HR: Compensation And Benefits

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.

Format:
Thursdays
Live Virtual

Date/Hours:
January 30 - April 17, 2025
6:30pm – 9:30pm
33 Hours - PDUs
3.3 CEUs

Sessions:
11

Price:
$1,255 **EARLY BIRD: Register and pay by Dec. 31, 2024 and pay only $1,129.50!

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.

Florida Atlantic University’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.

CURRICULUM DESCRIPTION

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

BOOKS AND MATERIALS

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)

ACCREDITATION

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 www.hrci.org.

HRCI Recertification Provider Seal

FACULTY

RAQUEL FAS-BRAVO

Raquel Fas-Bravo is the principal attorney and owner of The Law Office of Raquel Fas-Bravo. Mrs. Fas-Bravo concentrates her practice on

MICHAEL SCHUNK

Michael J. Schunk, CEBS, is the President and Director of Employee Benefit Advisors, a consulting firm focused solely on Health and Welfare

Benefits in the small and mid-size corporate market place. His leadership has contributed to the employee benefits industry on many fronts. Nationally his work has been recognized on several occasions by “Best Practices in Compensation & Benefits” in the areas of communication, wellness and disease management.

Locally, the South Florida Business Journal has recognized him as a “Heavy Hitter in Healthcare” and frequently uses him as an expert resource for their healthcare industry articles.

Additionally, he has served as the Ethics Chair for the local Society of Insurance and Financial Professionals, and was also appointed as a member of the Benefits Selling Reader Council. Mike has over 25 years of experience in the employee benefits and financial planning industry.

Mike brings not only experience and knowledge to the classroom, but a wealth of practical solutions to health & welfare benefits, including cost control and compliance. His case studies are from actual clients and can easily be implemented across corporate lines.

Utilizing his specialized expertise in employee benefits consulting and management, Mike’s mission is to work with select clients, delivering a personal, practical and ‘no-nonsense’ solution to help them better serve their staff and provide employees with excellent benefits.

Mike is also a Mentor with SCORE, a volunteer organization helping entrepreneurs crystalize their business idea, develop business plans and implement market strategies. His mission is to help entrepreneurs and small business men and women start, develop, and grow businesses. Through my personal experiences as a business owner I'm able to pass on the knowledge I've learned.

DR. LINSEY WILLIS

Dr. Linsey Willis is President of L.J. CRAIG & Associates Inc., a management and organizational consulting firm, which is the culmination of 44 years of Human Resources and management experience. The firm specializes in the design and delivery of "People Management Systems" including but not limited to

employee training, the design and administration of assessment centers, structured-behavioral interviews, written exams, organizational development, performance management systems, coaching for promotional testing and job analysis. The custom designed products are tailored to each organization’s culture and adhere to legally defensible principles. Her firm’s clients represent a diverse mix from the public, private and not-for-profit sectors in the U.S., the Caribbean, Thailand and Dubai, U.A.E.

She is the author of Mastering the Assessment Center Process. The Fast to Track to Promotion (2ndedition) (2021) and Developing Your Innate Abilities Experiencing Assessment Center Exercises (3rd edition) (2019) and (4th edition, January 2023).

Dr. Willis also serves as an expert witness for attorneys in the employment law and personal industry disciplines. She has served as an expert witness (for the plaintiff or defendant) in cases against the city, county, state and federal government, the private sector to include some multinational corporations and the Canadian federal government.

Linsey was a full-time instructor (2007 ret. February 28, 2023) for Florida Atlantic University at the Barry Kaye College of Business - Department of Management and taught a variety of management and HR undergraduate and graduate courses. She also taught for the Executive Education division of the College of Business (i.e., HR Certificate and Advanced HR Certificate programs) for well over 15 years, resuming this role as of May 2024.

Prior to her full-time employment at F.A.U. Linsey was a highly regarded adjunct faculty member at the H. Wayne Huizenga School of Business & Entrepreneurship at Nova Southeastern University and taught a variety of graduate Human Resources and Management courses. She designed and regularly taught an eight (8) hour workshop, “Interviewing Skills” for all one (1) year M.B.A. students.

Linsey’s past experience teaching graduate students and conducting seminars took her to Thailand, Jamaica, the Bahamas, the U.A.E. (Dubai) as well as all over the United States.

Dr. Linsey Willis graduated with honors with a Doctorate in Public Administration from the H. Wayne Huizenga School of Business & Entrepreneurship of Nova Southeastern University. She holds an M.A. degree in Forensic Studies from Indiana University, and also graduated with honors from Florida Atlantic University with an M.P.A. degree. Linsey received her bachelor’s degree in political science from the University of Kentucky, Lexington, KY and her A.A. degree from Colby-Sawyer College, New London, NH. The Human Resources Certification Institute of the Society of Human Resource Management certifies her as a Senior Human Resources Professional (SPHR).

Her 44-year career includes 3 years as a Director, Human Resources for the Clerk of the Circuit Court 15th Judicial Circuit in Palm Beach County, Florida and 8 years in the Palm Beach County Employee Relations & Personnel Department as Manager of Recruitment & Selection. She was instrumental in designing and implementing the Dade-Miami Criminal Justice Assessment Center at the School of Justice and Safety Administration in Miami, Florida from 1981-84.

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FAU Executive Education - HR: Compensation And Benefits

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Sarah Wilson

Program Manager

(561) 297-2366

Email

SarahWilson@fau.edu

HR: Compensation And Benefits