Detailed Programme

The programme ‘Compensation & Benefits Management’ consists of 5 modules. Topics discussed:

Module 1: Total rewards
The ‘Vlerick Reward Model’ is the reference point for this module. This model incorporates all different domains that, according to Prof Xavier Baeten, form a crucial part of a true strategic reward policy.

  • Total rewards: building blocks and employee perspective
  • Reward strategies: key ingredients
  • Developing a retention policy by using the concept of Strategic Reward Management
  • Business testimonial 'strategic reward management': a strategic reward policy rolled out.
  • Reward Communication as a driver for understanding and appreciation

Module 2: From business context to reward policies
In this module we discuss the business strategy and its link to the reward strategy. How does the strategy of your organisation influence the different aspects of your reward policy?

  • Rewarding’s external business context: the impact of the legal, social and economic context on reward management
  • Developing reward policies that enhance strategic alignment

Module 3: Reward Systems

  • Base pay and variable pay
  • Function classification as the foundation of your reward structure
  • Link between performance, competences, potential, retention and rewarding
  • Reward systems for executives

Module 4: Employee benefits and specific reward topics
During this module a lot of practitioners will share their expertise in one of the domains of Compensation & benefits.

  • Benchmarking
  • Flexible rewarding

During the second part of this education, you will be given the chance to choose some topics, in order to tailor the programme more to your needs.

  • Sales force compensation
    Rewarding a sales force for optimal performance in line with the business strategy has always been a challenge. This session covers best practices and strategies to improve your sales force by using compensation and benefits. Practical examples and case studies will be used during this session
  • Legal implications of Compensation & Benefits in Belgium
    High labour cost in Belgium has led to a great creativity when thinking of alternative reward systems. From the meal voucher, to eco cheque, from the result bonus and warrants to the bonus pension scheme and from the company car to the mobility budget, all these advantages have their own legal framework In this session we will focus on CAO90, cafeteria plans and warrant plans. The goal is not to discuss the practical modalities of each of these systems. We want to offer you a global framework: How can existing benefits be translated in (fiscal) attractive alternatives? Which opportunities are there and what are the (dis)advantages? How do you communicate to your employees, without having to fear for claims afterwards?
  • Legal implications of Compensation & Benefits in the Netherlands
    During this workshop we take a look at the latest changes in the expense allowance scheme. We will tackle the theory, as well as case examples. Furthermore we highlight some current changes in the field of employee benefits and the application for the cafeteria plan, company car, etc.
  • Pension schemes in Belgium
  • Pension schemes in The Netherlands
Module 5: Integration day

During the integration day we will organise a workshop on the Reward Audit of your organisation. In small groups the participants will share their best practices and main obstacles considering some specific topics of Compensation & Benefits Management.  

The Vlerick Difference

We have a unique approach to learning, which focuses on bringing theory to life, giving you the skills and insight you need to really make a difference. Spend time on our beautiful campuses, and you become part of one of the most active business communities in Europe, learning in a way that will help you to be a more effective and productive business leader throughout your career. Learning at Vlerick really is an experience far away from traditional classroom learning. You’ll work collaboratively with your faculty and fellow participants to bring your ideas to life in a robust and practical way.

Digital − the new normal in business − will also strengthen your learning process. Our online platform ‘Showpad’ and the use of a tablet grant you access to all of the learning materials anywhere, anytime, and enable you to go beyond note-taking: take pictures of the flipchart during a brainstorming exercise, record a video of a role play, participate in a quick poll, create a Wikipage together … and share them on the spot with your group.

Find out more

We facilitate your journey. You make the difference.

Xavier Baeten on Remuneration Communication


Drive real change in your organisation

A learning experience with real impact on your operations? A management programme tailored to the specific needs of your business? Contact us and discover how we can design and deliver customised programmes for your team that add genuine value to your organisation.

Need help?

Contact our Programme Advisor
Programme Advisor
Tel + 32 9 210 98 84
[email protected]
Find the programme most relevant for you!

Our programme finder allows you to find the management programme that best fits your needs.

Find a Programme

Meet Us

Info Sessions & Open Days
04 Dec
Drop In on our Brussels Campus
Category: General Info Sessions

28 Feb
Experience Vlerick Evening
Category: General Info Sessions

16 Mar
Experience Vlerick Day
Category: General Info Sessions

No. 1 for Executive Education

Related Articles

  1. “A very stimulating collaboration”

    “By now, we know each other well and know what we can do together. However, we are also just grateful that we can continue our work in this way.” Hudson and Vlerick’s collaboration has already lasted nearly 20 years. Following their renewed Chair Partnership, we spoke to Xavier Baeten, Professor of Reward & Sustainability, and Dirk Buyens and Koen Dewettinck, both HRM Professors at Vlerick.
  2. Potential of onboarding still not fully utilised

    Employees who are well prepared for their first day at work tend to find their bearings more easily and also have a more positive first impression of their new employer. At one in three companies, however, new hires encounter difficulties during their first weeks – or even months - in the job. They are left with all sorts of questions and many things remain unclear. And while they usually look to their direct superior for answers, that person is often insufficiently involved or lacks the time to help. These are the most important conclusions of a survey of the use of onboarding processes in Belgian companies.
All articles