HRM5055 Unit 1 to Unit 10 Discussions and Assignments

Unit 1

 

Top of Form

Bottom of Form

• PRINT
• A Strategic Compensation Overview

INTRODUCTION

What is total rewards? Total rewards is all of the tools available to the employer that may be used to attract, motivate, and retain employees. Total rewards include everything the employee perceives to be of value resulting from the employment relationship.

 

— World at Work

Who picks the right people, develops workplace culture, and designs compensation? The HRM professional is certainly very involved in all of these areas. These are challenging and exciting times for people in this profession, who are increasingly being properly recognized as partners in organizational leadership, as success in this field requires a solid understanding of the specific organization, current legislation, and business trends. In this course, we focus on strategic compensation and the impact a proper plan can have on organizational success.

TOGGLE DRAWERHIDE FULL INTRODUCTION

In this unit, you will be taking the broad view of strategic compensation. You will become familiar with forms of extrinsic compensation, including core compensation, adjustments to core compensation, legally required employee benefits, and discretionary employee benefits (Martocchio, 2017, pp. 9–11). You will also review the many facets of compensation, the role of HR and the strategic and tactical (general and specific) decisions that are made (Martocchio, 2017). Reflect upon your own professional experience and the role compensation has played in motivating employees and/or achieving organizational goals. Did the approach work? Was it appropriate for the particular organization? How might it have been restructured?

References

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

World at Work. (n.d.) What is total rewards? Retrieved from http://www.worldatwork.org/aboutus/html/aboutus-whatis.jsp

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Develop a broad overview of strategic compensation and its value and purpose.
2. Assess the importance of total rewards to organizational success.
3. Analyze the context impacting strategic compensation, including law, economy, and history.
4. Review APA formatting guidelines.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u01s1] Unit 1 Study 1

Studies

Multimedia

• View Total Rewards Best Practices. Total rewards are both monetary and nonmonetary and serve to recruit and retain employees.

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to read the following:

• Chapter 1, “Strategic Compensation,” pages 2–23.
• “Competitive Strategy at Sportsman Shoes” case study, page 21.

Use the Capella University Library to read the following:

• In Rebounding Job Market, Keeping Key Employees Is Growing Challenge. (2012). HR Focus, 89(4), 1–4.
• Trends. (2011). HR Magazine, 56(12), 58.
• Business leaders reflect upon salaries, benefits. The Nation (Thailand) July 8, 2011 Friday.

Use the Capella Writing Center to complete the following:

• Review APA Style and Format, which will be important in all your research writing. Any information you present should be referenced so that the reader may review and verify the information.

• Toggle Drawer

[u01d1] Unit 1 Discussion 1

The Current Economy

Read the Discussion Participation Scoring Guide to learn how the instructor will evaluate your discussion participation throughout this course.

Discuss one or more of the articles from this unit’s studies or your own research and discuss the impact of the current economy on strategic compensation. Respond to the following:

• What are some existing or developing challenges for those in charge of compensation?
• What approaches may be most effective in addressing these challenges?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. State why you agree or disagree with their choice of articles. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

[u01d2] Unit 1 Discussion 2

Sportsman’s Dilemma

Read the “Competitive Strategy at Sportsman Shoes” case study on page 21 of the Strategic Compensation: A Human Resource Management Approach text and respond to the following:

• Following Sportsman’s shift in competitive strategy, what are some considerations for the company’s human resources management practices?
• What kind of challenges will Sportsman face, specifically in the area of compensation?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Reference

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

 

Unit 2

 

Top of Form

Bottom of Form

• PRINT
• The Law and Tradition

INTRODUCTION

Trade and commerce, if they were not made of India rubber, would never manage to bounce over the obstacles which legislators are continually putting in their way.

 

— Henry David Thoreau

All strategic compensation falls within the context of the law. Grounded in worker protections from exploitation, discrimination, and physical danger, employment laws create the basic structure through which all compensation must be viewed. From laws directly concerning compensation to those controlling benefits, there is hardly an area of the employment environment that is not somehow regulated. Labor law, distinct from the body of employment law, provides additional controls that must be considered when a union is involved in the workplace.

