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11-2
Learning Objectives
1. List the basic factors determining
pay rates.
2. Define and give an example of how
to conduct a job evaluation.
3. Explain in detail how to establish a
market-competitive pay plan.
11-3
Learning Objectives
4. Explain how to price managerial
and professional jobs.
5. Explain the difference between
competency-based and traditional
pay plans.
6. List and explain six important trends
in compensation management.
11-5
Basic Factors in
Determining Pay Rates
• Aligning total rewards with strategy
• Equity and its impact on pay rates
• Equity theory of motivation
• Addressing equity issues
11-6
Legal Considerations in
Compensation
• Fair Labor Standards Act (1938)
• Exempt/nonexempt
• Equal Pay Act (1963)
• Employee Retirement Income
Security Act (1974)
• Other legislation
11-8
Review
• Alignment with strategy
• Equity – external, internal
• Legal Considerations
• Union influences
• Pay policies
• Geography
11-11
Job Evaluation Methods:
Ranking
1. Obtain job information
2. Select and group jobs
3. Select compensable factors
4. Rank jobs
5. Combine ratings
11-12
Job Evaluation Methods
• Job classification
• Point method
o “Packaged” point
plans
• Computerized job
evaluations
11-13
Review
• Compensable factors
• Preparation
• Ranking
• Classification
• Point method
• Computer-based
11-15
How to Create a Market-
Competitive Pay Plan
• Choose benchmark jobs
• Select compensable factors
• Assign weights
• Convert percentages to points
• Define each factor’s degrees
• Determine degrees and assign points for job factors
11-16
How to Create a Market-
Competitive Pay Plan
• Review job descriptions and
specifications
• Evaluate the jobs
oWhat is a market competitive pay plan?
oWhat are wage curves?
11-17
How to Create a Market-
Competitive Pay Plan
• Draw current (internal) wage curve
• Conduct market analysis: salary
surveys
oCommercial, professional, and
government
• Using internet to do compensation
surveys
11-18
How to Create a Market-
Competitive Pay Plan
• Draw market (external) wage curve
• Compare and adjust
• Develop pay grades
• Establish rate ranges
• Address remaining jobs
• Correct out-of-line rates
11-21
Pricing Managerial and
Professional Jobs
• Compensating executives and managers
• What determines executive pay?
oElements of executive pay
oManagerial job evaluation
• Compensating professional employees
11-24
Contemporary Topics in
Compensation
• Competency-based
pay
• What is it?
• Why use it?
• In practice
• The bottom line
11-27
Trends
• Broadbanding
• Actively managing
• Comparable worth
oThe pay gap
• Board oversight
• Total rewards and tomorrow’s pay programs