered to drive business results HR leaders are a part of our alumni community HR professionals have received training via our courses

6 LEARNING EXPERIENCE Comprehensive Assessment Certify your learning Assignment Learning Lab Reinforce your learning Online Discussion Learn from our best consultants Connect with peers E-Learnings Registration Get your courseware Register 5

7 Point of View Our Learning Anchors

UNCOVERING BENEFITS Defining Benefits Benefits are forms of indirect

Need for Benefits Become an employer of choice 43% employees picked

are likely to look for other work if benefits are reduced Tax

fixed costs 76% have been able to revise their total cost based on

worry of future unplanned expenditure 7 Increase engagement 80%

8 UNCOVERING BENEFITS Defining Benefits 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 Need for Benefits Become an employer of choice 43% employees picked an employer offering extra benefits Reduce attrition 55% employees are likely to look for other work if benefits are reduced Tax benefits 27% tax rebate can be attributed to pension schemes Reduce fixed costs 76% have been able to revise their total cost based on employee benefits Employee Morale 66% employees said benefits reduce worry of future unplanned expenditure 7 Increase engagement 80% employees said flexible work affected retention positively *Source: Aon Hewitt Benefits Study 2015 Insights & Perception

9 BENEFITS IN INDIA 1990s and earlier 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 2010 onwards 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 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 8

TYPES OF BENEFITS Traditional Approach In Rewards Framework Experiential Retirement Health Insurance

Plans Wellness Health Assessments Wellness Screening Work/Life Time Off Flexible Work Personal

High Utilization Medical Allowances Conveyance Allowances Leave Travel Allowances Telephone

Utilities Financial Assistance Concierge Service Gym Memberships 9 Low Utilization Company Leased

10 TYPES OF BENEFITS Traditional Approach In Rewards Framework Experiential Retirement Health Insurance Paid time-off Lifestyle Miscellaneous Company Health care Medical Insurance Retirement Pension Savings Plans Wellness Health Assessments Wellness Screening Work/Life Time Off Flexible Work Personal Financial Benefits based on Employee Utilization Salary Benefits Formalized Benefits Corporate Tie Ups High Utilization Medical Allowances Conveyance Allowances Leave Travel Allowances Telephone Reimbursement Meal Allowances Insurance Benefits Health & Wellness Executive Education Insurance Utilities Financial Assistance Concierge Service Gym Memberships 9 Low Utilization Company Leased Vehicle Company Leased Accommodation Hard Furnishing Allowance Recognition platforms Childcare Travel / Holidays Medical Facilities Education

11 DRIVERS OF STRATEGY Implementation Market Preference Differentiation Governance mechanism for stakeholders Market prevalence and competitiveness Employee perceived value of benefits Elements which will create the organization s brand Financial value and cost for each benefit Plans to maximize tax savings Statutory regulations and amendments Global atmosphere and strategy Financial Tax Regulation Directives 10

12 COMMUNICATION Employee Benefits Communication Framework Process Framework Parameters Employee Preference Survey Communication Governance Input Align CVP and EVP Information Strategy Communication Framework Evaluate impact of CVP to refine communication Customer Value Proposition (CVP) Employee Engagement Employee Value Proposition (EVP) Total Rewards Communication Embed differentiated EVP to rewards strategy Brand Communication Vehicles Use targeted communication to increase engagement Messaging Communication Implementation

13 GOVERNANCE Effective Governance: Measures Tax Structures: Evolution Availability of Information Fixed Structure Tax Efficent Fixed Structure Flexible Structure Rigid employers Evolved Employers Formal Structure for Execution Risk and Opportunity Assessment Trust Management: Considerations Strategic Policies: Design and Financial Ongoing Reporting and Monitoring Organization s Funding Principle Sufficiency of Funds Target size of the Fund Level of Contributions over time Growth of the Fund 12

14 FLEX BENEFITS Construct of Flex Benefits Disbursement of Flex Benefits Flex Credits Optional Benefits Core Benefits 8-12 weeks Feasibility Study Assessment of organization s readiness for Flex Benefits 8-10 weeks Plan Design Design decisions on benefits budget & cost impact projections Core Benefits Required by law Mitigate risk of poor selection Optional Benefits Selected by employee choices Choices made annually 6-8 weeks Communication Configuration of system requirements and user testing 13 Flex Credits Defined contributions approach Differentiated fixed amount of Flex Credits given weeks Implementation Defining target audience; communication plan and material

15 DIFFERENTIATED BENEFITS 1 Type A: Financial Wellness Approach Education Build Awareness to highlight importance Type B: National Pension Scheme Highlights 2 Assessment Analyze current level of financial wellbeing Voluntary Defined Contribution Plan Wide Coverage Option to choose Fund Manager NPS: Highlights Formidable governance 3 Action Design and launch support programs Flexible investment options Robust structure 4 Marketing Continuous support and communication 14

16 Course Curriculum Design and deploy your benefits strategy

17 PROGRAM SNAPSHOT Strategy Design Governance Communication Flex Benefits Differentiated Benefits Final Assessment Day 1 Day 2 Assessment Learning journey spanning across four contact classes and a comprehensive online assessment Online Learning Modules* Online Discussion Boards* *Active for one year 16