TOGGLE DRAWERHIDE FULL INTRODUCTION

In addition to reviewing some of the major pieces of legislation that influence, guide, and control your strategy, in this unit you will analyze traditional approaches to salary, including seniority, longevity, and merit. You will evaluate appraisal methods and examine the ways they might be most impactful and effective. Additionally, you will consider the positives and negatives of merit pay.

References

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

Thoreau, H. D. (1849). Civil disobedience (Part 1 of 3). Retrieved from http://thoreau.eserver.org/civil1.html

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Analyze influence and control of law on compensation.
2. Assess the value of traditional bases of pay, including seniority and merit pay.
3. Identify key issues implicating strategic compensation at CapraTek.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u02s1] Unit 2 Study 1

Studies

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to read the following:

• Chapter 2, “Contextual Influences on Compensation Practice,” pages 25–50.
• Chapter 3, “Traditional Bases for Pay: Seniority and Merit” pages 52–76.

Use the Capella library to read the following:

• Brittan, M., & Onder, A. (2009). Managing the expanding definition of “discrimination”: A practical review of the Ledbetter Fair Pay Act and its consequences for employers. Employee Relations Law Journal,35(2), 3–29.
• Geisel, J. (2013). Reform law may slash COBRA usage. Business Insurance, 47(10).
• Plaintiffs not entitled to discretionary severance benefits. (2013). Benefits Magazine, 50(11), 66–67.
• Yu, E. H. (2013). HIPAA privacy and security: Analysis of recent enforcement actions. Managed Care Outlook, 26(16), 9–11.

Multimedia

• View Employment and Labor Law Timelines. This timeline presents primary labor and employment laws for HRM professionals.
• Click the graphic to view CapraTek: Key Issues and Initial Analysis. CapraTek is a virtual technology company. You will use this interaction in this unit’s assignment, Compensation Issues.

 

• Toggle Drawer

[u02a1] Unit 2 Assignment 1

Compensation Issues

In this assignment you will become familiar with CapraTek, a virtual technology company, and begin to reflect on the practical and contextual considerations that will form your project as it develops.

To complete this first assignment, you will:

• Identify strategic decisions, tactical decisions, and specific tactical HR decisions (Martocchio, p. 4) that should be considered at CapraTek.
• Identify CapraTek stakeholders.
• Analyze contextual influences such as laws on compensation at CapraTek.
• Summarize the key compensation areas and issues that will need to be addressed in your total rewards plan.

Assignment Requirements

• Written communication:Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting: Resources and citations are formatted according to current edition APA style and formatting.
• Length of paper:1–2 typed, double-spaced pages. Assignment should be uploaded in one document.
• Font and font size: Times New Roman, 12 point.
• Communication:Understand the audience and communicate appropriately.

Reference

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

Resources

• Compensation Issues Scoring Guide.
• CapraTek: Key Issues and Initial Analysis.

• Toggle Drawer

[u02d1] Unit 2 Discussion 1

Greatest Legal Challenge

After completing this unit’s studies, respond to the following:

• What do you see as the greatest legal challenge impacting an organization’s effectiveness and productivity?
• How should this challenge be approached?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Use examples from the text, the articles and your professional experience as appropriate.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

[u02d2] Unit 2 Discussion 2

The Importance of Precision

Read the “Appraising Performance at Precision” case on page 73–74 of your Strategic Compensation: A Human Resource Management text and respond to the following:

• What are some problems with Precision’s performance appraisal process that might cause challenges for Jackson to implement a merit pay program?
• What changes do you recommend Precision make to the performance appraisal process to align it with a merit pay program?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

 

Unit 3

 

Top of Form

Bottom of Form

• PRINT
• Incentives and Competencies

INTRODUCTION

If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it, you almost don’t have to manage them.

 

— Jack Welch, U.S. business executive

Generally, traditional pay structures involve annual salary or hourly rates with raises based on seniority or merit. This week, you review some alternative approaches, including incentive pay and person-focused pay. Your assessment of incentive-based pay includes individual incentive plans, group incentive plans, and company-wide incentive plans. Significant in developing an incentive pay plan is an analysis of the risk-tolerance level of an organization; an evaluation and decision on whether the incentive pay is a substitute for, or supplement to, base pay; and the creation of an action plan for measuring performance.

