ObjectivesThis program will emphasize theories, concepts and applications as they apply to strategic compensation management. This program will provide a formal background in practical skill competencies as they relate to total reward strategies. The program will assist individuals to develop compensation management skills as well as an opportunity for further professional development. Overall, the focus is in the design, delivery and evaluation of materials in the strategic compensation management field.
Academic titleCompensation Specialist Certificate
Course descriptionACCT1020 Financial And Managerial Accounting
Description: This course is designed to teach human resources practitioners the financial and managerial accounting they require. The accounting dimension involved in the management of the human resources function itself will also be taught. Students should bring a calculator to the first class. Note: This course is an approved HRPA credit.
Hours: 60
Credits: 4
COMM1620 Strategic Communication in Total Rewards
Description: This intermediate-level course provides a general overview of communication theory and fundamentals. Participants are introduced to a seven-step process for communicating total rewards programs (compensation, benefits and the work experience). Emphasis is given to both the strategic and tactical elements of designing, implementing and managing a communication campaign. This course is designed for those experienced in the employee compensation and benefits fields or for those who would like to broaden their total rewards perspective. This course is highly discussion-oriented with a focus on strategic design and direction of communication.
Hours: 36
Credits: 3
Pre-Requisites: HRM1050, MATH1210
HRM1050 Compensation
Description: This course teaches the process involved in a compensation system. Students will learn the theoretical and applied aspects of the compensation function and will understand the linkage between the compensation function and organizational management process. Note: This course is an approved HRPA credit.
Hours: 39
Credits: 3
HRM1110 Fundamentals of Employee Benefits Program
Description: The focus of this course is on designing, administering and funding company benefit plans including life, short term disability, long term disability, major medical, dental and pension plans. Current trends in the insurance industry in the group benefits area will be reviewed. Students will also have an opportunity to explore the linkages which exist between government sponsored plans and company sponsored plans. Current approaches to benefit design will be reviewed and students will explore alternative design types and critique their suitability for differing employee needs. Cost and price issues will also be reviewed along with some of the major pieces of legislation impacting on this area.
Hours: 36
Credits: 3
Pre-Requisites: HRM1050
HRM1120 Job Analysis, Documentation and Evaluation
Description: This course presents the fundamentals of job analysis and documentation with a focus on job descriptions. Students will cover various methods of job evaluation, including quantitative and market-based approaches. This course is designed for HR professionals who understand the topics: strategic compensation management, quantitative methods and organizational behaviour. A student with several years of experience in this area will find this course provides a valuable review of standard practice and theory, along with an update on current trends in compensation.
Hours: 36
Credits: 3
Pre-Requisites: HRM1050, MATH1210
HRM1150 Base Pay Management
Description: This intermediate-level course provides an in-depth discussion of the principles, design, administration and evaluation of an employee-based pay program. Exercises will focus on how to resolve differences between a job's internal worth and market data, and help in the design of a competitive-based pay program. Designed for emerging compensation professionals with limited experience in developing pay structures. A student will benefit most from this course if they have mastered the concepts presented in the courses on strategic compensation management, quantitative methods and job analysis and evaluation. The familiarity with basic mathematical concepts such as mean, median, weighted average, compa-ratio, percentiles, as well as the concept of regression analysis are required.
Hours: 36
Credits: 3
Pre-Requisites: HRM1050, MATH1210
HRM1190 Market Pricing - Conducting a Competitive Pay Analysis
Description: This course will provide a consistent and effective methodology for market-pricing benchmark jobs within an organization. Participants will have an opportunity to develop their data utilization skills through classroom practicum exercises. This course will be of interest to compensation professionals with an interest in/or responsibility for identifying competitive rates of pay, job evaluation and compensation program development.
Hours: 36
Credits: 3
Pre-Requisites: HRM1050, MATH1210
MATH1210 Quantitative Methods
Description: Much needed skills for Human Resources practitioners include determining training needs, developing a truly predictive employment interview, and investigating the reasons for absenteeism. The successful accomplishment of these tasks requires sound methodology and a working knowledge of multiple research methods. This course will provide a good understanding of how the research process aids in effective HR management and will be of interest to both human resources students and professionals. Participants will explore the concepts, data collection procedures and analyses of the quantitative and qualitative approaches.
Hours: 36
Credits: 3
Electives: Program Option
Description: Student must pass 2 Course(s)
Elective Courses:
HRM1160 Performance Management - Strategy, Design and Implementation
Description: This intermediate-level course presents the key concepts associated with measuring and rewarding performance at the organization wide, group and individual levels. Issues addressed include: organizational performance planning, business strategy, the performance management system and process, measurement, individual motivation and the link between rewards and performance. This course is intended for compensation/HR practitioners and line managers who are designing and administering performance management systems, or who are responsible for developing and implementing a performance rewards strategy
Hours: 36
Credits: 3
Pre-Requisites: HRM1050, MATH1210
HRM1170 Variable Pay - Incentives, Recognition and Bonuses
Description: This intermediate-level course presents the fundamentals of variable pay. The course focuses on compensation strategy and variable pay, definitions and the design and implementation of incentive, recognition and bonus plans. This course is intended for mid-level compensation and human resources practitioners who are involved in or seek knowledge in the design, implementation and administration of variable pay systems.
Hours: 36
Credits: 3
Pre-Requisites: HRM1050
HRM1200 Outsourcing and Managing HR Service Partners
Hours: 36
Credits: 3
Pre-Requisites: HRM1050, MATH1210