Pay Grades and Job Value

Instructor: Teri Morning
Product ID: 704134
  • Duration: 90 Min

recorded version

1x Person - Unlimited viewing for 6 Months
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Recorded Link and Ref. material will be available in My CO Section
Last Recorded Date: Sep-2015

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Read Frequently Asked Questions

This webinar will explore why scrutinizing a reward system can cause differing opinions and confused definitions that even the most cursory of reviews muddies the waters to the point of failure. These differing definitions while seemingly a simple problem in theory often cause damaging confusion to the construction and certainly communication of even a carefully constructed system.

Course "Pay Grades and Job Value" has been pre-approved by HRCI as eligible for 1.5 credits towards a participant's recertification upon full completion.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program”.

Why Should You Attend:

Leaders who can’t communicate the basic components of employees’ compensation packages can cause employees to understandably push back, and push back hard. Push back, even from employees who would be advantaged by an improved reward system.

Reviewing your reward system can be guaranteed to spark a little if not a lot of uncertainty. Employees are understandably apprehensive about any changes to pay, even positive ones, as they are very sensitive to changes. Even a system that does not satisfy employees will often appease them when faced with the possibility of a change. Fear of change causes most employees to think they’ll become somehow disadvantaged.

The course will show attendees how to construct a market based pay system to align rewarding your employees for accomplishment of your company’s goals.

Areas Covered in the Webinar:

Part 1: Basic Reward Systems

  • Types of reward systems
  • Determining what to reward
  • Misconceptions about rewards
  • The importance of determining your jobs’ comparative value – internal equity
  • The job market – making decisions for determining external equity
  • The part benefits play in a reward system
  • Monetizing work/life benefits

Part 2: Incentive Reward Systems

  • Performance pay
  • Incentive pay
  • Compliance considerations
  • The “uglies” involved in moving from a traditional 1980s pay system to a 2014 reward system
    • Anticipating problems
    • Communicating
    • Educating
    • Having difficult conversations
    • Dealing with a few inevitable hard truths

Part 3: Linking Your Reward System with Your Performance Management System

  • The key components of an effective performance management system
  • What you measure, notice or reward happens - writing business goals that link to your reward system
  • How to link performance appraisals with pay

Who Will Benefit:

  • HR generalists
  • HR directors
  • Compensation and/or benefits personnel
  • Small business owners

Instructor Profile:

Teri Morning, MBA, MS, SPHR, SPHR-CA, is the president of her own HR consulting firm and is a partner in a new investigatory software firm, HindsightHR. Ms. Morning has over 15 years’ of human resource and training experience in a variety of professional fields, including retail, distribution, finance, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures.

She has consulted with employers on their problems and trained managers and employees for over 10 years, meeting and working with employees from all types of businesses. In addition to an MBA, she has a master's degree in human resource development with a specialization in conflict management. Ms. Morning was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner, and is a member of SHRM, holding the dual certification of a SHRM Senior Professional in Human Resources (SHRM-CSP) and as a HRCI Certified, Senior Professional in Human Resources – California (SPHR-CA). She recently completed certifications in project management and IT management.

Topic Background:

Compensation is a reward system and that reward system’s goal should be to recruit, motivate and retain employees to perform at their peak. However many employers are stuck in a traditional “time served” pay system which rewards an employee for length of employment rather than what the market for the position pays, or what the employee has accomplished (or not) while employed.

Top management does not want to underpay their employees but as a company’s largest expense, leaders are charged with administering the reward system to accomplish its goals. Top management also wants to reward their high performers and in such a way to differentiate the difference between high and low performers.

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Refund Policy

Registrants may cancel up to two working days prior to the course start date and will receive a letter of credit to be used towards a future course up to one year from date of issuance. ComplianceOnline would process/provide refund if the Live Webinar has been cancelled. The attendee could choose between the recorded version of the webinar or refund for any cancelled webinar. Refunds will not be given to participants who do not show up for the webinar. On-Demand Recordings can be requested in exchange.

Webinar may be cancelled due to lack of enrolment or unavoidable factors. Registrants will be notified 24hours in advance if a cancellation occurs. Substitutions can happen any time.

If you have any concern about the content of the webinar and not satisfied please contact us at below email or by call mentioning your feedback for resolution of the matter.

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