TOGGLE DRAWERHIDE FULL INTRODUCTION

While incentive-based pay is linked to performance, person-focused plans focus on competencies. Martocchio (2017) states that “competency refers to an individual’s capability to orchestrate and apply combinations of knowledge and skills consistently over time to perform work successfully in the required work situations” (p. 101). Keep in mind that your approach should be strategic and that total rewards is not a “one size fits all” concept. The positives and negatives of each approach for a specific organization should be primary to your analysis, evaluation, and creation of a plan.

References

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

ThinkExist. (n.d.). Jack Welch quotes. Retrieved from http://thinkexist.com/quotes/jack_welch/

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Evaluate individual and group incentive-based pay.
2. Analyze and apply person-focused pay.
3. Evaluate the appropriateness of nontraditional bases of pay.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u03s1] Unit 3 Study 1

Studies

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to read the following:

• Chapter 4, “Incentive Pay,” pages 77–98.
• Chapter 5, “Person-Focused Pay,” pages 100–118.

Use the Capella library to read the following:

• Kim, H., & Gong, Y. (2009). The roles of tacit knowledge and OCB in the relationship between group-based pay and firm performance. Human Resource Management Journal, 19(2), 120–139.
• Landsberg, R. D. (2009). How to make pay for performance pay off. Journal of Financial Service Professionals, 63(6), 12–13.
• Pohler, D., & Schmidt, J. A. (2016). Does pay-for-performance strain the employment relationship? The effect of manager bonus eligibility on nonmanagement employee turnover. Personnel Psychology, 69(2), 395429.
• Young, G. J., Beckman, H., & Baker, E. (2012). Financial incentives, professional values, and performance: A study of pay-for-performance in a professional organization. Journal of Organizational Behavior, 33(7), 964–983.
• Zoltners, A. A., Sinha, P., & Lorimer, S. E. (2012). Breaking the sales force incentive addiction: A balanced approach to sales force effectiveness. Journal of Personal Selling and Sales Management, 32(2), 171–186.

Optional Reading

You may find this article helpful in understanding this unit’s topics.

• Campion, M. A., Fink, A. A., Ruggeberg, B. J., Carr, L., Phillips, G. M., & Odman, R. B. (2011). Doing competencies well: Best practices in competency modeling. Personnel Psychology, 64(1), 225–262. doi:10.1111/j.1744-6570.2010.01207.x

• Toggle Drawer

[u03d1] Unit 3 Discussion 1

Strategic Incentives

Does incentive pay work? Provide your analysis as you respond to the following:

• Provide at least two examples (types of jobs) where individual incentive might be appropriate.
• Provide at least two examples (types of jobs) where group incentive might be appropriate.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

[u03d2] Unit 3 Discussion 2

The Case for Person-Focused Pay

Use your Strategic Compensation: A Human Resource Management Approach text to read the fact pattern on page 116. Respond to the following:

• What are some advantages of a person-focused pay system at Mitron?
• What are some disadvantages?
• What approach would you recommend for Holly to take in designing a person-focused pay system?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

 

Unit 4

 

Top of Form

Bottom of Form

• PRINT
• Building the Structure

INTRODUCTION

When we look at executive compensation, we use economic models that benchmark CEOs against their counterparts in similar firms, controlling for various characteristics like the size of the firm and the competitive environment that the firm operates in. With this information, we then try to estimate who is getting overpaid or underpaid, which firms have governance problems or issues related to stock options, and so forth. The press might use some of the same models to try and place compensation packages in context, or they may focus instead on producing stories people will find interesting. That might include writing about a person everyone has heard of, even if he or she is not necessarily overpaid.

 

— Wayne Guay

This week you will start to put it all together. You will focus on three areas that will make up key components of your project—building consistency, being competitive, and recognizing employee contributions. You are building a total rewards system for CapraTek. First you will focus on consistency for your system, which will include job analysis and job evaluation. Secondly, you will review how to create a competitive package that includes surveying the market. Finally, you will consider how to design a pay structure and evaluate various approaches, focusing on an overarching strategic approach.

TOGGLE DRAWERHIDE FULL INTRODUCTION

Total rewards programs need the development and enhancement of internal structures in an organization to ensure their effectiveness. They also are often described as competitive-pay programs based on current market research. It is important that total rewards is not viewed as pay alone. Culture determines the commitment to recognition programs as well as career-development opportunities available to employees. Make sure to consider the importance of management style and leadership in human resource management. The combination of these factors fosters the commitment to a total rewards philosophy.

