Compensation Administration Course Outline

CONCORDIA COLLEGE
1739 Pedro Gil Street, Pace, Manila Philippines

SYLLABUS ON COMPENSATION ADMINISTRATION

Course Title and Code Name : Compensation Administration
Credit Unit/s : 3
Prerequisite Course :

I. COURSE DESCRIPTION

II. LEARNING OUTCOMES

Throughout the program the Vincentian student are envisioned to demonstrate the following learning outcomes.

LO1 - Understand the basic information about the nature, function and purpose of Compensation Administration in the Philippine contexts and also in global situation, and why you should we study Compensation Administration. Be familiar with the labor market and recognize the relationship of labor demand and labor supply.

LO2 - Increased the knowledge on Philippine compensation wages and benefits its history and development, compensation environment, and factors that affects and might be affected by compensation. Increase the insight on various theories of economic development and compensation administration, the important contribution of wages as a buying power and basis of living including the role of top management in controlling and wages, salary and benefits.

LO3 - Obtain knowledge on different types of incentive schemes its characteristics, functions and use. Also be knowledgeable on how to make an incentive plans

LO4 - Acquire knowledge on in management incentives, and be able to differentiate the difference of managerial and professional employees how they differ with their functions, responsibility and scope. Elevate the students awareness on how to design incentives plan including monetary and non-monetary incentives.

LO5 - Able to discuss the various significant factors that affects compensation.

LO6 - Gain knowledge on wage supplements, how profit sharing affects workers productivity and be familiar with different types of wage supplements, its characteristics and purposes.

LO7 - Correctly pointed and explain the merit rating, what is merit rating, what is the use of merit rating. The Vincentian student also are expected to learn various merit rating method as an evaluation system for workers as basis of pay and promotion. And lastly, to be able to formulate or create their own merit rating program.

LO8 - Vincentian students are expected to be knowledgeable on Job analysis including its purposes, objectives and also with the procedure involved in job analysis Moreover, the student should also clued up with Job description including its contents.

LO9 - Appropriately value Job Evaluation as a systematic procedure for measuring the relative value and importance of occupation on the basis of common factors such as skills, training and effort for the purpose of determining wage and salary differential.

III. LEARNING PLAN
|LEARNING |COURSE CONTENT |LEARNING TASKS/ACTIVITIES |
|OUTCOMES | | |
|PRELIMS |
|LO1 |Introduction to Compensation Administration its purposes and use, and its | |
| |imperative role in management as a tool in motivating, developing and | |
| |boosting morale of personnel’s. Wage and salary structure, factors | |
| |affecting wages, wage levels, wage contract, labor unions labor | |
| |legislation and minimum wage law. | |
| | |Group Activity |
| |Enhance each students understanding about the different significance of |Lecture Discussion |
| |wages, different wage system, its characteristics and its significance to |Sampling/Case Analysis |
| |the workers. Educate the student to have a clear understanding on |Reporting |
| |determinants of labor market and other factors that affects the labor cost|Quizzes |
| |and the National economy. |Case analysis |
|LO2 | | |
| |Focus the discussions and activities to the different theory of wages, its| |
| |history and its purpose. | |
| | | |
| |Concentrate and enhance knowledge of the student on incentive schemes, | |
| |such as, productivity incentives plan, premiums systems, point premium | |
| |systems, formulating incentive plans. Enlighten the students understanding| |
| |on the different attitudes of workers to incentive plans, fringe benefits,| |
| |financial and non-financial incentives. And lastly, give step by step | |
| |instruction on how to develop policy on promotion. | |
| | | |
| | | |
| | | |
|LO3 | | |
|MIDTERM |
|LO4 |Give emphasis on technical aspects of management incentives including the | |
| |characteristics of professional and managerial employees their differences| |
| |moreover, designing management incentive programs are the focal point of | |
| |the discussion. |Group Activity |
| | |Lecture Discussion |
| |Center the study on important factors affecting compensation including, |Sampling/Case Analysis |
| |the firm’s financial conditions, workers productivity, cost of living |Reporting |
|LO5 |allowance and compensation management. |Quizzes |
| | |Case Analysis |
| |Distinctively explain the theories of profit sharing pertaining to profit | |
| |sharing including its origin including types of profit sharing; profit | |
| |sharing justification; employees coverage and benefits; amount of | |
|LO6 |benefits; effects of profit sharing to workers and their attitude towards | |
| |profit sharing. | |
|FINALTERM |
|LO7 |Develop an understanding on merit rating programs its importance and | |
| |objectives, measurement used in merit rating, the usual mistakes in merit | |
| |rating, reliability of merit rating and the effects of merit rating on | |
| |pay. |Group Activity |
| | |Lecture Discussion |
| |Study the different factors included in Job Description its objectives and|Sampling/Case Analysis |
|LO8 |use; guidelines for writing job description,; dictionary of occupational |Reporting |
| |title (old/new) and job specification. Furthermore, discuss also Job |Quizzes |
| |Analysis; the factors that is involved in job analysis; responsibility for| |
| |job analysis; procedure involved and the acceptance of job analysis as a | |
| |program. | |
| | | |
| |Inculcate and briefly explain Job Evaluation including its benefits as a | |
| |formal program; responsibility for job evaluation, the different methods | |
| |used in evaluation and job evaluation limitations. | |
|LO9 | | |

