Whether you're writing paychecks or wondering where yours comes from, this course is for you!
We begin by asking: "To succeed, what kind of a person does your organization need to attract, retain, and motivate?" From there, we'll explain how to align your organization's objectives, its pay philosophy, and ultimately the way it designs and implements its salary structure, short-term incentives, long-term incentives, and benefits.
Whether you're writing paychecks or wondering where yours comes from, this course is for you!
We begin by asking: "To succeed, what kind of a person does your organization need to attract, retain, and motivate?" From there, we'll explain how to align your organization's objectives, its pay philosophy, and ultimately the way it designs and implements its salary structure, short-term incentives, long-term incentives, and benefits.
Interested in learning more about the technical aspects of compensation, but don't know where to begin? We'll give an overview of key the key technical skills: compliance with pay regulations, understanding stock options, shopping for health insurance and pension providers, and designing incentive plans. Lastly, we'll discuss non-monetary methods of motivating employees.
Upon completing the course, you should be able to have an understanding of compensation both strategically and technically. Learners will also gain introductory familiarity with pay regulation in the US.
4.7
74 Ratings
Free
per course
Incentives
100% online
Course 4 of 5 in the
Flexible deadlines
Approx. 17 hours to complete
English
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FAQs About "Managing Employee Compensation"
Is the online course "Managing Employee Compensation" free?
Yes, "Managing Employee Compensation" is a free online course offered on the online classes platform Coursera
Is "Managing Employee Compensation" an online course worth taking?
160 students from the online classes platform Coursera have given an average rating of 4.7 to the online "Managing Employee Compensation" and at least 14512 have completed this online training.
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