References

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

QuoteSea. (n.d.). Wayne Guay quotes. Retrieved from http://www.quotesea.com/quotes/by/wayne-guay

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Evaluate internal and external consistency in an organization.
2. Apply job analysis and create a job classification system in an organization.
3. Apply compensation survey data to an organization.
4. Evaluate pay structures that recognize employee contributions.
5. Assess forms of executive compensation.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u04s1] Unit 4 Study 1

Studies

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to complete the following:

• Read Chapter 6, “Building Internally Consistent Compensation Systems,” pages 119–145.
• Read Chapter 7, “Building Market-Competitive Compensation Systems,” pages 146–170.
• Read Chapter 8, “Building Pay Structures That Recognize Employee Contributions,” pages 171–198.
• Read Chapter 11, “Compensating Executives,” pages 252–277.

Multimedia

• Click the graphic to view CapraTek: Job Structures and Compensation. You will use this information in this unit’s assignment, Internally Consistent and Externally Competitive.

 

• Toggle Drawer

[u04a1] Unit 4 Assignment 1

Internally Consistent and Externally Competitive

Using CapraTek’s division structure as well as online research, analyze and create an overview of an internally consistent and externally competitive compensation system for CapraTek. The specific pay structure and benefit structure will be further developed in Units 6 and 8, respectively.

To complete this assignment, you will:

• Conduct a job analysis and job evaluation for CapraTek to ensure internal consistency.
• Analyze jobs and job classifications to understand how they work together and evaluate the impact of job classification systems on compensation.
• Conduct a strategic analysis, including internal and external considerations.
• Construct an action plan with recommendations for a market compensation survey. (You do not need to conduct a survey.)
• Develop an overview of an internally consistent and externally competitive compensation system for CapraTek.
• Validate your strategy as to why it is or is not an internally consistent and externally competitive compensation system.

Assignment Requirements

• Written communication:Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting:Resources and citations are formatted according to APA (6th edition) style and formatting.
• Length of paper:4–5 typed, double-spaced pages.
• Font and font size:Times New Roman, 12 point.
• Resources:Use Chapters 6 and 7 as a guide, but you are not limited to the text. Conduct Internet research to ensure that your structure is externally consistent.
• Communication:Understand the audience and communicate appropriately.

Resources

• Internally Consistent and Externally Competitive Scoring Guide.
• CapraTek: Job Structures and Compensation.

• Toggle Drawer

[u04d1] Unit 4 Discussion 1

Define and Describe Pay Structures

In this discussion, define and describe pay structures that recognize employee contributions.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

 

Unit 5

 

Top of Form

Bottom of Form

• PRINT
• The Benefits of Compensation

INTRODUCTION

Employees who believe that management is concerned about them as a whole person—not just an employee—are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

 

— Anne M. Mulcahy, U.S. Businesswoman

In this unit you will be reviewing discretionary benefits and legally required benefits. As we saw in Chapter 2, the law provides a context. You might consider reading Chapter 10, “Legally Required Benefits,” of your text prior to reading Chapters 9. Discretionary benefits include income protection programs, health protection programs, paid time off, and services.

Reference

BrainyQuote. (n.d.). Anne M. Mulcahy quotes. Retrieved from http://www.brainyquote.com/quotes/authors/a/anne_m_mulcahy.html

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Analyze employer-sponsored retirement plans.
2. Evaluate health insurance programs.
3. Assess benefits required by law.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u05s1] Unit 5 Study 1

Studies

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to complete the following:

• Read Chapter 9, “Discretionary Benefits,” pages 202–226.
• Read Chapter 10, “Legally Required Benefits,” pages 227–249.

Use the Capella library to read the following:

• Bottelli, R. J., Jr., & Wadia, Z. (2010). Cash balance renaissance. Benefits Quarterly, 26(4), 25–28.
• Five strategies to help businesses navigate health care reform. (2013, October). Compliance Week[Supplement], pp. 14–18.
• Kwon, J., & Hein, P. (2013). Employee benefits in a total rewards framework. Benefits Quarterly, 29(1), 32–38.
• Landsberg, R. D. (2012). Executive benefit planning and compensation management. Journal of Financial Service Professionals, 66(2), 19–20.
• Miller, L. S. (2013). Total rewards offer escape from handcuffs of health reform. Employee Benefit News, 27(7), 43.
• Wojcik, S. E. (2013). Implementing the Patient Protection and Affordable Care Act: The time is now. Benefits Quarterly, 29(2), 30–33.