18 EVALUATION CRITERIA Class Participation Final Assessment Assignments 20% 20% 40% E-Learnings Online Discussion 10% 10% 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 17

19 MODULE DETAILS 1 Strategy Objectives Plan the benefits strategy of an organization 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 Outcomes 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 18

20 MODULE DETAILS 2 Design Objectives Calibrate different design considerations 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 Outcomes Develop review mechanism for benefits strategy Calibrate benefits strategy to suit organization s talent priorities 19 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

21 MODULE DETAILS 3 Governance Objectives Manage taxation, trust fund and enablers 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 Outcomes 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 20

22 MODULE DETAILS 4 Communication Objectives Execute effective communication plans 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 Outcomes 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 21 Implement effective total rewards statements

23 MODULE DETAILS 5 Flexible Objectives Benefits Comprehend and implement flex benefits 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 Outcomes 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 22

24 MODULE DETAILS 6 Differentiated Objectives Benefits Build awareness on benefits disruptors 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 Outcomes 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 23

25 Architects Access the best minds in the industry: experiences, insights, growth. Delivered.

26 LEARN FROM OUR BEST CONSULTANTS Anandorup Ghose leads Aon Hewitt 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 Hewitt Learning Center Anandorup's Mantra Culture eats strategy over breakfast Peter Drucker 25

LEARN FROM OUR BEST CONSULTANTS Chitra is the Practice Leader and the lead Actuary for the Retirement Practice of Aon Hewitt s India business in Mumbai.

27 LEARN FROM OUR BEST CONSULTANTS Chitra is the Practice Leader and the lead Actuary for the Retirement Practice of Aon Hewitt s India business in Mumbai. She has been with Aon Hewitt for the last 9 months. She has 24+ years experience in Actuarial Valuations under Indian GAAP, IFRS and US GAAP for India, Sri Lanka, Pakistan, Bangladesh, Thailand & Turkey. She has also worked in the area of life reinsurance business costing, pricing, basis for terms of trade and experience analysis, Valuation of Liabilities under UK regulations, Embedded Value calculations, analysis of surplus, Economic Capital and Life underwriting. In addition to providing financial results, Chitra also works on benefits projects which included developing a benefits philosophy, benefits design and reviewing benefits for multinational companies in India. She also works on Due Diligence and Trust Governance projects governing the private trusts in India. She is also responsible for conducting surveys of accounting assumptions and retirement benefit studies and produce appropriate reports on these studies. Chitra has earned a B Sc. degree in statistics at the University of Madras. She is a Fellow of the Institute and Faculty of Actuaries, UK, Fellow of the Institute of Actuaries of India and Fellow of the Insurance Institute of India. She is also a member of the Advisory Group on Pension, Employee Benefits and Social Security Schemes of the Institute of Actuaries of India. Chitra Jayasimha Actuary India Practice Leader, Retirement and Investment Chitra s Mantra If I asked people what they wanted, they would have asked for a faster horse. Henry Ford 26

28 LEARN FROM OUR BEST CONSULTANTS Poonam is a senior consultant in Aon Hewitt s Talent and Rewards consulting practice. She leads the compensation business for the Consumer & Life Sciences Industry in India. Poonam has been with the firm for over 9 years. She has rich experience in the area of compensation & benefits consulting across FMCG/D, Pharmaceutical, Engineering Manufacturing, and Retail industries. Her consulting experience spans across working with local and multinational clients in India and South East Asia. Her areas of specialization include Job Evaluation, Compensation and Benefits Benchmarking, Compensation Structuring, Variable Pay Design, Sales Incentive Design & Audits, Rewards Philosophy Articulation, Pay Range Design and Compensation Implementation Support. Poonam has played an pivotal role in institutionalizing flagship research studies for Aon Hewitt India, namely, Campus Compensation Study, Employee Preference Study, Salary Increase Survey, Workforce Analytics Study among others She also leads the facilitation of Aon Hewitt Learning Centre programs for Compensation professionals in India. Poonam did her graduation in Economic honors from the Delhi University and holds a degree in German language from Max Mueller Bhavan, Delhi. Poonam Chopra Senior Consultant, Rewards Consulting (General Industry), India Poonam's Mantra To do a common thing uncommonly well brings success Henry J. Heinz 27

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,

29 LEARN FROM OUR BEST CONSULTANTS Vishal is a Senior Consultant in the Retirement and Investment Practice at Aon Hewitt 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 28

30 Registration Details Take the leap: simple three step registration and welcome real learning

31 COMMERCIALS, CALENDAR & CONNECT WITH US Learning Center Classroom sessions 16 hours Course Calendar Click to view Terms & Conditions Click to view Online Discussion Board Active for one year Participant Handbook Pre-reads 10 hours Certification Aon Hewitt Certified Benefits Professional 30 Connect with us Course Fee (inclusive of taxes) 45,000* Participation will be confirmed post payment

32 CONTACT US Aon AHLC Inquiry Mailbox: Amit Kumar:

Gain leaders trust to sharpen the human capital agenda. Navigate across contexts to create tangible impact

Gain leaders trust to sharpen the human capital agenda Navigate across contexts to create tangible impact Understand business imperatives, connect people initiatives Alumni refer someone for an AHLC course