Sheridan Course Outlines

Land Acknowledgement

Sheridan College resides on land that has been, and still is, the traditional territory of several Indigenous nations, including the Anishinaabe, the Haudenosaunee Confederacy, the Wendat, and the Mississaugas of the Credit First Nation. We recognize this territory is covered by the Dish with One Spoon treaty and the Two Row Wampum treaty, which emphasize the importance of joint stewardship, peace, and respectful relationships.

As an institution of higher learning Sheridan embraces the critical role that education must play in facilitating real transformational change. We continue our collective efforts to recognize Canada's colonial history and to take steps to meaningful Truth and Reconciliation.

Section I: Administrative Information

Total hours: 42.0
Credit Value: 3.0
Credit Value Notes: N/A
Effective: Spring/Summer 2024
Prerequisites: HRMT70006
Corequisites: N/A
Equivalents: N/A
Pre/Co/Equiv Notes: HRMT70006 or another post-secondary level HR fundamentals course.

Program(s): Certified Payroll Manager, Health & Safety Risk Mgmt, Human Resource - Certified Hum, Human Resource -Certified Hum, Human Resource Management, Occupational Health and Safety
Program Coordinator(s): Bruce Goldie
Course Leader or Contact: N/A
Version: 20240506_00
Status: Approved (APPR)

Section I Notes: Access to course materials and assignments will be available on Sheridan's Learning and Teaching Environment (SLATE). Students will need reliable access to a computer and the internet.

Section II: Course Details

Detailed Description
In this course, students will characterize an effective compensation system, describe how employee benefits contribute to an effective total reward system and consider the connection between compensation, pay equity, performance appraisals, merit pay, and reward satisfaction. The components of a compensation system such as base, performance and indirect pay, profit sharing, stock plans and long-term incentives will be compared and the relationship between intrinsic and extrinsic rewards and high levels of individual and team performance will be discussed. Students will characterize various managerial strategies, compare leading, lagging, and matching compensation philosophies, and assess which strategies are most appropriate for an organization. Students will identify the steps for establishing pay grades, ranges and spreads and outline the processes for applying data collected from compensation surveys. This course meets the Compensation and Benefits coursework requirement of the Human Resources Professionals Association?s (HRPA) Certified Human Resources Professional (CHRP) and Certified Human Resource Leader (CHRL) exams.

Program Context

Certified Payroll Manager	Program Coordinator(s): N/A
N/A
Health & Safety Risk Mgmt	Program Coordinator(s): N/A
N/A
Human Resource - Certified Hum	Program Coordinator(s): Bruce Goldie
N/A
Human Resource -Certified Hum	Program Coordinator(s): N/A
N/A
Human Resource Management	Program Coordinator(s): Bruce Goldie
This is a compulsory course in the Continuing Education Human Resources Management Certificate program. HRPA has approved this course as equivalent to the Compensation requirement in the CHRM program.
Occupational Health and Safety	Program Coordinator(s): N/A
N/A

Course Critical Performance and Learning Outcomes

	Critical Performance:
	By the end of this course, learners will be able to use a systematic framework to analyze job market trends, identify best practices and design and evaluate a compensation and benefits strategy that adds value to the organization.

Learning Outcomes:

To achieve the critical performance, students will have demonstrated the ability to:

Discuss the theories of employee behaviour and explain their connection to total rewards.
Summarize and explain the advantages and disadvantages of job evaluation methods.
Differentiate between employment and pay equity and summarize the actions employers must take to comply with provincial legislation.
Design a base pay structure from given data and identify the various methods of establishing base pay.
Describe the terms associated with pay policy including regression, compa-ratio, intergrade differentials, compensating differential, pay range and pay philosophy.
Compare and contrast incentive-based reward plans including piece work, commissions, group plans, short-term vs. long-term plans.
Evaluate the components of a total rewards system and recommend changes or new strategies that reflect best practices.
Describe various retirement benefits including Registered Retirement Savings Plans (RRSPs), Tax-Free Savings Accounts (TFSAs ), Defined Benefits Plans and Defined Contribution Plans.
Identify the strengths and weaknesses of a performance appraisal instrument.
Analyze the various influences on changing compensation.
Monitor and analyze external and internal environmental trends that contribute to developing and maintaining an effective compensation system.

Evaluation Plan
Students demonstrate their learning in the following ways:

Evaluation Plan: ONLINE

	Assignment 1	10.0%
	Assignment 2A	10.0%
	Assignment 2B	20.0%
	Midterm Exam	30.0%
	Final Exam	30.0%
	Total	100.0%

Evaluation Notes and Academic Missed Work Procedure:

The final exam will be administered online.

TEST AND ASSIGNMENT PROTOCOL

The following protocol applies to every course offered by Continuing and Professional Studies.

1. Students are responsible for staying abreast of test dates and times, as well as due dates and any special instructions for submitting assignments and projects as supplied to the class by the instructor.