• Toggle Drawer

[u05d1] Unit 5 Discussion 1

The Affordable Care Act

Locate an article in The Wall Street Journal using the Wall Street Journal Resources (Getting Started section) concerning the Affordable Care Act. Consider a current or former employer (you can change the name if you feel the need) and discuss how the Affordable Care Act impacts the organization. Respond to the following:

• How does this legislation impact organizations of different sizes?
• What is the best strategy for the HRM professional?
• How might “repeal and replace” impact this strategy?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications, scholarly literature relevant to the unit, and your selected article from The Wall Street Journal.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.
• The Wall Street Journal.

• Toggle Drawer

[u05d2] Unit 5 Discussion 2

The Law of Benefits

In this discussion, use real-world examples to discuss the benefits and costs of legally required benefits.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

 

Unit 6

 

Top of Form

Bottom of Form

• PRINT
• The Impact of Total Rewards

INTRODUCTION

A good job is more than just a paycheck. A good job fosters independence and discipline, and contributes to the health of the community. A good job is a means to provide for the health and welfare of your family, to own a home, and save for retirement.

 

— James H. Douglas, U.S. Politician

In this unit, we will examine the influence of total rewards programs on employee motivation, productivity, and engagement with the organization. Also, we will focus on research that links employee performance and the strategic goals of an organization. Total rewards succeeds when a positive link is established between the cost of the rewards programs and the return on investment for the organization. It is critical to know that a successful compensation strategy will gain more acceptance by senior management when HRM can demonstrate a link between the rewards strategy and the attainment of the organization’s strategic goals.

Reference

BrainyQuote. (2014). James H. Douglas quotes. Retrieved from http://www.brainyquote.com/quotes/authors/j/james_h_douglas.html

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Evaluate the impact of total rewards on an organization.
2. Create a pay structure for an organization.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u06s1] Unit 6 Study 1

Studies

Readings

Use the Capella library to read the following:

• Sammer, J. (2012). Measure compensation’s impact. HR Magazine, 57(9), 85–90.
• CEOs want HR to focus on ROI of reward programs. (2013). Report on Salary Surveys, 20(6), 11–12.
• Karen Gaynor: Total reward and the employer value proposition. (2013, August 23). Employee Benefits, p. 6.
• Loftus, J. C. (2013). Don’t just “show me the money,” show me the total rewards. CPA Practice Management Forum, 9(3), 5–17.
• Paterson, J. (2013, November 14). Award fosters pride at Hewlett-Packard. Employee Benefits, p. 2.
• Presslee, A., Vance, T. W., & Webb, R. A. (2013). The effects of reward type on employee goal setting, goal commitment, and performance. Accounting Review, 88(5), 1805–1831.
• Read, M., & Whelan, C. (2013). Communication, rewards, and engagement. Human Resources Magazine, 18(2), 26–27.
• Sullivan, N. (2012, June). Towry highlights total value. Employee Benefits, p. 6.
• Cao, Z., Chen, J., & Song, Y. (2013). Does total rewards reduce the core employees’ turnover intention?International Journal of Business and Management, 8(20), 62–75.

Use the Internet to read the following:

• SHRM Code of Ethics: Code Provisions.The core principle states, “As HR professionals, we are responsible for adding value to the organizations we serve and contributing to the ethical success of those organizations. We accept professional responsibility for our individual decisions and actions. We are also advocates for the profession by engaging in activities that enhance its credibility and value.”

Multimedia

 

• Click the graphic to view CapraTek: Strategic Pay Structures. You will use this interaction in this unit’s assignment, Strategic Pay Structure.

Reference

Society for Human Resource Management. (2007). Code of ethics. Retrieved from http://www.shrm.org/about/Pages/code-of-ethics.aspx

• Toggle Drawer

[u06a1] Unit 6 Assignment 1

Strategic Pay Structure

For your third assignment, you will design a pay structure for CapraTek that is commensurate with job classifications. In addition to the media piece from this unit’s studies, it may be helpful to review the first CapraTek interaction, which you viewed in Unit 2. Links to both pieces are in the Resources.

