The remuneration, understood in its broadest sense, is one of the most influential strategic tools available to a company. In purely budgetary terms, it accounts for a very high percentage of the total costs faced by any company; it is therefore essential to devise a policy for remuneration y compensation in line with the organisation’s actual objectives and needs. Throughout this Course on Remuneration and Pay Structures You will learn about the different models and new trends in remuneration that make up the total remuneration package: fixed pay, variable pay and benefits, as well as the tools you can use to implement them in your company.
Corporate
Corporate
200 hours
Remuneration and Salary Models
Corporate
200 hours
Introduction
Objectives
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Understanding the different elements of a pay structure.
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Identify the key aspects for designing a Remuneration Policy.
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To identify the key remuneration indicators currently used to carry out remuneration analyses and studies.
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Putting the role of Compensation y Benefits.
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To identify and define the various remuneration components that companies use to reward their employees’ contributions.
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To design, implement, manage and evaluate the various remuneration schemes and compensation arrangements within the company.
Table of Contents
TEACHING UNIT 1. REMUNERATION AND COMPENSATION
1. A new aspect of remuneration
2. Definition of remuneration and compensation: remuneration as a model of compensation
3. The importance of the HR department
TEACHING UNIT 2. REMUNERATION POLICY
1. The concept and objectives of remuneration policies
2. Analysis of the current remuneration system
3. Components of the remuneration package
4. The importance of the collective agreement in remuneration policies
5. Benefits of remuneration policies: total remuneration model
TEACHING UNIT 3. FIXED REMUNERATION SYSTEM
1. Theoretical content
2. Pay structure
3. Band-based pay structure
4. Internal equity
5. External competitiveness
6. Remuneration policy
7. Individualisation of pay
8. A practical example of a fixed-remuneration scheme
TEACHING UNIT 4. VARIABLE REMUNERATION SYSTEM
1. Principles of variable remuneration
2. Advantages of a variable remuneration scheme
3. Types of variable remuneration
4. Introduction of a variable remuneration scheme
TEACHING UNIT 5. SOCIAL BENEFITS
1. Basis for social benefits
2. Types of social benefits
3. Benefits of an employee benefits scheme
4. Current trends in employee benefits
TEACHING UNIT 6. FLEXIBLE REMUNERATION
1. Definition and operation of flexible remuneration
2. Benefits and advantages of flexible remuneration
3. The difference between remuneration in kind and flexible remuneration
4. Differences between employee benefits and flexible remuneration
5. Flexible remuneration scheme
6. A practical example of flexible remuneration
TEACHING UNIT 7. DESIGNING REMUNERATION POLICIES
1. Factors to bear in mind when designing remuneration and compensation policies
2. Analysis and description of the organisation’s job roles
3. Definition of the pay structure
TEACHING UNIT 8. MODELS OF REMUNERATION POLICIES
1. Models for choosing a remuneration policy: Interest, utility and satisfaction
2. À la carte menu template
3. Performance-related pay
4. A practical example of a company’s remuneration policy
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