This course examines the strategies and options available to maintain employee health, as well as compensation administration. Job evaluation, incentive systems, and work sampling will be considered. A strong course focus will be on pay for performance. Innovative approaches that have been used by a variety of organizations will be studied. Prerequisite: HRMP 5200 or equivalent.

( GMPF 5200 OR HRMP 5200 OR GMP 5030 OR HRM 5030 OR MGMT 4160 OR HRM 4160 )

This purpose of this course is to provide an in-depth review of basic compensation techniques (job description/evaluation, salary range development merit pay, performance appraisal and, reward programs that can drive high performance and incentive/bonus plan design.) In addition, programs that have been developed to meet specific, pay/organizational challenges (broadbanding, competency and skill based pay, gainsharing, rewards, etc.) will also be covered.

A. Entrance Competencies:

Students should have:

1) Knowledge and understanding of motivational theory.
2) Knowledge of basic psychology and its impact and relation to employee compensation and rewards systems.
3) Knowledge of performance appraisal systems, empowerment, Management by Objectives (MBO), and general compensation systems in companies.
4) Knowledge of the role human resource planning has in organizations.
5) Knowledge of employee benefits.
6) Knowledge of job analysis and job design and how these two functions relate to compensation and rewards systems.

B. Exit Competencies:

Upon successful completion of this course, the student should be able to:

1) Explain the concepts of salary, administration and the application of compensation programs in the business environment.   
2) Explain a philosophy of performance evaluation methods and reward systems.
3) Recognize various reward systems, their relationship and connection to a total compensation philosophy and how they impact on the quality of work life and productivity organizations.
4) Assess the practical issues in compensation, using the experiences, group projects and situations discussed in class to assess pragmatic alternatives, and review compensation in light of a company' s management philosophy and human resources strategies.
5) Discuss employee benefits and benefits management.
6) Understand the administration of medical plans, pension planning, and executive perks.
7) Understand how to design and administer a customized performance appraisal system in an organization.
8) Better understand effective salary and wage structures in organizations today.
9) Evaluate the difference rewards programs can make in organizations.
10) Discuss the legal aspects of employee compensation and performance appraisal systems.   
11) Develop a basic aptitude in compensation and rewards systems through class discussion, group exercises, active participation in class and completion of term projects and papers.

1. Required Materials


1. Textbooks

How to Design & Implement a Results-Oriented Variable Pay System - 1996
John G. Belcher, Jr.
AMACOM
ISBN: 0814402968


Compensation - 9.Edition - 2008
George Milkovich and Jerry Newman
McGraw-Hill
ISBN: 9780072969412



APA Manual
Effective October 1^st 2009, the 6th edition of the APA Manual is required for all courses.

NSU Bookstore
Textbooks and Case Studies may be purchased from the NSU Bookstore (located in the University Park Plaza) by calling 1-800-509-2665 or online at http://www.nsubooks.bkstore.com.



2. Recommended Materials

1. Incentive Compensation and Employee Ownership. (1999). 3rd Edition. National Center for Employee Ownership.
2. Albright, R.T. & Compton, B.R. (1996). Internal Consulting Basics - Developing and Implementing Incentive Plans. Society for Human Resource Management.
3. Berger, L.A. & Berger, D.R. (1999). The Compensation Handbook - A State of the Art Guide to Compensation Strategy and Design (4th Edition). Society for Human Resource Management.
4. Bowen, B.R. (2000). Recognizing and Rewarding Employees. McGraw-Hill. ISBN 0-07135-6177.
5. Chingos, P.T. & KPMG Peat Marwick LLP. (1997). Paying for Performance. John Wiley & Sons. ISBN 0-47117-4874.
6. Chingos, P.T. (1997). Paying for Performance. Society for Human Resource Management.
7. Dibble, S. (1999). Keeping Your Valuable Employees. John Wiley & Sons.
8. ISBN 0-47132-0536.
9. Flannery, T.P., Hofrichter, D.A. & Platten, P.E. (1996). Pay People and Performance. Society for Human Resource Management.
10.Harley, D.E. (1999). Job Analysis at the Speed of Reality. HRD Press.
11.Hacker, C.A. (999). 450 Low-Cost Strategies for Recognizing, Rewarding & Retaining Good People. Carol Hacker & Associates. ISBN 0-96620-1116.
12.Jorgenson, K. (1996). Pay for Results - A Practical Guide to Effective Employee Compensation. Society for Human Resource Management.
13.Ledford, G., Mulvey, P. & LeBlanc, P. (2000). The Rewards of Work - What Employees Value. World at Work. ISBN 1-57963-0812.
14.Martocchio, J.J. (1998). Strategic Compensation - A Human Resource Management Approach.Prentice Hall. ISBN 0-13440-9833.
15.Plachy, R.J. & Plachy, S.J. (1998). Building a Fair Pay Program - A Step by Step Guide (2nd Edition). Society for Human Resource Management.
16.Risher, H. (1999). Aligning Pay and Results. Society for Human Resource Management.
17.Zingheim, P.K. (1999). Pay People Right - Breakthrough Reward Strategies to Create Great Companies. Society for Human Resource Management.

The NSU libraries comprise the Alvin Sherman Library, Research, and Information Technology Center, East Campus Branch Library, Health Professions Division Library, Law Library and Technology Center, North Miami Beach Branch Library, University School Library Media Centers, and the William S. Richardson Ocean Science Library. Students are strongly encouraged to visit one of the physical locations and/or take advantage of the vast electronic library available for research. For more information, please visit http://www.nova.edu/library.

Please note that all required and recommended materials should be referenced in APA style.