To complete this assignment, you will:

• Create a strategic pay structure for CapraTek using Martocchio’s five-step system, including the number of pay structures, market pay line, defined pay grades, and pay ranges (Martocchio, pp. 172–179).
• Analyze merit-pay systems and their applicability to CapraTek.
• Analyze sales-incentive compensation plans and their applicability to CapraTek.
• Analyze person-focused programs and their applicability to CapraTek.
• Evaluate the alignment of job classifications to this pay structure.

Assignment Requirements

• Written communication:Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting: Resources and citations are formatted according to current edition APA style and formatting.
• Length of paper:3–4 typed, double-spaced pages. Assignment should be uploaded in one document.
• Font and font size: Times New Roman, 12 point.
• Communication: Understand the audience and communicate appropriately.

Reference

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

Resources

• Strategic Pay Structure Scoring Guide.
• CapraTek: Key Issues and Initial Analysis.
• CapraTek: Job Structures and Compensation.
• CapraTek: Strategic Pay Structures.

• Toggle Drawer

[u06d1] Unit 6 Discussion 1

Total Rewards Philosophy

In this discussion, evaluate the key findings from the unit’s readings regarding how a total rewards philosophy influenced employee motivation and commitment to an organization.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

Unit 7

 

Top of Form

Bottom of Form

• PRINT
• Strategic Alignment

INTRODUCTION

Business is not a science; it is not susceptible to experiments that can be controlled and replicated. Everything in business is too unpredictable for that—every business, employee, product, market, is different and keeps changing.

 

— Margaret Heffernan,
U.S. Businesswoman

Total rewards programs need the support of organizational structures. This week you will review articles that discuss the importance of aligning your compensation system with organizational strategy and culture. This highlights both the importance of the HRM professional as a key player in the success of an organization and the necessity of understanding the structures and culture of an organization. As you wade through this material and discuss a plan for a current or former employer, be sure to consider how any insights may inform your own project involving CapraTek, in terms of reworking what you have already produced or determining where you are headed.

Reference

BrainyQuote. (2014). Margaret Heffernan quotes. Retrieved from http://www.brainyquote.com/quotes/authors/m/margaret_heffernan.html

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Analyze the relationship between total rewards and organizational culture.
2. Evaluate the value of alignment of rewards with organizational design.
3. Assess the approach to compensation for a specific organization and make recommendations.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u07s1] Unit 7 Study 1

Studies

Readings

Use the Capella library to read the following:

• Chen, A. (2010). Culture and compensation—unpicking the intricate relationship between reward and organizational culture. Thunderbird International Business Review, 52(3), 189–202. doi:10.1002/tie.20324
• Reichel, D. A., & Blain, N. (2005). Employee input helps QUALCOMM select the best total rewards investments. Journal of Organizational Excellence, 25(1), 35–46.
• Rumpel, S., & Medcof, J. W. (2006). Total rewards: Good fit for tech workers. Research Technology Management, 49(5) ,27–35.
• Schuster, M., & Kesler, G. (2011). Aligning reward systems in organizational design: How to activate the orphan star point. People and Strategy, 34(4), 38–45.
• Hsieh, Y. H., & Chen, H. M. (2011). Strategic fit among business competitive strategy, human resource strategy, and reward system. Academy of Strategic Management Journal, 10(2), 11–32.

• Toggle Drawer

[u07d1] Unit 7 Discussion 1

Executive Summary

After reading the articles assigned in this unit, place yourself in the role of an HRM executive. You have been asked to write an executive summary for a current or former employer. (You can change the name if you feel the need). Respond to the following:

• Recommend key components for an organization-wide total rewards program and immediate steps to be taken.
• Include specific organizational benefits for each of the rewards program you identify in the executive summary and be certain to consider key job classifications.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

Unit 8

 

Top of Form

Bottom of Form

• PRINT
• Flexibility

INTRODUCTION

We’re living in a different world now in terms of employee needs, and companies have to offer alternative methods for getting the work done. Even under the most difficult circumstances you can have creative flexibility.

