Spring 2018 Syllabus

Transcription

1 Lewis-Clark State College Business Division BUS Compensation and Benefits Prerequisite: BUS 412 and Junior standing or higher or permission of the instructor Meets: Spring 2018 Syllabus Fridays from 5-9 PM January 26 and February 2, 9, 16 Saturdays from 9AM 5PM with lunch from Noon 1 PM on January 27 and February 3, 10, 17. I will answer within 24 hours between 8 a.m. on Mondays through 8 p.m. on Thursdays. I am generally not available Sundays. Instructor: Jill Thomas-Jorgenson, M.A Phone: (208) jsthomasjorgenson@lcsc.edu Office Hours: Mondays: Noon 1:15 Tuesdays: Noon 1:15 Wednesdays: 9:15 10:15 and Noon 1:15 Thursdays: Noon 1:15 And By Appointment Text Book: Compensation: Newman, Gerhart, Milkovich, 2017, 12 th edition, McGraw Hill Education. ISBN:

2 Course Description: This course is designed to acquaint students with a more in-depth understanding of compensation issues and the role compensation has in providing companies with a competitive advantage. Compensation systems that are aligned with a company s strategic goals provide a company an edge over competitors, whereas compensation practices that are designed and implemented haphazardly can undermine a company s ability to compete in its industry. The course examines merit pay, seniority pay, pay equity within the organization and the industry s market, international pay issues, legal and discretionary benefits, and executive compensation. Student Learning Outcomes: Define the criteria used to compensate employees Identify various compensation designs and their associated issues Discuss employee benefit issues and challenges Describe the legally required benefits that all employers must pay Evaluate some of the challenges associated with discretionary benefits such as health insurance, perquisites, stock options, and bonus programs Understand how compensation strategy supports the overall strategy of the organization Why do we work? If we are fortunate, our work brings meaning to our lives, challenges us in new and exciting ways, brings us recognition, and gives us the opportunity to interact with interesting people and create friendships. Oh yes- we also get a paycheck Compensation is one of the most powerful tools organizations have to influence their employees. Managed well, it can play a major role in organizations successfully executing strategies through employees. Newman, Gerhart, Milkovich Employee benefits refer to compensation other than hourly wage, salary, or incentive payments. Joseph J. Martocchio Instructor Expectations: High level of commitment Consistent and engaged participation through discussions, group work, and the development of an individual staffing project Full reading of each assigned chapter in our text book Respectful of others opinions especially when disagreeing with something someone else said Academic Honesty is expected

3 Reading Assignments: WEEK ONE January 26 and 27 Part 1 Introducing the Pay Model and Pay Strategy Chapter One The Pay Model Chapter Two Strategy: The Totality of Decisions Part 2 Internal Alignment: Determining The Structure Chapter Three Defining Internal Alignment Chapter Four Job Analysis Chapter Five- Job-Based Structures and Evaluation Chapter Six Person-Based Structures WEEK TWO February 2 and 3 Part 3 External Competitiveness: Determining The Pay Level (February 2) Chapter Seven Defining Competitiveness Chapter Eight Designing Pay Levels, Mix, and Pay Structures Benefits Focus: (February 3) Psychology, Economics, Regulating Retirement, Health Care, Life Insurance Paid Time Off and Flexible Work Schedule Benefits Accommodation and Enhancement Benefits Managing the Employee Benefits System Nonqualified Deferred Compensation Plans for Executives Global Employee Benefits WEEK THREE February 9 and 10 Part 4 Employee Contributions: Determining Individual Pay Chapter Nine Pay-for-Performance: The Evidence Chapter Ten Internal Selection Chapter Eleven Performance Appraisals Part 5 Employee Benefits Chapter Twelve The Benefit Determination Process Chapter Thirteen Benefit Options WEEK Four February 16 and 17 Part 6 Extending The System Chapter Fourteen Compensation of Special Groups Chapter Fifteen Union in Wage and Salary Administration

4 Chapter Sixteen International Pay Systems Part 7 Managing the System Chapter Seventeen Government and Legal Issues in Compensation Chapter Eighteen Making It Work EVALUATION: No late assignments are accepted. Individual Reports/ Presentations on Saturday afternoons: Four at up to 75 points each for up to 300 Points = One each Saturday. Topics will be assigned on Friday nights. Case Reports/Presentations: Eight at up to 50 points each for up to 400 Points. Six will be in small groups and two will be individual. Two will be due each week one on Friday and one on Saturday. Detailed instructions and a rubric will be provided the first night of class. Total Points = Up to 700, +/- used. A % 644 to 700 points A % 630 to 643 points B+ 89% 623 to 629 points B 82-88% 574 to 622 points B % 560 to 573 points C+ 79% 553 to 559 points C 72-78% 504 to 552 points C % 490 to 503 points D 60-69% 420 to 489 points F 0-59% 0 to 419 points

5 Class Components A. Accounting (ACT) 1 hour B. Marketing (MKT) 1 hour C. Finance (FIN) 1 hour D. Management 1. Management Principles (MGT) 3 hours 2. Organizational Behavior (OB) 2 hours 3. Human Resource Management (HRM) 15 hours 4. Operations Management (OM) 1 hour E. Economic/Social/Legal Environment 1. Legal Environment of Business (LAW) 5 hours 2. Economics (ECN) 1 hour 3. Business Ethics (ETH) 2 hours F. Decision-Support Tools 1. Information Systems (IS) 1 hour 2. Quantitative Methods/Statistics (QM) 1 hour G. Global Dimensions of Business (GLOB) 1 hour H. Integrative Experience (INT) 10 hours Total Contact Hours: 45

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