Applying and Expanding a Compensation Model
Course ID: ILRHR507 Align your organization's compensation plan to its strategic goals. Use market analysis to implement changes to a compensation plan. Assess internal and external factors and create a dynamic model to administer compensation. |
Description
This course introduces the concept of Total Compensation and highlights the importance of aligning an organization's compensation plan to its strategic goals.This course also covers the application for assessing and implementing a compensation model by considering internal and external factors. Developing recommendations and implementing changes to an organization's compensation administration policies is also covered.
Who Should Enroll in This Course?
Compensation practitioners, as well as HR professionals seeking to broaden their skill sets to incorporate compensation.
Those new to compensation looking to maximize the day-to-day impact they can have on their organizations' compensation-related programs.
Enrollment
To register, contact an Enrollment Counselor at info@ecornell.com or 1-866-326-7635 (+1-607-330-3200 from outside the United States).Certificate programs are eligible for eCornell Payment Plans. Discounts are available for military personnel, veterans, and Cornell University Alumni. eCornell programs are not eligible for financial aid or federal Pell Grants. Contact an enrollment counselor for more information.
Next 3 Course available dates are:
February 15, 2012February 29, 2012
March 14, 2012
Click 'Enroll Now' to see available dates beyond March 14, 2012.
Certificate Information
This course can be applied toward the following certificates:CEUs
HRCI Recertification
Additional Information
Course Format
Aligning Goals and Compensation- Total Compensation and Compensation Analysis
- Compensation in Organizational Settings
- Communication Strategies
- Internal and External Assessment
- Model for Compensation Analysis
- Collecting Data: Internal Data
- Collecting Data: External Data
- Data Analysis, Findings, Recommendations, Revisions, and Implementation
- Analyzing Data and Balancing Internal and External Compensation Analysis
- Recommendations, Revisions, and Implementations
Benefits to the Learner
After completing this course, participants will be able to:- Recognize the elements of direct and indirect compensation.
- Understand the issue of alignment regarding an organization’s compensation plan and that organization’s strategic goals.
- Determine an organization’s current compensation program by reviewing available documents and speaking to key individuals.
- Outline the steps for performing an internal analysis.
- Recognize the key elements of job analysis for compensation.
- Recognize the most common methods of job evaluation, how hierarchies are built in each one, and how certain special groups (for instance, executives and sales representatives) can be handled.
- Identify a model for conducting an effective compensation analysis in organizations.
- Conduct a market comparison as part of the compensation analysis.
- Recommend actions based on the results of the compensation analysis.
Authoring Faculty
Carrie Shearer, Adjunct Faculty
Lisa L. Hunter, Adjunct Faculty
Susan W. Brecher, Cornell University, ILR Extension Faculty
Sponsoring School
Cornell University's School of Industrial and Labor RelationsTotal Learning Time
Approximately 5-6 hours over a period of two weeks.You May Be Interested In...
Students who purchased this course also purchased:
- Student Testimonial,
"It was so helpful to engage in discussion with other students. We are in such different environments, I would never have known about all the model possibilities if it weren't for our discussions."
Applying a Compensation Model: Internal and Legal Considerations - Amazing, every employee should be taken through this course. It is key.Nancy Koskei,Applying and Expanding a Compensation Model