2. Students must write all tests at the specified date and time. Missed tests, in-class/online activities, assignments and presentations are awarded a mark of zero. The penalty for late submission of written assignments is a loss of 10% per day for up to five business days (excluding Sundays and statutory holidays), after which, a grade of zero is assigned. Business days include any day that the college is open for business, whether the student has scheduled classes that day or not.  An extension or make-up opportunity may be approved by the instructor at his or her discretion.

Provincial Context
The course meets the following Ministry of Colleges and Universities requirements:

Essential Employability Skills
Essential Employability Skills emphasized in the course:

Communication Skills - Respond to written, spoken, or visual messages in a manner that ensures effective communication.
Critical Thinking & Problem Solving - Apply a systematic approach to solve problems.
Information Management - Locate, select, organize and document information using appropriate technology and information systems.
Personal Skills - Manage the use of time and other resources to complete projects.

Prior Learning Assessment and Recognition
PLAR Contact (if course is PLAR-eligible) - Office of the Registrar
Students may apply to receive credit by demonstrating achievement of the course learning outcomes through previous relevant work/life experience, service, self-study and training on the job. This course is eligible for challenge through the following method(s):

Challenge Exam
Notes:

Section III: Topical Outline

Some details of this outline may change as a result of circumstances such as weather cancellations, College and student activities, and class timetabling.
Instruction Mode: Online
Professor: Multiple Professors
Resource(s):
Course material costs can be found through the Sheridan Bookstore

	Type	Description
Required	Textbook	Strategic Compensation in Canada, Long and Singh, Top Hat, 7th Edition, 2021

Applicable student group(s): Online Topical for Continuing Education Students
Course Details:

Module 1 – A Roadmap to Effective Compensation

Objectives of a compensation system
Extrinsic and intrinsic rewards
Reward systems and compensation systems
Compensation strategy and its context

Module 2 – A Strategic Framework for Compensation

Strategy and concept of fit
Managerial strategies and contextual and structural variables
Classical, human relations and high-involvement managerial strategies
Effect of socioeconomic changes on compensation strategies

Module 3 – A Behavioural Framework for Compensation

Behavioural and job satisfaction challenges
Rewards and employee job satisfaction, organizational identification and motivation
Membership, organizational identification and task behaviours
Causes of reward dissatisfaction
Managerial strategies and employee attitudes and behaviours
Designing effective reward systems

(Assignment #1, 10%)

Module 4 – Components of a Compensation System

Base pay, performance pay and indirect pay
Establishing base pay

Module 5 – Performance Pay Choices

Individual performance pay
Group performance pay: Profit-sharing, employee stock plans and long-term incentives
Organization performance pay plans

Module 6 - Formulating the Reward and Compensation strategy

Constraints on compensation strategy design
Formulation of a compensation strategy
Utility analysis: Lead, lag and match compensation strategies
Evaluation of a proposed compensation strategy
Compensation for contingent workers, executives and international employees

(Assignment 2, Part A, 10%)

Module 7 - Evaluating Jobs: The Job Evaluation Process

Job evaluation and its methods
Job analysis and its output
Job descriptions
Pay equity and legal requirements

Module 8 – Evaluating Jobs: The Point Method of Evaluation

Steps in designing a point system
Pitfalls in designing a point system
Establishing pay grades, pay ranges and range spreads

(Midterm Exam 30%)

Module 9 – Evaluating the Market

Understanding labour markets
Compensation data sources
Compensation surveys
Applying compensation survey data

Module 10 – Evaluating Individuals

Function of performance appraisals
Performance appraisal methods
Alternative sources of performance information
Performance management
Linking merit pay to performance appraisals
Developing an effective merit pay system

Module 11 – Designing Performance Pay Plans

Gainsharing, goal-sharing, profit sharing and employee stock plans
Nonmonetary rewards programs

(Assignment 2, Part B, 20%)

Module 12 - Designing Direct Pay Plans

Employee benefits categories
Fixed vs. flexible benefits plans
Challenges of designing a benefits system

Module 13 - Activating and Maintaining an Effective Compensation System

Considerations when implementing a compensation system
Steps to implementing a compensation system
Communication strategies
Evaluating effectiveness
External and internal influences
Influences of financial crises and labour shortages

(Final Exam 30%)

Sheridan Policies

It is recommended that students read the following policies in relation to course outlines:

Academic Integrity
Copyright
Intellectual Property
Respectful Behaviour
Accessible Learning

All Sheridan policies can be viewed on the Sheridan policy website.

Appropriate use of generative Artificial Intelligence tools: In alignment with Sheridan's Academic Integrity Policy, students should consult with their professors and/or refer to evaluation instructions regarding the appropriate use, or prohibition, of generative Artificial Intelligence (AI) tools for coursework. Turnitin AI detection software may be used by faculty members to screen assignment submissions or exams for unauthorized use of artificial intelligence.

Course Outline Changes: The information contained in this Course Outline including but not limited to faculty and program information and course description is subject to change without notice. Nothing in this Course Outline should be viewed as a representation, offer and/or warranty. Students are responsible for reading the Important Notice and Disclaimer which applies to Programs and Courses.

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