Designing Compensation Packages and Payroll Structures

Introduction:

The proper relations and, consequently, the way of motivating the staff depend to some extent on how the systems of employee rewards have been structured by the respective organizations. Research has indicated that there is a high correlation between the success of an organization and the reward systems in place for that organization. This HR Compensation Packages and Payroll Structure course argues that there must be fairness in terms of employee compensation concerning their worth in the organization.

This course, entitled Compensation Package and Payroll Structure, focuses on employee rewards with an endorsement of the need to adopt a comprehensive approach to how the reward systems work. It is designed to provide participants with the basic information required for them to participate in this very important aspect of HR.

In preparing compensation packages, it is imperative for organizations to include compensation packages that have a value to the services recruited. The course attempts to examine how to come up with compensation packages that would be acceptable and reasonable, hence judicial on all costs such as the cost of the executive package and benefits.

The HR Compensation Packages and Payroll Structure course presents valuable information for practitioners who seek to expand their knowledge of human resources through an increasing focus on salary and remuneration spheres.

Those looking for more in-depth training can find ways out, for example, through the Compensation Training Certification Program, Executive Compensation, Payroll Courses for Beginners, etc. It involves taking such classes for training or attending payroll workshops, and it equips them with a wealth of knowledge and practical skills necessary for presenting effective HR payroll management in the workplace.

Objectives:

At the completion of this HR Compensation Packages and Payrolls course, students will be able to:

• Explain the rationale for a reward and the criteria design, and implementation of reward systems.
• Recognize the important elements that encompass reward systems.
• Describe the aim of reward systems both from the angle of the organization and other employees.
• Handle basic issues related to salary design and other pay systems.
• Analyze the performance-related compensation systems.
• Understand the diverse types of benefits and the reasons for providing them.
• Explain why people get paid in different ways when they work in different countries and how much is paid to expatriates.

Training Methodology:

• Needs Assessment
• Objective Setting
• Content Development
• Interactive Workshops
• Case Studies Analysis
• Role-Playing Exercises
• Group Discussions
• Simulation Exercises
• Feedback and Review
• Assessment and Evaluation
• Follow-Up Sessions

Course Outline:

Unit 1: Introduction to Reward Systems

• The position of human resource personnel and line managers in reward systems.
• Reward management system: definition and functions.
• Components of reward systems.
• Reward management.
• Labor market issues, job design participation, and economic theories.
• Reward philosophies, strategies, and policies.
• Some determinants of pay levels.

Unit 2: Salary Structures

• Evolution of salary structures or salary ranges.
• Structure of the pay bases, pay structures such as Eankha.
• Models on graded pay structure.
• Broad-banding techniques.
• Structures per individual job range.
• Family job structures.
• Pay curve methodologies.
• Spot rate pay systems.
• The failing administrative pay spine.
• The administrative pay structures and post levels and their components.

Unit 3: Rewarding Individuals and Teams

• How performance-related pay (PRP) is informational.
• PRP overview.
• Reward system performance management.
• Incentives for blue-collar workers.
• Skill-specific and competency-based pay.
• Translational system barriers – individual and team reward systems.
• Linkages between team rewards and organizational performance.

Unit 4: Benefits, Allowances, and Pensions

• The relative importance of non-financial rewards for employees.
• Comprehensive understanding of employee benefits and allowances.
• Policy pension plans (precise, not detailed).
• Benefits strategy: employee benefits.
• The novelty of spatial benefits.
• Stipend varying location and subsistence allowance.
• Stipend payment for overtime restructuring and shift work.
• Value found in remaining on-call for stand-by or call-out.

Unit 5: International and Expatriate Considerations

• Complications of overseas remuneration.
• Expatriate rewards.
• The tussle between home-based and host systems of pay.
• A structured approach to the management of global reward systems.
• A concluding activity for reinforcement of the learned concepts.
• Recapitulation of the contents of the complete course.
• Construction of individualized strategies for future advancement.