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HR 434 Compensation Management
Morton, David


Mission Statement: Park University provides access to a quality higher education experience that prepares a diverse community of learners to think critically, communicate effectively, demonstrate a global perspective and engage in lifelong learning and service to others.

Vision Statement: Park University, a pioneering institution of higher learning since 1875, will provide leadership in quality, innovative education for a diversity of learners who will excel in their professional and personal service to the global community.

Course

HR 434 Compensation Management

Semester

F2Y 2012 MN

Faculty

Morton, David

Title

Adjunct Instructor

Degrees/Certificates

MA - Human Resources Management
BS - Industrial Technology

Office Location

NSA Millington

Daytime Phone

901-268-2244

Other Phone

901-837-0746

E-Mail

David.Morton@Park.edu

Dave8757@aol.com

Semester Dates

19 Mar 2012 thru 13 May 2012

Class Days

--T----

Class Time

5:00 - 10 PM

Credit Hours

3


Textbook:

Compensation Management in a Knowledge Based World, Henderson, R., Pearson-Prentice Hall, 2006. 
ISBN-10: 0-13-149479-1
ISBN-13: 978-0-13-149479-4
 

Textbooks can be purchased through the MBS bookstore

Textbooks can be purchased through the Parkville Bookstore

Additional Resources:

McAfee Memorial Library - Online information, links, electronic databases and the Online catalog. Contact the library for further assistance via email or at 800-270-4347.
Career Counseling - The Career Development Center (CDC) provides services for all stages of career development.  The mission of the CDC is to provide the career planning tools to ensure a lifetime of career success.
Park Helpdesk - If you have forgotten your OPEN ID or Password, or need assistance with your PirateMail account, please email helpdesk@park.edu or call 800-927-3024
Resources for Current Students - A great place to look for all kinds of information http://www.park.edu/Current/.


Course Description:
HR 434 Compensation Management: A study of compensation theories, policies, systems and practices with emphasis on the design of effective compensation programs. The course views compensation basically from the employers point of view. 3:0:3. Prerequisite: AC202 and HR 353

Educational Philosophy:
The instructor will use lectures, group work, text, class discussions, examinations, writings, videos, PowerPoint presentations, and the internet as significant components of this learning process.  To enhance the learning process, students are encouraged to participate in classroom discussions and other learning activities.

Learning Outcomes:
  Core Learning Outcomes

  1. Identify three key processes and systems in the compensation management field.
  2. Describe three current, Compensation Management issues
  3. Identify the differences between direct and indirect compensation and define each of the direct and indirect forms of compensation described in the text.
  4. Apply the Key Steps to Formulate a Total Compensation Strategy.
  5. Identify the dimensions that comprise a pay structure and factors that influence the structure.
  6. Explain the differences between job-based, knowledge-based and competency-based pay structure.
  7. Describe the legally required benefits by employee class.


  Instructor Learning Outcomes
  1. 1. List the 5 Elements of a Job Description.
  2. 2. State the 5 factors necessary to consider when determining the need for a survey.
  3. 3.  Discuss “The Glass Ceiling” and how it affects employee compensation?
  4. 4.  With regard to long-term incentives, explain: Defined Contribution Plan and Defined Benefits Plan
Core Assessment:
Final Exam and Case Study Report

Link to Class Rubric

Class Assessment:

Students will be required to complete all assignments.  Class attendance and participation are absolutely essential.  Current event reports and oral presentation assignments will be critical parts of this course.  Satisfactory participation in this course may prove difficult if the student has not completed the required reading assignments.
 
Please refer to the Rubric below for grading expectations.
 
Mid-Term Exam - All 10 essay questions answered correctly using texts, powerpoints, and video sources.  Mid-Term Exam will be closed notes and closed book.  Time limit will be 3 hours.
 
Final Exam - All 10 essay questions answered correctly using texts, powerpoints, and video sources.  Final exam will be closed notes and closed book.  Time limit will be 3 hours.
 
Student Paper/Presentation - Research Paper written in APA or MLA format, 8-10 pages in the body of the paper, at least 5 references.  Quality of the paper must be senior level with spelling, grammar, and format.  The topic of the paper must be concerning a Human Resources Compensation Management topic and must be approved by the instructor.  Each student will present the information obtained in their research using MS PowerPoint.  This presentation must be presented to the class and be approximately 15 to 20 minutes in length.  Due in the 7th week.
 
