Posts
ALLAMA IQBAL OPEN UNIVERSITY , ISLAMABAD
(Department of Business Administration)
Course: Compensation Management (823) Semester: Autumn, 2010
Level: MBA
CHECKLIST
This packet comprises the following material:
1) Text book
2) Assignments # 1 & 2
3) Course outlines
4) Assignment 6 forms (2 sets)
5) Assignment submission schedule
Note: In this packet, if you find anything missing out of the above-mentioned material, please contact at the address given below: -
The Mailing Officer
Mailing Section, Block # 28
Allama Iqbal Open University,
Sector H/8, Islamabad
Tel: (051) 9057611, 9057612
Mohammad Majid Mahmood Bagram
Course Coordinator
(Department of Business Administration)
1. PLAGIARISM OR HIRING OF GHOST WRITER(S) FOR SOLVING THE ASSIGNMENT(S) WILL DEBAR THE STUDENT FROM AWARD OF DEGREE/CERTIFICATE, IF FOUND AT ANY STAGE.
2. SUBMITTING ASSIGNMENTS BORROWED OR STOLEN FROM OTHER(S) AS ONE’S OWN WILL BE PENALIZED AS DEFINED IN “AIOU PLAGIARISM POLICY”.
Course: Compensation Management (823) Semester: Autumn, 2010
Level: MBA Total Marks: 100
Pass Marks: 40
ASSIGNMENT No. 1
(Units: 1–4)
Q. 1 What would be the first task of any compensation committee? Discuss how is communication important for effective wage and salary administration program? (20)
Q. 2 (a) What factors should be considered while selecting a job analyst? Explain each in detail. (10)
(b) Discuss the use of functional job analysis method and position analysis questionnaire. (10)
Q. 3 Why is it important to create job description to facilitate wage and salary evaluation? Discuss in detail. (20)
Q. 4 Explain the key components of a successful incentive program. Discuss the various steps involved in the implementation of an incentive program. (20)
Q. 5 What are the major reasons for a wage and salary budget? Discuss the primary issues to be considered during the wage and salary audit. (20)
Guidelines FOR ASSIGNMENT # 1
The student should look upon the assignments as a test of knowledge, management skills, and communication skills. When you write an assignment answer, you are indicating your knowledge to the teacher:
§ Your level of understanding of the subject;
§ How clearly you think;
§ How well you can reflect on your knowledge & experience;
§ How well you can use your knowledge in solving problems, explaining situations, and describing organizations and management;
§ How professional you are, and how much care and attention you give to what you do.
To answer a question effectively, address the question directly, bring important related issues into the discussion, refer to sources, and indicate how principles from the course materials apply. The student must also be able to identify important problems and implications arising from the answer.
For citing references, writing bibliographies, and formatting the assignment, APA format should be followed.
assignment No. 2
(Units: 1– 9)
This assignment is a research-oriented activity. You are required to obtain information from a business/commercial organization and prepare a report of about 1000 words on the topic allotted to you to be submitted to your teacher for evaluation.
You are required to select one of the following topics according to the last digit of your roll number. For example, if your roll number is P-3427180 then you will select topic # 0 (the last digit): -
Topics:
0) Future of the wage and salary administration function
1) Reviewing the organization’s current wage and salary program
2) Develop wage and salary surveys to determine pay policies
3) Building a wage and salary program
4) Analyze jobs to determine pay rates
5) Making incentives part of the wage and salary program
6) Developing a performance appraisal system
7) Designing a staff budget program
8) Job description process
9) Staffing and managing the wage and salary administration unit
The report should follow the following format:
1) Title page
2) Acknowledgements
3) An abstract (one page summary of the paper)
4) Table of contents
5) Introduction to the topic (brief history & significance of topic assigned)
6) Practical study of the organization (with respect to the topic)
7) Data collection methods
8) SWOT analysis (strengths, weaknesses, opportunities & threats) relevant to the topic assigned
9) Conclusion (one page brief covering important aspects of your report)
10) Recommendations (specific recommendations relevant to topic assigned)
11) References (as per APA format)
12) Annexes (if any)
GUIDELINES FOR ASSIGNMENT # 2:
§ 1.5 line spacing
§ Use headers and subheads throughout all sections
§ Organization of ideas
§ Writing skills (spelling, grammar, punctuation)
§ Professionalism (readability and general appearance)
§ Do more than repeat the text
§ Express a point of view and defend it.
