Executive Education
Executive Course in HR Compensation And Benefits
Elevate your career in human resources today!
Employee compensation can be the deciding factor in whether or not a candidate accepts a job position. It can also be the deciding factor in whether a company can afford to hire additional employees.
Every organization, large and small must determine the pay structure for its employees; compensation and benefits administrators are the key specialists in charge of managing the impact of compensation and benefits packages on an organization’s bottom line, while ensuring fair and equitable pay rates for employees.
Developed by leading experts in the Human Resource Management field and approved for recertification credits by the HR Certification Institute (HRCI®), the HR: Compensation & Benefits Certificate program prepares you to be an effective and integral member of an organization’s compensation team.
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COURSE BENEFITS
As firms become increasingly concerned with their Return on Investment (ROI) for human resource program expenditures, issues such as how and how much to pay employees become key strategic decisions. Compensation professionals administer compensation programs for organizations and require specialized skills and knowledge.
Â鶹ŮÀÉ’s HR: Compensation & Benefits Certificate Program will prepare Human Resource professionals to design, plan, direct, and coordinate the compensation activities for an organization. The principles and practices covered will teach students how to develop, implement and administer the organization’s rewards and benefit policies.
The HR: Compensation & Benefits Certificate program provides a comprehensive overview and analysis of employee compensation, rewards systems, job analysis, performance management, and how these programs are developed, implemented and administered. Participants in this course will examine principles, practices, recent research, theories and techniques of compensation administration, and their practices in contemporary organizations.
Taking this course has a lot to do with the fact that I am currently getting paid in the top 1% in the market at my position. I have the confidence to express myself and take on more tasks all thanks to the knowledge I've obtained taking the HR courses at Â鶹ŮÀÉ."
Lyonel Denis, HR Specialist/Payroll Assistant, GardaWorld Inc
Establishing and maintaining an organization’s pay structure and benefits packages are the principal responsibilities of a compensation and benefits manager. This course will deliver the specialized knowledge and skills in the field which you need to develop compensation and benefits programs effectively.
In this program, participants will learn about:
The Pay Model
- Compensation: Definition, Please?
- Relationship between Shareholder Return & Change in CEO Pay
- A Pay Model
- Caveat Emptor
The Totality of Decision
- Three Compensation Strategies
- Tailor the Compensation to the Business Strategy
- Key Steps in Formulating a Total Compensation Strategy
- Source of Competitive Advantage: Three Tests
- “Best Practices” versus “Best Fit”?
Defining Internal Alignment
- Compensation Strategy: Internal Alignment
- Differentials
- Pay Structures
- Structures Vary among Organizations
- What Shapes Internal Structures?
- Illustration of an Internal Labor Market
- Strategic Choices in Designing Internal Structures
- Guidance from the Evidence
- Consequences of Structure
Job Analysis
- Ways to Create Internal Structure
- What is Job Analysis and Job Analysis Procedures
- Determining the Internal Job Structure
- Communication: Task-Based Data
- 3M’s Structured Interview Questionnaire
- How Can Information Be Collected?
- Judging Job Analysis
- Work Sample Review and Developmental Process
Evaluating Work - Job Evaluation
- Many Ways to Create Internal Structure
- Comparison of Job Evaluation Methods
- Job Evaluation Form
- Rest of Steps
- Who Should Be Involved?
- Balancing Chaos and Control
Person-Based Structures
- Person-Based Structures: Skill Plans
- “How-to”: Skill Analysis
- Determining the Internal Competency-Based Structure
- Behavioral Anchors for Global Perspective Competency
- Administering the Plan
- Bias in Internal Structures
Defining Competitiveness
- What is External Competitiveness?
- Pay Level and Pay Mix: Two Objectives
- What Shapes External Competitiveness?
- Labor Market Factors
- Product Market Factors and Ability to Pay
- Competitive Pay Policy Alternatives
- Pay-Mix Policy Alternatives
Designing Pay Levels, Mix, and Pay Structures
- Determining Externally Competitive Pay Levels and Structures
- The Purpose of a Survey and Competitive Intelligence
- Select Relevant Market Competitors
- Design the Survey
- Interpret Survey Results and Construct a Market Lines
- From Policy to Practice: Grades and Ranges
- Balancing Internal and External Pressures: Adjusting the Pay Structure - Reconciling Differences
- Market Pricing
Pay for Performance: The Evidence
- What Behaviors Do Employers Care About?
- What Motivates Employees?
- Components of a Total Reward System
- Does Compensation Motivate Behavior?
- Examples of Group Incentive Plans
- Designing a Pay-for-Performance Pla
Pay-for-Performance Plans
- Overview: Pay-for-Performance Plans
- Specific Pay-for-Performance Plans: Short Term
- A Sampling of Performance Measures
- Types of Variable Pay Plans: Advantages and Disadvantages
- Types of Gain Sharing Formulas
Performance Appraisals
- The Role of Performance Appraisals in Compensation Decisions
- Common Errors and Factors Related to Inaccurate Performance Appraisal
- Strategies for Better Understanding and Measuring Job Performance
- Select the Right Raters
- The Rating Process
- Putting It All Together: The Performance Evaluation Process
- Equal Employment Opportunity and Performance Evaluation
- Tying Pay to Subjectively Appraised Performance
- Designing Merit Guidelines
The Benefits Determination Process
- Changes in Benefits Costs Over Time
- Why the Growth in Employee Benefits?
- Value and Ranking of Employee Benefits
- Key Issues in Benefit Planning, Design, and Administration
- Factors Influencing Choice of Benefit Packages
- Questionnaire Format for Benefit Surveys
- Employee Benefit Communication
International Pay Systems
- Managing Variations
- The Social Contract
- Culture and Managing International Pay
- Strategic Market Mind-Set
- Expatriate Pay
- Borderless World? Borderless Pay?
Government and Legal Issues in Compensation
- Government as Part of the Employment Relationship
- Fair Labor Standards Act of 1938
- Pay Discrimination: What Is It?
- Title VII of the Civil Rights Act of 1964
- Sources of the Earnings Gaps
Management: Making It Work
- Managing Labor Costs
- Control Salary Level: Top Down
- Ethics: Managing or Manipulating?
- Embedded Controls
- Why Communicate Pay Information?
General
- Journal Article(s) review and discussion
- Human Resource professionals who wish to learn about compensation and benefits or acquire a specialized skill set in the field
- Individuals who are considering specializing in compensation and benefits
- Individuals who wish to prepare for the role of Compensation Manager, Human Resource Director, Compensation and Benefits Manager, Office Manager in their own or another parent organization
Textbook and materials are included in program fee.
*Due to publisher controls, international students may incur additional fees to obtain/access course book.
- Compensation (14th ed.) by Milkovich & Newman (eBook)
PHR®/SPHR® Credits!
This program has been pre-approved for 33 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).
For more information about certification or recertification, please visit the HR Certification Institute website at .
