T&D Process 10.4: T&D Staff Compensation and Benefits Process

Note: In my 2001 book I continued my decades old name for the profession as T&D – Training & Development.

Convert for your use as necessary. I will use both T&D and L&D in this weekly series for 2018.

Not all loose processes need to be tightened up.

You should only do that Investment if the Returns warrant.

Learning By Design vs Learning By Chance

When the Cost of Non-Conformance of poor Process/people Performance warrants the Investment in T&D/ Learning/Knowledge Management Content – then make those investments.

And – just because an L&D profession can determine a valid Learning Need and gap in Content – does not in and of itself warrant meeting that need – in any manner.

It’s a Business Decision. 

The L-C-S Framework View

I use both views…

Overview of the Big Picture

T&D Process 10.4: T&D Staff Compensation and Benefits Process

Process Purpose

The T&D Staff Compensation and Benefits Process provides total compensation and benefits for all of the permanent employees of the T&D system; it typically provides only compensation for the outsourced staff.

Process Description

The T&D Staff Compensation and Benefits Process ensures that local market conditions are reflected in the pay scales being used in each employment market within which the T&D staff works. This process also includes the administration of various types of benefits including vacation, sick leave, etc.

For More About This Process In the T&D Systems View

See my 2001 book: T&D Systems View.

Click on image to link to the download page.

T&D Systems View is also available as a $15 Paperback book – and $7.50 as a Kindle – for more information and/or to order – please go – here.

This 2018 Weekly Series Continues Next Tuesday

For Past Series Posts search this site using: “Tuesday L&D Processes Audit”

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