WorkshoPS:
The workshop presentations provide students opportunity to express their communication skills, knowledge & understanding of concepts learned during practical study assigned in assignment # 2.
You should use transparencies and any other material for effective presentation. The transparencies are not the presentation, but only a tool; the presentation is the combination of the transparencies and your speech. Workshop presentation transparencies should only be in typed format.
The transparencies should follow the following format:
1) Title page
2) An abstract (one page summary of the paper)
3) Introduction to the topic (brief history & significance of topic assigned)
4) Practical study of the organization (with respect to the topic)
5) Data collection methods
6) SWOT analysis (strengths, weaknesses, opportunities & threats) relevant to the topic assigned
7) Conclusion (one page brief covering important aspects of your report)
8) Recommendations (specific recommendations relevant to topic assigned)
GUIDELINES FOR WORKSHOP PRESENTATION:
§ Make eye contact and react to the audience. Don't read from the transparencies or from report, and don't look too much at the transparencies (occasional glances are acceptable to help in recalling the topic to cover).
§ A 15-minute presentation can be practiced several times in advance, so do that until you are confident enough. Some people also use a mirror when rehearsing as a substitute for an audience.
WEIGHTAGE OF THEORY & PRACTICAL ASPECTS IN ASSIGNMENT # 2 & WORKSHOP PRESENTATIONS:
Assignment # 2 & workshop presentations are evaluated on the basis of theory & its applicability. The weightage of each aspect would be:
Theory: 60%
Applicability (practical study of the organization): 40%
Prepare assignments as per these guidelines and it may be re-evaluated by the quality assurance cell, Department of Business Administration, AIOU, Islamabad
COMPENSATION MANAGEMENT
Course Outlines (823)
COURSE COORDINATOR:
Mohammad Majid Mahmood Bagram
Assistant Professor
Department of Business Administration,
AIOU, Islamabad
COURSE DESCRIPTION: This course covering all the basics of a compensation management in a thorough manner focusing on both theoretical concepts and its application. This course starts with establishing a wage and salary program, then job analysis and job description, budgeting and auditing, use of performance appraisal and incentives in wage and salary program, staffing and managing the wage and salary administration unit, how to develop wage and salary surveys to determine pay policies, how payroll and the wage and salary administration function work together to implement pay decisions, automating the wage and salary administration function to increase efficiency, and future of the wage and salary administration function.
BRIEF COURSE OUTLINES:
Unit 1 Establishing a wage and salary program
Unit 2 Job analysis and job description
Unit 3 Budgeting and auditing
Unit 4 Use of performance appraisal and incentives in wage and salary program
Unit 5 Staffing and managing the wage and salary administration unit
Unit 6 How to develop wage and salary surveys to determine pay policies
Unit 7 How payroll and the wage and salary administration function work together to implement pay decisions
Unit 8 Automating the wage and salary administration function to increase efficiency
Unit 9 Future of the wage and salary administration function
DETAILED COURSE OUTLINES
Unit 1: ESTABLISHING A WAGE AND SALARY PROGRAM
1.1 Building a wage and salary program
1.2 Auditing and reviewing the current wage and salary program
1.3 Building an information base
1.4 Job description compilation
1.5 Determining the organization’s pay policy
1.6 Developing wage and salary administration program
1.7 Providing an inventory of job description to use in the job evaluation process
1.8 Determining the appropriate method of job evaluation
1.9 Building the pay structure
1.10 Creating a wage and salary budget
1.11 Providing a manual for the program
1.12 Promoting organization wide communication
1.13 Develop relationships outside the organization
