Compensation 101
- Format: Self-paced
- Course Duration: 1 hr 8 mins
- SHRM Professional Development Credits: 1.0
- HRCI General Recertification Credits: 1.25
- Certificate of Completion (after passing quiz)
Compensation plays a significant role in an organization's success. A compensation strategy must be designed well to attract and retain talent. As the single largest expense for most companies, it's imperative to develop the right pay structure and appropriate recognition methods. This course is for HR Generalists who need to learn basic compensation principles and their application to the business. During this course, you'll learn about developing a compensation strategy, methods for conducting a job analysis, developing job descriptions, and setting up base and variable pay structures. Compensation is one of those topics you must understand to not only drive the success of your business but also build essential skills for a successful career in HR.
SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
HRCI:
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, 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 www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Strategic Model for Driving Organizational Performance
Module: Strategic Compensation
Duration: 1:06
This model shows how an organization’s business strategy and objectives, people strategy, and total rewards strategy (which includes compensation) work together to drive employee engagement, which in turn drives organizational performance.
It all starts with the organization’s mission, values and culture, business strategy and business objectives. The people strategy flows from the business strategy and objectives and encompasses the total rewards strategy, including compensation. Working together, these strategies drive employee engagement and organizational performance including achievement of operational efficiencies, quality of products and/or services, customer satisfaction, and financial results. The most effective compensation strategies therefore, consider the organization’s mission, values and culture and are completely aligned with the business strategy and objectives and are in the context of the organization’s people strategy.
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Lessons Not Completed:
- Course Introduction
- Compensation Defined
- Compensation Strategy
- Strategic Model for Driving Organizational Performance
- Considerations When Developing Compensation Strategy
- Compensation Philosophy Statement
- Job Analyses and Job Descriptions Defined
- Conducting Job Analyses
- Job Descriptions
- FLSA Exemptions
- Base Pay Definitions
- Overtime
- Pay Structures
- Salary Adjustments
- Variable Pay Explained
- Types of Variable Pay Programs
- Designing Variable Pay Programs
- Incentive Plans and Performance Metrics
- Putting It All Together
- Course Conclusion
Instructor: Pamela Sande
Pamela Sande, CCP, is the Managing Principal of Pamela Sande & Associates, LLC. Pamela has over 25 years of human resources experience in both consulting and corporate roles, including as an HR executive and as a specialist in designing total rewards programs that drive organizational performance.
In her current role as Managing Principal, Pamela and her...