Introduction to Compensation Administration 101
David J. Wudyka
Live: One Dial-in One Attendee
Corporate Live: Any number of participants
Recorded: Access recorded version, only for one participant unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
Corporate Recorded: Access recorded version, Any number of participants unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
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