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Objectives: This one-day workshop gives HR professionals a working knowledge of how compensation programs are built and administered including pay philosophy, job documentation and worth, market pricing, salary structures, pay administration, legal compliance, and employee communication. It replaces the former Compensation 101 and Compensation 102 courses, combining the foundations of both into a single practical day. Participants leave able to administer pay programs with confidence and recognize when a situation calls for deeper analysis or specialist support.
Who should attend: HR administrators, HR generalists, HR managers, and new compensation analysts who administer pay programs and want a practical, end-to-end foundation. No prior compensation coursework is required.
Learning Outcomes:
Explain the total rewards model and how an organization's pay philosophy guides compensation decisions.
Describe the role of job documentation, job worth, and formal job leveling in compensation programs.
Interpret salary survey data and apply market pricing techniques to evaluate jobs.
Explain how to develop and use salary structures, including grades, ranges, midpoints, and compa-ratios.
Apply pay administration principles to decisions involving starting pay, merit increases, promotions, equity adjustments, and pay compression.
Identify key legal requirements affecting compensation, including the FLSA, Equal Pay Act, pay transparency, and pay equity.
Communicate compensation decisions clearly and effectively to employees and managers.
This program has been submitted for 5 business credits hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute (HRCI) as well as 5 recertification credit hours (PDC) toward SHRM-CP and SHRM-SCP through the Society of Human Resource Management (SHRM). The use of these seals is not an endorsement by HRCI or SHRM for the quality of the program. It means that this program has met the HRCI's and SHRM's criteria to be pre-approved for recertification credit
Who should attend: HR administrators, HR generalists, HR managers, and new compensation analysts who administer pay programs and want a practical, end-to-end foundation. No prior compensation coursework is required.
Learning Outcomes:
Explain the total rewards model and how an organization's pay philosophy guides compensation decisions.
Describe the role of job documentation, job worth, and formal job leveling in compensation programs.
Interpret salary survey data and apply market pricing techniques to evaluate jobs.
Explain how to develop and use salary structures, including grades, ranges, midpoints, and compa-ratios.
Apply pay administration principles to decisions involving starting pay, merit increases, promotions, equity adjustments, and pay compression.
Identify key legal requirements affecting compensation, including the FLSA, Equal Pay Act, pay transparency, and pay equity.
Communicate compensation decisions clearly and effectively to employees and managers.
This program has been submitted for 5 business credits hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute (HRCI) as well as 5 recertification credit hours (PDC) toward SHRM-CP and SHRM-SCP through the Society of Human Resource Management (SHRM). The use of these seals is not an endorsement by HRCI or SHRM for the quality of the program. It means that this program has met the HRCI's and SHRM's criteria to be pre-approved for recertification credit
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Objectives: This one-day workshop gives HR professionals a working knowledge of how compensation programs are built and administered including pay philosophy, job documentation and worth, market pricing, salary structures, pay administration, legal compliance, and employee communication. It replaces the former Compensation 101 and Compensation 102 courses, combining the foundations of both into a single practical day. Participants leave able to administer pay programs with confidence and recognize when a situation calls for deeper analysis or specialist support.
Who should attend: HR administrators, HR generalists, HR managers, and new compensation analysts who administer pay programs and want a practical, end-to-end foundation. No prior compensation coursework is required.
Learning Outcomes:
- Explain the total rewards model and how an organization's pay philosophy guides compensation decisions.
- Describe the role of job documentation, job worth, and formal job leveling in compensation programs.
- Interpret salary survey data and apply market pricing techniques to evaluate jobs.
- Explain how to develop and use salary structures, including grades, ranges, midpoints, and compa-ratios.
- Apply pay administration principles to decisions involving starting pay, merit increases, promotions, equity adjustments, and pay compression.
- Identify key legal requirements affecting compensation, including the FLSA, Equal Pay Act, pay transparency, and pay equity.
- Communicate compensation decisions clearly and effectively to employees and managers.
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This program has been submitted for 5 business credits hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute (HRCI) as well as 5 recertification credit hours (PDC) toward SHRM-CP and SHRM-SCP through the Society of Human Resource Management (SHRM). The use of these seals is not an endorsement by HRCI or SHRM for the quality of the program. It means that this program has met the HRCI's and SHRM's criteria to be pre-approved for recertification credit
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