Class Participation - Students must participate in class discussions and exercises during each class period.  Unexcused absences can affect the participation grade.  Discussions will be a part of the current event portion of the class during the period of class each evening.  An experiential learning exercise will consist of the Diversity Game and each student will be expected to participate..
 
Four Student OD Current Event Reports - Each student must provide 4 current event reports to the class for discussion during the first 7 weeks of the course.  Each current event is worth 50 points of the 200 possible points.  Current events must be related to Human Resources Compensation Management.  Students will screen news items related to the class topic.  Students must then put the information concerned in their own words in a single page document.  The news article information will be presented and discussed in class and the document handed in.  The actual article will not be accepted.   

Grading:

Please refer to the Rubric below for grading expectations.
 
Mid-Term Exam - 20% - 200 Points of 1000 Total Points - All 10 essay questions answered correctly using texts, powerpoints, and video sources.  Mid-Term Exam will be closed notes and closed book.  Time limit will be 3 hours.
 
Final Exam - 30% - 300 Points of 1000 Total Points - All 10 essay questions answered correctly using texts, powerpoints, and video sources.  Final exam will be closed notes and closed book.  Time limit will be 3 hours.
 
Student Paper/Presentation - 20% - 200 Points of 1000 Total Points - Research Paper written in APA or MLA format, 8-10 pages in the body of the paper, at least 5 references.  Quality of the paper must be senior level with spelling, grammar, and format.  The topic of the paper must be concerning a Human Resources Compensation topic and must be approved by the instructor.  Each student will present the information obtained in their research using MS PowerPoint.  This presentation must be presented to the class and be approximately 15 to 20 minutes in length.  Due in the 7th week.
 
Class Participation - 10% - 100 Points of 1000 Total Points - Students must participate in class discussions and exercises during each class period.  Unexcused absences can affect the participation grade.  Discussions will be a part of the current event portion of the class during the period of class each evening.  An experiential learning exercise will consist of the Diversity Game and each student will be expected to participate..
 
Four Student OD Current Event Reports - 20% - 200 Points of 1000 Total Points - Each student must provide 4 current event reports to the class for discussion during the first 7 weeks of the course.  Each current event is worth 50 points of the 200 possible points.  Current events must be related to Human Resources Compensation Management.  Students will screen news items related to the class topic.  Students must then put the information concerned in their own words in a single page document.  The news article information will be presented and discussed in class and the document handed in.  The actual article will not be accepted.   
 
Grading Scale
 
A   90-100% - 900 to 1000 Total Points
B   80-89% - 800 to 899 Total Points
C   70-79% - 700 to 799 Total Points
D   60-69% - 600 to 699 Total Points
F   59 - 599 or fewer Total Points or 3 unexcused absences

 

The course grade for students will be based on the overall average of homework and tests taken during the course in accordance with the weighting of the various requirements as stated in the syllabus.

All final exams in all School of Business courses will be comprehensive and will be closed book and closed notes. They will constitute 30% of the total course grade and will not be a take-home exam. They will be completed during the test week in the period designated by the registrar or by the Proctor in the case online courses. If calculators are allowed, they will not be multifunctional electronic devices that include features such as: phones, cameras, instant messaging, pagers, and so forth. Electronic Computers will not be allowed on final exams unless an exception is made by the Dean of the School of Business.

Late Submission of Course Materials:
Every effort should be made by the student to ensure that assignments are submitted on time.  If a student expects to be absent or a late submission is expected, the student should contact the instructor as soon as possible to examine alternatives. It is the student's responsibility to notify the instructor if an absence is expected.  In the event of two consecutive weeks of unexcused absences in a term of enrollment, the student will be administratively withdrawn, resulting in a grade of "W".  

There will be a 50% point reduction in the attendance and participation grade components for each unexcused absence. There will be a 50% point reduction in the attendance and participation grade components for each excused absence for which the instructor is not notified in advance and assignments emailed before the class meeting date or as soon as possible thereafter. Students who anticipate more than three excused or more than two unexcused absences should withdraw from the course.    

