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Compensation plays a critical role in attracting and retaining the right talent to meet organizational goals. Performance is each individual's contribution toward these goals. An effective compensation strategy should ensure individual performance and organizational outcomes are connected.
Decisions made regarding the compensation structure must also be aligned with the organization’s financial ability to pay. Can you afford the pay-for-performance system in good times and in bad? Learn how to design and evaluate your compensation strategy as you determine how to measure performance using the expertise of Dr. Barrington and Dr. Thomas.
After completing this course you will be able to understand the challenges of measuring and compensating on the basis of performance in a way that aligns with the goals and needs of your organization.
- Dr. Linda Barrington
- Dr. Stephanie R. Thomas
Benefits to the Learner
- Define performance in a contextually appropriate manner
- Recognize differences within the workforce that either facilitate pay for performance or make pay for performance more challenging
- Identify opportunities to improve pay-for-performance practices that are counterproductive or misaligned with organizations' needs
- Choose the elements of performance pay that are best suited to their organizational circumstances
New through intermediate-level HR professionals, including lower-level specialists in Compensation and Benefits
HR Generalists looking to specialize or round out their skills
Not especially suited to experienced or specialized talent
- HR Certification Institute (HRCI) General Units Approval Number ORG-PROGRAM-372481 10.0 Hours
- Society for Human Resource Management (SHRM) Approval Number 19-SEEQP 10.0 Credits