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Compensation and Salary Models

Corporate
Digital Skills

HR

Duration

200 hours

PRESENTATION

The compensation, understood in its broadest sense, is one of the most influential strategic tools a company has at its disposal. In purely budgetary terms, it accounts for a very high percentage of the total costs faced by any company; therefore, it is essential to design a policy for compensation y compensation aligned with the organization's actual goals and needs. Throughout this Course on Compensation and Pay Models You'll learn about the different models and new trends in compensation that make up the total compensation system—fixed compensation, variable compensation, and benefits—as well as the tools you can use to implement them in your company.

Objectives

  • Understanding the different elements of a pay structure.

  • Identify the factors to consider when designing a Compensation Policy.

  • Identify the key compensation indicators currently used to conduct compensation analyses and studies.

  • Putting the role of Compensation y Benefits.

  • Identify and define the various compensation components that companies use to reward their employees' contributions.

  • Design, implement, manage, and evaluate the various compensation systems and compensation-related matters within the company.

Syllabus

TEACHING UNIT 1. REMUNERATION AND COMPENSATION 1. The New Dimension of Remuneration 2. Definition of Remuneration and Compensation: Remuneration as a Compensation Model 3. Importance of the HR Department TEACHING UNIT 2. REMUNERATION POLICY 1. Concept and objectives of remuneration policies 2. Analysis of the current remuneration system 3. Components of the compensation package 4. The Importance of the Collective Bargaining Agreement in Compensation Policies 5. Benefits of Compensation Policies: Total Compensation Model TEACHING UNIT 3. FIXED COMPENSATION SYSTEM 1. Theoretical Content 2. Salary Structure 3. Banded Salary Structure 4. Internal Equity 5. External Competitiveness 6. Compensation Policy 7. Individualized Salaries 8. Practical Example of a Fixed Compensation System TEACHING UNIT 4. VARIABLE COMPENSATION SYSTEM 1. Fundamentals of variable compensation 2. Advantages of a variable compensation system 3. Types of variable compensation 4. Implementation of a variable compensation system TEACHING UNIT 5. EMPLOYEE BENEFITS 1. Fundamentals of employee benefits 2. Types of employee benefits 3. Advantages of an employee benefits plan 4. Current trends in employee benefits LEARNING UNIT 6. FLEXIBLE COMPENSATION 1. Definition and operation of flexible compensation 2. Benefits and advantages of flexible compensation 3. Difference between compensation in kind and flexible compensation 4. Differences between employee benefits and flexible compensation 5. Flexible compensation plan 6. Practical example of flexible compensation TEACHING UNIT 7. DESIGNING COMPENSATION POLICIES 1. Factors to Consider When Designing Compensation and Benefits Policies 2. Analysis and Description of Job Positions Within the Organization 3. Defining the Salary Structure LEARNING UNIT 8. COMPENSATION POLICY MODELS 1. Models for Selecting a Compensation Policy: Interest, Utility, and Satisfaction 2. À la carte model 3. Variable compensation based on objectives 4. Practical example of a company’s compensation policy
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Are the Educa PHAROS courses eligible for credit?

Many courses can be credited toward the master's programs at Structuralia.
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Facts about our area

+ 1.483

Hours

+88.999

Minutes

264

Courses

Educa PHAROS is a next-generation training model that places a company’s human capital at the forefront. Through a platform that adapts to each company’s corporate identity and offers a total of more than 900 courses, it provides tailored training for each organization. The unlimited flat-rate plan provides each company with the number of courses that best suits its needs, as well as the ability to determine which employees will have access.
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