ILRHR 5690

Last Updated

  • Schedule of Classes - May 15, 2019 12:56PM EDT
  • Course Catalog - March 4, 2019 1:00PM EST

ILRHR 5690
Managing Compensation

Course information provided by the Courses of Study 2018-2019.

Helps students gain an understanding of how to make decisions about compensation. The strong focus is on applications and includes some discussion of recent theory and research. By the end of the course, students should be able to design their own compensation system from scratch. Considers how compensation fits with an overall HR strategy, the internal focus on the firm (including alignment, job analysis, and job evaluation), making pay competitive with the outside market (including designing pay levels, types of pay, and pay structures), considering individual contributions (by examining performance appraisals, pay-for-performance and stock options), benefits (such as pensions, child care, and health care), management (including government regulation and managing budgets), and dealing with international issues in setting pay plans.

When Offered Spring (seven-week session).

Permission Note Enrollment limited to: 30 graduate students or permission of the instructor.
Prerequisites/Corequisites Prerequisite: ILRHR 5600 or equivalent and statistics course.

View Enrollment Information

Syllabi: none

  •   Seven Week - Second. 

  • 2 Credits GradeNoAud

  • 14171 ILRHR 5690   LEC 001

  •  
    • MW Ives Hall 219
    • Mar 11 - May 7, 2019

    • Dunn, B

  • Helps students gain an understanding of how to make decisions about compensation. The strong focus is on applications and includes some discussion of recent theory and research. By the end of the course, students should be able to design their own compensation system from scratch. Considers how compensation fits with an overall HR strategy, the internal focus on the firm (including alignment, job analysis, and job evaluation), making pay competitive with the outside market (including designing pay levels, types of pay, and pay structures), considering individual contributions (by examining performance appraisals, pay-for-performance and stock options), benefits (such as pensions, child care, and health care), management (including government regulation and managing budgets), and dealing with international issues in setting pay plans.