 

— Anne M. Mulcahy, U.S. Businesswoman

One way to be flexible about how to get work done is with contingent employees and flexible work schedules. Contingent workers include part-time and temporary employees as well as leased workers, independent contractors, freelancers, and consultants (Martocchio, 2017). Technology and creative scheduling are leading to new and creative approaches to making organizations successful. The HRM professional or compensation expert should have the ability to strategically manage the compensation for such a workforce.

References

BrainyQuote. (n.d.). Anne M. Mulcahy quotes. Retrieved from http://www.brainyquote.com/quotes/authors/a/anne_m_mulcahy.html

Martocchio, J. J. (2017). Strategic compensation: A human resource management approach (9th ed.). Hoboken, NJ: Pearson.

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Assess theories of compensation for a flexible workforce.
2. Create a benefits structure within CapraTek.
3. Assess the approach to compensation for a specific organization and make recommendations.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u08s1] Unit 8 Study 1

Studies

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to read the following:

• Chapter 12, “Compensating the Flexible Workforce,” pages 280–303.

Use the Capella library to read the following:

• Cappelli, P. H., & Keller, J. R. (2013). A study of the extent and potential causes of alternative employment arrangements. Industrial and Labor Relations Review, 66(4), 874–901.
• Janich, D. N. (2011). Without proper planning, contingent workers pose serious legal risks to employer benefit plans. Employee Benefit Plan Review, 66(1), 8–11.
• Moran, A. E. (2004). The contingent workforce: A challenge for benefits managers. Employee Relations Law Journal, 30(3), 87–100.

• Toggle Drawer

[u08a1] Unit 8 Assignment 1

Strategic Benefits

For your third assignment, you are developing a benefits structure for CapraTek to commensurate with job classifications.

To complete this assignment, you will:

• Construct a benefits structure for CapraTek, including legally required benefits, retirement plans, and discretionary benefits.
• Validate the alignment of your benefits plan to your pay structure.
• Evaluate strategy considerations, including individual and organizational performance and the overall total rewards.

Assignment Requirements

• Written communication: Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting:Resources and citations are formatted according to APA (6th edition) style and formatting.
• Length of paper:3–4 typed, double-spaced pages. Assignment should be uploaded in one document.
• Font and font size:Times New Roman, 12 point.
• Communication:Understand the audience and communicate appropriately.

Resources

• Strategic Benefits Scoring Guide.

• Toggle Drawer

[u08d1] Unit 8 Discussion 1

The Flexible Workforce

Changing work strategies often concern wages, benefits, and legal obligations. Discuss the primary considerations in how contingent workers figure into the total rewards structure of an organization.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

Unit 10

 

Top of Form

Bottom of Form

• PRINT
• Challenges and Moving Forward

INTRODUCTION

This week you will examine current and future challenges for HRM professionals and compensation experts. You should reflect on the concepts, approaches, and strategies that you have examined in this course. This will also be the week that you revise your project. Put it all together returning to earlier pieces and ensure that you have a comprehensive total rewards strategy for CapraTek.

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Analyze best practices in strategic compensation.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

 

Unit 9

 

Top of Form

Bottom of Form

• PRINT
• A World of Compensation

INTRODUCTION

Ineffective expatriate compensation plays a big role in the failure of expatriate assignments. Therefore, international firms need to establish policies for careful and effective management of expatriate compensation. To do so requires that the firm have knowledge of the foreign country’s laws, customs, environment, and employment practices, as well as an understanding of the effects of currency exchange fluctuations and inflation on compensation. Within the changing political, economic, and social conditions, establishing policy also requires an understanding of why certain allowances are necessary. — David Ahlstrom and Garry D. Bruton, in International Management: Strategy and Culture in the Emerging World

This week you will use your knowledge and skills to analyze strategic compensation of expatriates as well as pay and benefits in other countries. As economics and technology make globalization a reality, the HRM professional and compensation expert must be prepared to consider even more factors in planning compensation. Global organizations encounter challenges in developing a total rewards structure beyond those of domestic organizations as employees are assigned to foreign locations. However, the goals for an effective total reward programs are often the same for a global organization. These include enhancing employee motivation, productivity, and engagement in an organization.

Reference

Ahlstrom, D., & Bruton, G. D. (2009). International management: Strategy and culture in the emerging world. Mason, OH. Cengage Learning.

