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COMPENSATION
C H A P T E R
E l e v e n
11
Establishing
Strategic Pay Plans
Lecture Outline
Strategic Overview
Basic Factors in Determining Pay Rates
Aligning Total Rewards with Strategy
Equity and Its Impact on Pay Rates
Legal Considerations in Compensation
Union Influences on Compensation Decisions
Pay Policies
Job Evaluation Methods
Compensable Factors
Preparing for the Job Evaluation
Job Evaluation Methods: Ranking
Job Evaluation Methods: Job Classification
Job Evaluation Methods: Point Method
Computerized Job Evaluations
How to Create a Market-Competitive Pay Plan
Choose Benchmark Jobs
Select Compensable Factors
Assign Weights to Compensable Factors
Convert Percentages to Points for Each Factor
Define Factor Degrees
Determine Factors Degrees and Assign Points
Review Job Descriptions and Job Specifications
Evaluate the Jobs
What is a Market-Competitive Pay System?
What are Wage Curves?
Draw the Current (Internal) Wage Curve
Conducting a Market Analysis: Salary Surveys
Draw the Market (External) Wage Curve
Compare and Adjust Current/Market Wage Rates for Jobs
Developing Pay Grades
Establish Rate Ranges
Address Remaining Jobs
Correcting Out-of-Line Rates
Pricing Managerial and Professional Jobs
Compensating Executives and Managers
What Determines Executive Pay?
Compensating Professional Employees
Contemporary Topics in Compensation
Competency-Based Pay
Broadbanding
Actively Managing Compensation Allocations and Talent
Management
Comparable Worth
Board Oversight of Executive Pay
Total Rewards and Tomorrows Pay Programs
Improving Productivity Through HRIS:
In Brief:
This chapter
covers
the
basics
of
compensation. Included are
basic
considerations
in
determining
pay
rates,
establishing
pay
rates,
current
trends
in
compensation,
pricing
managerial and professional
jobs, and current issues in
compensation management.
Interesting
Issues:
Employees are guided to do
what they are paid to do.
Compensation plans are
evolving from more generic,
impersonal
methods
to
programs that recognize and
reward
the
specific
competencies
an
organization needs in order
to accomplish its strategic
objectives.
LEARNING OUTCOMES
1.
2.
3.
4.
5.
6.
ANNOTATED OUTLINE
I.
NOTES
J.
What are Wage Curves? They show the relationship between the value of
the job and the average wage paid for the job.
K. Drawing the Current (Internal) Wage Curve Plotting each jobs points and
wage rate produces a scatter plot (see Figure 11-7). A wage curve can be
drawn through these plots to show how point values relate to current wage
rates.
NOTES
IV.
IV.
NOTES
NOTES
KEY TERMS
employee compensation
Davis-Bacon Act
A law passed in 1931 that sets wage rates for laborers employed
by contractors working for the federal government.
Walsh-Healey Public
Contract Act
Rights Act
Employee Retirement
Income Security Act
(ERISA)
benchmark job
A job that is used to anchor the employer's pay scale and around
which other jobs are arranged in order of relative worth.
job evaluation
compensable factor
ranking method
job classification
(or grading) method
classes
grades
grade definition
point method
pay grade
salary survey
wage curve
Shows the relationship between the value of the job and the
average wage paid for this job.
pay range
compa ratio
competency-based pay
Where the company pays for the employees range, depth, and
types of skills and knowledge, rather than for the job title he or
she holds.
broadbanding
comparable worth
The concept by which women who are usually paid less than
men can claim that men in comparable rather than strictly equal
jobs are paid more.