Goal:

Submitted assignment will be a written reference guide to support the completion of at least five (5) primary compensation area activities/responsibilities. The intent of this assignment is for the scholar to develop a user-friendly tool that may be applied in the workplace to document Compensation processes, orient a new Compensation area employee and/or describe Compensation processes to clients.

Completion of this assignment is intended to assist in accomplishing Objectives: 1) Describing each component of a compensation management system; 6) Developing a practitioner's guide for some of the key compensation management tasks.

Steps:

1. Consider the course material and class presentation/discussion: The material that the scholar is asked to read for class, and the information reviewed and discussed during class, will provide a foundation for the content of this Guide.
2. Consider the components of the material in the context of:
   • An organization dynamic or management function that is related to Compensation,
   • Why it is important,
   • What the goals of the component are,
   • What the organizational impact is,
   • What the key models/perspectives are,
   • What the recommended practices are,
   • What the related legal and ethical issues are.
3. Extract essential practitioner-oriented information from each practice-oriented chapter. Capturing this information in a Practitioner's Guidewill provide reference materials that can be used on the job on the job. Each scholar is therefore asked to read the material each week and perform the following tasks:
   • Select and organize information for this Practitioner's Guide.
   • Conduct an electronic search for additional information as needed to convey the intent of the guide.
4. Develop an easy to reach reference document that will support the completion of key activities on the job. The design and content of the Guide is up to the scholar, however, there are several key ingredients that must be included:
   • Job Analysis
   • Job Evaluation
   • Designing Pay Levels, Mix and Pay Structures
   • Pay for Performance
   • Performance Appraisal and Links to the Compensation System
5. Relative to presenting each of these functions, the following format would be appropriate:
   • Definition of the key ingredient/activity (above)
   • Rationale of it's importance
   • Potential impact on organizational outcomes
   • Organizational symptoms that suggest that the function is not being performed correctly (if applicable)
   • Key descriptive models (note important differences)
   • Key steps in executing the prescribed models, processes or techniques
   • Issues that could prevent this function from being successfully executed
   • Critical success factors/activities that must be completed in order to successfully execute this function