OBJECTIVES

To successfully complete this learning unit, you will be expected to:

1. Analyze approaches to expatriate compensation.
2. Analyze innovative options in global total rewards.
3. Evaluate strategic compensation approaches in international settings.

LEARNING ACTIVITIES

Collapse All

• Toggle Drawer

[u09s1] Unit 9 Study 1

Studies

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to read the following:

• Chapter 13, “Compensating Expatriates,” pages 306–324.
• Chapter 14, “Pay and Benefits Outside the United States,” pages 325–340.

Use the Capella library to read the following:

• Tornikoski, C. (2011). Fostering expatriate affective commitment: A total reward perspective. Cross Cultural Management, 18(2), 214–235.
• Haile, S., & Williams, D. (2011). Factors that influence expatriate compensation problems. Academy of Business Research Journal, 1, 125–132.
• Neal, V. (2012). How often should we review and make pricing adjustments for jobs in emerging economies?HR Magazine, 57(2), 22.

Use the Internet to familiarize yourself with the SHRM bylaws and code of ethics.

• Toggle Drawer

[u09d1] Unit 9 Discussion 1

Jenkins Goes Abroad

Use your Strategic Compensation: A Human Resource Management Approach text to read the case study on page 323. Respond to the following:

• How should Dale approach the determination of the consultant’s salaries as expatriates?
• Should Jenkins offer any incentive compensation or additional benefits to the expatriates? Why or why not?

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

[u09d2] Unit 9 Discussion 2

A World of Difference

In this discussion, choose any country other than the United States and research at least one article concerning any issue related to compensation in that country. Respond to the following:

• Compare and contrast pay and benefit structures between your chosen country and the United States.
• Explain how these differences or similarities can be leveraged for individual and organizational performance.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.

 

 

 

[u10s1] Unit 10 Study 1

Studies

NBC Archives on Demand

• View the NBC video, Are Companies Passing on Health Care Costs to Employees?
• View the NBC video, Reading the Fine Print of the Health Care Law.

Readings

Use your Strategic Compensation: A Human Resource Management Approach text to read the following:

• Chapter 15, “Challenges Facing Compensation Professionals,” pages 344–356.

• Toggle Drawer

[u10a1] Unit 10 Assignment 1

Comprehensive Reward Plan

The final assignment is to create a comprehensive reward plan for CapraTek.

In this final assignment, you will:

• Revise, rewrite, and integrate your three prior assignment components (job analysis and classification, pay structures, and benefits) into a comprehensive compensation structure.
• Evaluate compensation and benefits components in your plan.
• Identify legally required benefits in your plan.
• Consider the impact of reward plans on workforce behavior of employees and executives.

Assignment Requirements

• Written communication:Written communication is thoughtful and free of errors that detract from the overall message.
• APA formatting: Resources and citations are formatted according to APA (6th edition) style and formatting.
• Length of paper:10–13 typed, double-spaced pages. Assignment should be uploaded in one document.
• Font and font size:Times New Roman, 12 point.
• Communication:Understand the audience and communicate appropriately.

Resources

• Comprehensive Reward Plan Scoring Guide.

• Toggle Drawer

[u10d1] Unit 10 Discussion 1

Best Practices Reflection

In this discussion, describe three to four key best practices in strategic compensation. Focus on theories or concepts for approaching a total rewards strategy, the significance and impact of job classifications in creating a total rewards strategy and approaches to impacting individual or organizational performance.

Your initial post should be succinct, of at least 150 words, and demonstrate critical analysis and precision in writing. Evaluate unit materials and reference trade publications and scholarly literature relevant to the unit.

Response Guidelines

Read the posts of your peers and respond to two other learners. Provide comments and questions that encourage critical thinking and insight. Your response should extend the discussion and stimulate other learners to clarify, strengthen, and extend their dialogue.

Resources

• Discussion Participation Scoring Guide.

• Toggle Drawer

Updates and Handouts

Periodically, information will be posted in this space for the good of the class.

• Toggle Drawer

Ask Your Instructor

This forum was created to provide a convenient space for you to ask questions—questions about particular assignment and discussion activities, questions about the course in general, questions about expectations. If there is something that you feel you could use help with, please post your question here. Most likely, some of your classmates will have the same concern, so your post may help several learners. If you feel your question is private, please use the Messages tool found under Notifications.