1.14 Auditing and reviewing the program on a regular basis
Unit 2: JOB ANALYSIS AND JOB DESCRIPTION
2.1 How to analyze jobs to determine pay rates
2.1.1 Collecting, documenting and analyzing data for job analysis
2.1.2 How to use job analysis for functions other than wages and salary administration
2.1.3 Planning the job analysis program
2.1.4 Collecting data for the job analysis program
2.1.5 Analyzing the data
2.2 Creating job description to facilitate wage and salary evaluation
2.2.1 Determining when to prepare job description
2.2.2 Determining who should prepare the job description
2.2.3 How to fill out the job description form
2.2.4 Steps in the job description process
Unit 3: BUDGETING AND AUDITING
3.1 Designing a staff budget program
3.1.1 Defining basic terms
3.1.2 Implementing a wage and salary budget
3.1.3 Conducting training sessions
3.1.4 Following up with assistance and advice to staff
3.1.5 Completing the budget
3.1.6 Other budget issues
3.2 Auditing and reviewing the wage and salary program for overall effectiveness
3.2.1 Performing the wage and salary audit
3.2.2 Reviewing the organization’s current wage and salary program
Unit 4: USE OF PERFORMANCE APPRAISAL AND INCENTIVES IN WAGE AND SALARY PROGRAM
4.1 Using the performance appraisal process to determine wage and salary changes
4.1.1 Developing the performance appraisal system
4.1.2 Using performance appraisal for various purposes
4.1.3 Planning a performance appraisal system
4.1.4 Avoiding potential problems with performance appraisal
4.1.5 Designing forms for the performance appraisal system
4.1.6 Rating errors in the system
4.1.7 Designing a rater training program
4.1.8 Avoiding legal problems in the performance appraisal
4.2 Making incentives part of the wage and salary program
4.2.1 Identifying the key components of a successful incentive program
4.2.2 Implementing specific types of incentive programs
4.2.3 Awarding discretionary incentives based on suggestion systems
4.2.4 Choosing different types of incentive payments
4.2.5 A word about intrinsic rewards
4.2.6 Negative incentives
4.2.7 How to build an incentive plan
4.2.8 How to effectively communicate your program
4.2.9 Benefits and perquisites as incentive
Unit 5: STAFFING AND MANAGING THE WAGE AND SALARY ADMINISTRATION UNIT
5.1 Determining the role and size of compensation within the human resources function
5.2 How to staff the wage and salary administration unit
5.3 How to manage the wage and salary administration unit
Unit 6: HOW TO DEVELOP WAGE AND SALARY SURVEYS TO DETERMINE PAY POLICIES
6.1 Developing the wage and salary survey
6.2 Using consultants to conduct salary survey
6.3 How to use other survey methods
6.4 Participation of wage and salary professionals in surveys
Unit 7: HOW PAYROLL AND THE WAGE AND SALARY ADMINISTRATION FUNCTION WORK TOGETHER TO IMPLEMENT PAY DECISIONS
7.1 Working with payroll to make sure new employees are paid on time and correctly
7.2 Working with payroll to process salary actions
7.3 Working with payroll on critical aspects of the routine pay period
7.4 Auditing payroll to ensure proper implementation of wage and salary actions
7.5 Legal issues
Unit 8: AUTOMATING THE WAGE AND SALARY ADMINISTRATION FUNCTION TO INCREASE EFFICIENCY
8.1 The role of computer in wage and salary administration
8.2 Eight steps to implementing change
8.3 Analyzing the impact of change on other units in the organization
8.4 How to manage a project from idea to implementation
8.5 Designing system internally
8.6 Designing system externally
8.7 Selecting the appropriate system
8.8 Automation details
Unit 9: FUTURE OF THE WAGE AND SALARY ADMINISTRATION FUNCTION
9.1 Total compensation approach
9.2 Direct pay for performance
9.3 Performance management
9.4 Consideration for the smaller organization
9.5 The consultant/internal customer service approach
Recommended Books (latest editions)
§ Handbook of Compensation Management by Matthew J. Deluca, Publisher: Prentice Hall, ISBN: 0131596586.
§ Compensation by George T. Milkovich, Jerry M. Newman, Carolyn Milkovich, McGraw-Hill College.