Late Submission of Course Materials:
Late Submissions will only be accepted one class period late. For turning in a late assignment, students will be penalized negative 10 points on the assignment grade. If a student fails to turn in a late assignment before the next class meeting, then that student will receive zero points for that assignment and cannot make it up.  Any missed exam/quizz needs to be made up prior to the next scheduled class.   If a student fails to take an exam before the next class meeting, then that student will receive zero points for that exam and cannot make it up.

 

Classroom Rules of Conduct:
All students are expected to conduct themselves in a professional manner.  It is the student's responsibility to contact the instructor, either by phone, email, or in person should an absence be anticipated.

Course Topic/Dates/Assignments:

Week 1 - Tue - Oct 23, 2012
  •  Introductions/Syllabus Review
  • Chapters 1,2,3
Week 2 - Tue - Oct 30, 2012
  • Chapters 4,5,6
Week 3 - Tue - Nov 6, 2012
  • Chapters 7,8,9
Week 4 - Tue - Nov 13, 2012
  • Chapter 10
  • Review for Mid-Term
  • Mid-Term Exam
Week 5 - Tue - Nov 20, 2012
  • Chapter 11,12,13
Week 6 - Tue - Nov 27, 2012
  • Chapter 14, 15, 16
Week 7 - Tue - Dec 4, 2012
  • Chapter 17, 18
  • Review for Final Exam
Week 8 - Tue - Dec 11, 2012
  • Papers/Presentations
  • Final Exam

Academic Honesty:
Academic integrity is the foundation of the academic community. Because each student has the primary responsibility for being academically honest, students are advised to read and understand all sections of this policy relating to standards of conduct and academic life. Park University students and faculty members are encouraged to take advantage of the University resources available for learning about academic honesty (www.park.edu/current or http://www.park.edu/faculty/).from Park University 2011-2012 Undergraduate Catalog Page 95-96

Plagiarism:
Plagiarism involves the use of quotations without quotation marks, the use of quotations without indication of the source, the use of another's idea without acknowledging the source, the submission of a paper, laboratory report, project, or class assignment (any portion of such) prepared by another person, or incorrect paraphrasing. from Park University 2011-2012 Undergraduate Catalog Page 95

Attendance Policy:
Instructors are required to maintain attendance records and to report absences via the online attendance reporting system.

  1. The instructor may excuse absences for valid reasons, but missed work must be made up within the semester/term of enrollment.
  2. Work missed through unexcused absences must also be made up within the semester/term of enrollment, but unexcused absences may carry further penalties.
  3. In the event of two consecutive weeks of unexcused absences in a semester/term of enrollment, the student will be administratively withdrawn, resulting in a grade of "F".
  4. A "Contract for Incomplete" will not be issued to a student who has unexcused or excessive absences recorded for a course.
  5. Students receiving Military Tuition Assistance or Veterans Administration educational benefits must not exceed three unexcused absences in the semester/term of enrollment. Excessive absences will be reported to the appropriate agency and may result in a monetary penalty to the student.
  6. Report of a "F" grade (attendance or academic) resulting from excessive absence for those students who are receiving financial assistance from agencies not mentioned in item 5 above will be reported to the appropriate agency.

Park University 2011-2012 Undergraduate Catalog Page 98

Disability Guidelines:
Park University is committed to meeting the needs of all students that meet the criteria for special assistance. These guidelines are designed to supply directions to students concerning the information necessary to accomplish this goal. It is Park University's policy to comply fully with federal and state law, including Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990, regarding students with disabilities. In the case of any inconsistency between these guidelines and federal and/or state law, the provisions of the law will apply. Additional information concerning Park University's policies and procedures related to disability can be found on the Park University web page: http://www.park.edu/disability .



