Introduction to Compensation Administration 101
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The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for
1.5 HR
(General) recertification credit
HRTraininngs is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
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1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.
This will answer the question "what does a Compensation practitioner do"?
A formal Compensation program consists of six parts: Job Analysis, Job Descriptions, Job Evaluation, Pay Surveying Pay Range Construction, and In-Grade Pay Strategy. An optional seventh element is Incentive Pay Plans.
Within each of these areas, there is a role for the Compensation Analyst.
Why you should Attend:
To understand the basic elements and activities of a COMPENSATION Department
Areas Covered in the Session:
- This will answer the question "what does a Compensation practitioner do?
- The Program will describe the elements above and their framework in the Department
- Job Analysis: The Study of work. How does an Analyst collect the necessary information?
- Job Descriptions: What is the Analyst's role in this process? How is it done? Why is it important?
- Job Evaluation: How does an Analyst evaluate the relative worth of jobs?
- PaySurveys: What is the Analyst's role in obtaining pay data? How is it acquired?
- Pay Structures: What is a "pay structure"? How is it built? When does it change?
- In-Grade Pay Strategy: What are the options? What is "best"? How is the strategy administered?
- The Seventh Step: Incentive Plans: Do you need them? Which Plans? The Administrator's role
Who Will Benefit:
- Human Resource Managers
- Compensation Analysts
- Compensation Managers