IV. FINAL COURSE OUTPUT

As an indicator of learning, the Vincentian students are required to comply with, to do, and/or submit the following requirements:
| LEARNING |LEARNING OUTPUT |SCHEDULE |
|OUTCOMES | | |
| |Individual Report (1) | |
|LO1 |Seat Work (2) | |
|LO2 |Research Work (1) |Prelim |
|LO3 |Case Analysis (2) | |
| |Reaction Paper (1) | |
| |Individual Report (1) | |
|LO4 |Seat Work (2) | |
|LO5 |Research Work (2) |Mid-Term |
|LO6 |Case Analysis (2) | |
| |Reaction Paper (1) | |
| |Individual Report (1) | |
|LO7 |Seat Work (3) | |
|LO8 |Research Work (2) |Final Term |
|LO9 |Case Analysis (3) | |
| |Reaction Paper (1) | |

V. FORMS OF ASSESSMENT

Learning output can be assess by the following rubrics

Individual Report:
|Introduction |Quality of |Substance |Timeliness |Resourcefulness |Link |Appearance |
| |Presentation | | | | | |
|10% |20% |15% |10% |15% |20% |10% |

Seat Work:
|Introduction |Content |Originality |Timeliness |Link |Appearance |
|5% |25% |25% |15% |20% |10% |

Reaction Paper Output:
|Introduction |Content |Idea Originality |Timeliness |Link |Creativity |
|5% |30% |25% |15% |20% |5% |

Case Analysis:
|Introduction |Analysis |Case Understanding |Timeliness |Link/ |Appearance |
| | | | |Relation | |
|5% |30% |20% |15% |20% |10% |

Research Paper:
|Relevance |Quality of |Originality |Timeliness |Link |Appearance |
| |Presentation | | | | |
|15% |25% |25% |15% |10% |10% |

Grading System:
|Quizzes |Performance Output |Summative Exam |
| |Individual Report (10%) | |
| |Seat Work (5%) | |
|30% |Case Analysis (5%) |40% |
| |Reaction/Research Paper (5%) | |
| |Vincentian Quality (5%) | |

VI. REFERENCES:

• http://www.pragmaticmarketing.com • http://www.wikipedia.com • http://www.aquaknow.net • http://www.adb.org • Gregorio s. Miranda/Carmelita Miranda Gow, Wage and Salary Administration, Fourth Edition, NBS 1999 • David W. Belcher, Compensation Administration, Third Edition, Prentice Hall 2001 • Leonard R. Burgess, Compensation Administration, Merrill Publishing Co.1989 • Jason C. Kovac/Kate Beatty, Elements of Base Pay, Worldatwork 2006 • Perpecto S. Sison, Personnel Management in the 21st Century, 2003 Edition Rex Printing Company, 2003

References: • http://www.pragmaticmarketing.com • http://www.wikipedia.com • http://www.aquaknow.net • http://www.adb.org • Gregorio s. Miranda/Carmelita Miranda Gow, Wage and Salary Administration, Fourth Edition, NBS 1999 • David W. Belcher, Compensation Administration, Third Edition, Prentice Hall 2001 • Leonard R. Burgess, Compensation Administration, Merrill Publishing Co.1989 • Jason C. Kovac/Kate Beatty, Elements of Base Pay, Worldatwork 2006 • Perpecto S. Sison, Personnel Management in the 21st Century, 2003 Edition Rex Printing Company, 2003