HR Budget Planning (Budget) Course

Budget Planning (Budget) Course in the Human Resources (HR) area

18, 19 and 20 March 2026 (14h to 18h)

Online io Transmission Live IO Use of the ZOOM Web Conferencing App

“The budget is not just a collection of numbers, but an expression of our values and aspirations.”

Jacob Lew.(former US Treasury Secretary)

According to Jacob Lew, the budget is a demonstration of the strategy of a company. Therefore, it contains the resources necessary to lead the company to its objectives. In addition, a well-made budget contributes to reducing costs, improving processes and increasing productivity, as well as preventing problems such as cash flow.

The HR that intends to be strategic and contribute effectively to obtain good results for the company, especially in crisis and pandemic scenarios, must develop a good Human Resources planning, because of this may depend on the sustainability of the company.

Objectives

• Know Types of Budgets and the types of Scenario Analysis
• Identify the main expenditures of Human Resources management and policies
• Identify and analyze the impact of Contractual Adjustments (health plan, VT, VR, VA and other benefits)
• Understand the budgetary impact of salary adjustments by collective agreement/Collective Convention or from promotion or framework
• Understand the budgetary impact of Variable Compensation (awards, bonuses, commissions, bonuses, etc.)
• Understand the budgetary impact of terminations, indemnities, new projects and labor, tax and social security liabilities.
• Exercising how to draft the annual HR budget
• Understand the importance of budget management in everyday life
• Present performance indicators of budget management

Public Target

Managers and HR Professionals who have the responsibility and challenge to prepare Human Resources planning.

Programmatic Content of HR Budget Planning (Budget) Course:

1 (Budget Planning) of HR:

1.1 (Knowing the strategy, budget and main HR expenses

• HR: cost, expense or investment?
• Types of scenarios (attention to crises and pandemics, force majeure)
• Types of budgets and difference of Budget and Forecast
• Salary and Remuneration
• Overtime, journey compensation and“ ”hoursbank”
• Additional salary (night, unhealthy, dangerous, etc.)
• Cost and daily travel aids
• Social and labour costs
• Payroll Disclaimer (during the pandemic)
• Monthly Disbursements
• Provisions (Vacation, INSS, FGTS, 13th Salary)
• Provision for unforeseen events

1.2 Admissions Planning

• Scaling of the workforce according to business strategy
• The challenge of hiring the right person at the right time
• Definition of the form of contracting (CLT, autonomous, intermittent, temporary, part-time, etc.)
• Teleworking (home office) & expenses for job adjustment
• Definition of the form of Recruitment and Selection (traditional, online or artificial intelligence)
• Hiring and admission procedures, medical examinations and mandatory training (on boarding)

1.3 Planning Remuneration, Benefits and Quality of Life Programs

• Legal/mandatory benefits and spontaneous benefits
• Flexible benefits and differentiating benefits that increase company attractiveness and employee engagement
• Contract readjustments (health plan, dental plan, food voucher, meal voucher, transportation, etc.)
• Impact of occupational accident or illness on HR budget (FAP and SAT)
• Impact of health plan accidents
• Collective agreement or dissent
• Variable remuneration (commissions, PLR, bonuses, bonuses, prizes, stock options, etc.)
• Salary promotions and frameworks

1.4 T&D Planning

• HR Training and Development Actions: face-to-face training, EAD, gamification, People Analytics, research, etc.
• Efficiency, effectiveness and effectiveness of T&D (ROI on T&D) actions
• Budgetary impact of career and succession policies
• Impact of education actions for employees, dependents or community (Corporate Social Responsibility)

1.5 Planning for layoffs

• Turnover cost
• Planning of layoffs, severance payments and indemnities
• Voluntary resignation (VPD) programs or plurimous dismissals
• Notice Indemnified and Trintidium

1.6 Follow-up of Results

• Budget monitoring, analysis and review (PDCA cycle)
• DRE (Demonstrative of Financial Results), cash flow and balance sheet
• Performance Indicators (KPIs)

1.7 ^ Points of Attention

• Provisional measures and labor flexibility (suspension of employment contract, reduction of working hours and salary, etc.)
• HR Hardware and Software for the “new normal” (remote work & home office, layout, distance education & DL, gamification
• Outsourcing HR processes and services
• Adaptation of jobs and measures to protect health and safety at work due to the Pandemic
• Events, trips, campaigns, awards
• Social Responsibility Projects
• Labor, tax and social security liabilities

2 ^ Elaboration of the HR Budget

2.1 ^ How to Budget Human Resources

• Salaries
• Remuneration: Commissions, PLR, bonuses, prizes, etc.
• Overtime/hour bank
• Additional salary: nightly additional, dangerousness, unhealthy, etc.)
• Provisions: Holidays, 13th salary, INSS and FGTS
• Social and Labour Charges
• Horizontal and vertical promotions
• Salary adjustment and salary framework due to Collective Agreement
• Legal benefits or collective agreements: VT, etc.
• Spontaneous benefits: VR, VA, Health Plan, etc.

2.2 Expenditure on recruitment and selection

2.3 Expenditure on Admissions

2.4 Investments in T&D shares

2.5 O Expenditure on dismissals (rescission funds, notice, indemnification, etc.)

2.6 Follow-up of the Project x Held

Hourly Charge: 12h

Instructor

• She has more than 20 years of professional experience as an HR executive in national and multinational companies such as Cenibra, Suzano Pulp and Paper, Veracel, NYK Logistics and Santos-Brazil.
• Lawyer, specialized in Labor Law, MBA in HR Development and Business Management.
• Specialized in HR Strategic Planning, Performance Management, Compensation and Rewards, Career and Succession, Talent Management and Sustainability.
• Auditor of ISO 9000, ISO 14000, ISO 16000, SA 8000, OHSAS 18000 and FSC Standards.
• Lecturer and Instructor of courses for executives on Labor Law, Management and HR Development.

Important Information

Date: 18, 19 and 20 March 2026

Horário: 14h to 18h

Investment: R$ 1590. Special condition for paid registrations until March 04, 2026: R$ 1,390. This value includes the course, material and certificate in electronic media.

Modality: Online Broadcast & The course will be broadcast live and students will be able to watch on a computer that has internet access. Students will be able to interact with the instructor, making comments and asking their questions during the course.

This training can also be conducted in company in face-to-face or online format.

More information about the Budget Planning Course (Budget) of the Human Resources (HR) area contact us by phone (11) 3230-2714 or access the link: https://bit.ly/BCN_BudgetRH_P