Rubric

CompetencyExceeds Expectation (3)Meets Expectation (2)Does Not Meet Expectation (1)No Evidence (0)
Synthesis                                                                                                                                                                                                                                                  
Outcomes
1 - Examine the current state of compensation decision making.                                                                                                                                                                                                                                                                                                                                                                                                                                                       
Explains the current state of compensation decision and. recommend at least three ways to deal with the issues, and supports the recommendations by referring to specific theories and concepts. Explains the issues surrounding the organization and recommends at least two ways to deal with the issues. Provides an incomplete or inaccurate analysis and/or less than two alternative solutions. No answer or insignificant explanation 
Analysis                                                                                                                                                                                                                                                   
Outcomes
2 - Articulate the implications of recent theoretical and research developments related to compensation decisions                                                                                                                                                                                                                                                                                                                                                                                                    
Provides an explanation of the implications of recent theoretical and research developments related to compensation decisions. Provides a minimal explanation of the implications of recent theoretical or the research developments related to compensation decisions Provides an incomplete or inaccurate explanation of the implications of recent theoretical or the research developments related to compensation decisions No answer or insignificant explanation 
Evaluation                                                                                                                                                                                                                                                 
Outcomes
2, 10, 21 - Describe the difference between direct and indirect compensation and define each of the direct and indirect forms of compensation described                                                                                                                                                                                                                                                                                                                                                              
Submits a very complete, thorough articulation and description of the difference between direct and indirect compensation and define each of the direct and indirect forms of compensation described by the text.



 
Articulates the difference between direct and indirect compensation or defines a minimum of the direct and indirect forms of compensation described by the text.



 
Provides an incomplete or inaccurate articulation of the  difference between direct and indirect compensation or defines one of the direct and indirect forms of compensation described by the text No answer or insignificant explanation 
Terminology                                                                                                                                                                                                                                                
Outcomes
1, 25 - Explain the application of “The Pay Model” as presented in the text.                                                                                                                                                                                                                                                                                                                                                                                                                                         
Provides an accurate and complete presentation of the application of “The Pay Model” as presented in the text.



 
Provides a partial description of the application of “The Pay Model” as presented in the text.



 
Provide an incomplete or inaccurate description the application of “The Pay Model” as presented in the text No answer or insignificant explanation 
Concepts                                                                                                                                                                                                                                                   
Outcomes
6, 7 - the principles of employee motivation and compensation.                                                                                                                                                                                                                                                                                                                                                                                                                                                       
Explains accurately 100%  the principles of employee motivation and compensation and

develop a total reward system/pay for performance plan.



 
Articulate 80% of the principles of employee motivation and compensation and

Demonstrate a minimal total reward system/pay for performance plan.



 
Provides the 50% of the principles of employee motivation and compensation.

develop a minimal total reward system/pay for performance plan.



 
No answer or insignificant explanation 
Application                                                                                                                                                                                                                                                
Outcomes
3, 17, 20, 22, 25 - Explain the Key Steps to Formulate a Total Compensation Strategy.                                                                                                                                                                                                                                                                                                                                                                                                                                
Articulate accurately the Key Steps to Formulate a Total Compensation Strategy. Articulate accurately a three or less of the Key Steps to Formulate a Total Compensation Strategy Inarticulate the Key Steps to Formulate a Total Compensation Strategy No answer or insignificant explanation 
Whole Artifact                                                                                                                                                                                                                                             
Outcomes
13, 7, 8, 14 - Illustrate how to design strategies that can be used to improve the accuracy of performance appraisals.                                                                                                                                                                                                                                                                                                                                                                                               
Explain how to design strategies that can be used to improve the accuracy of performance appraisals. Articulate a 80% of the process how to design strategies that can be used to improve the accuracy of performance appraisals. Inaccurately explain the process of how to design strategies that can be used to improve the accuracy of performance appraisals. No answer or insignificant explanation 
Component                                                                                                                                                                                                                                                  
Outcomes
5, 6, 7, 8, 24 - Explain the advantages and disadvantages of Person-Based Internal Structure and how to develop both a Person Based Skill and Competencies based structure.                                                                                                                                                                                                                                                                                                                                          
Articulate accurately the advantages and disadvantages of Person-Based Internal Structure and how to develop both a Person Based Skill and Competencies based structure.



 
Explain a 80% of the advantages and disadvantages of Person-Based Internal Structure and how to develop both a minimal Person Based Skill and Competencies based structure.



 
Inaccurately explain the advantages and disadvantages of Person-Based Internal Structure and how to develop both a Person Based Skill and Competencies based structure.



 
No answer or insignificant explanation 

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Last Updated:9/26/2012 9:48:48 PM