Name (first, last)
Location you call “home”
After grad plans
Your favorite undergraduate course. Why?
STEPS TO AN
QUESTIONS WE WILL ADDRESS
Purpose of a compensation system
Steps in designing a comp. system
Components of compensation
How to assess if a compensation system is successful
Intrinsic vs. extrinsic rewards
WHY STUDY COMPENSATION
40 -70% of operating budgets
Single largest operating expenditure
Canada employers spend:
$800+ billion on wages and salaries
$100 billion on employee benefits
Join with 2-3 other students and discuss the following scenario:
You are the Human Resource Manager at Top
Flight a golf ball manufacturing company.
The compensation system at Top Flight is disjointed and archaic. You have decided the whole system needs to be revamped.
Describe how you will proceed. Be specific including the first 5-7 steps you will take.
Who will you involve? How will you determine success?
STEPS TO AN EFFECTIVE
5. Implement, manage, evaluate, and adapt the compensation system
4. Design performance pay & indirect pay plans
3. Determine reward & compensation values
2. Formulate reward and compensation strategy
1.Understand your organization and your people nk ically i h
te g a r
STRATEGIC THINKING AND PLANNING MAP
•Mission & Values
Monitor & Measure
•Align Systems &
•Goals and Plans
•Reward and Recognition
COMPENSATION VALUES AND
Compensation Philosophy: Our compensation system supports our Vision and
Principles and reflects Cruise West’s continued success.
Link compensation, performance and results.
Provide compensation reflective of the appropriate labor market.
Design, implement and administer compensation systems that attract and retain quality people based upon individual, group and company results.
Utilize employee reward and recognition programs to embody the essence of the Cruise West Vision and Principles.
Align base salary/pay toward the appropriate job function, skill level and labor market median.
Design benefits and work practices that offer employee choice and are cost effective and competitive
Design and implement a streamlined, relevant compensation system that can be clearly and consistently communicated and administered.
Design and implement a variable pay plan based upon the achievement of individual and group results and/or corporate profits.