Professional Documents
Culture Documents
Credit Units: 3
Course Description: The course is designed to introduce students to the systems, methods and procedures
involved in the effective administration and management of compensation and benefits (C & B) within organizations.
The course exposes the students to the theories and principles governing compensation and benefits. In the course
of the study, cases gleaned from actual organizational experiences are presented to guide students in
understanding the course materials and, in turn, acquire technical competencies pertinent to this human resources
management function such as job analysis, job evaluation, salary administration, benefits administration, among
others. Through guided discussions, students are also exposed to Philippine statutory benefits and other company-
initiated benefits offered by organizations coming from different industrial sectors.
Faculty of Arts and Letters Program Intended Learning Course Intended Learning
Graduate Attributes Outcomes for Behavioral Science Outcomes
It is expected that Thomasian It is expected that a Behavioral It is expected that, after the course,
students of Arts and Letters will be Science student will be able to a student will be able to do the
able to manifest the following: demonstrate the following: following:
1. Body of knowledge, Research 1. Ability to perform different human 1. Know the factors considered in the
and Creative Skills. Acquire resource functions particularly formulation of a compensation and
adequate knowledge in the those that relate to recruitment, benefits system
Humanities, Social Sciences and training and development,
2. Understand the statutory and
other related disciplines, and apply it employee maintenance and labor
in various academic researches and relations other-company initiated benefits
granted to employees in the public
creative endeavors.
and private sectors in the Philippines
2. Critical Skills, Effective 2. Comprehend and relate to 3. Identify the process involved in
Problem Solving. To progressively practical application the different the creating internal alignment and a
engage in theories and facts, in the theories and principles that affect fair and reasonable compensation
light of reason, towards solving human behavior and benefits system
theoretical and practical problems.
4. Interpret salary surveys and come
up with sound C & B decisions
3. Leadership Skills to Work 3. Be acquainted with the industry as 5. Demonstrate various C & B
Alone and in Teams. To exhibit a to how it relates to the individual competencies by producing actual
work ethic anchored on honesty, outputs such as job descriptions, job
responsibility and accountability rating plans, pay scales, flexible
UNIVERSITY OF SANTO TOMAS
THE CATHOLIC UNIERSITY OF THE PHILIPPINES
Formulation of
compensation philosophy
that will lead to a better
understanding of the
strategic nature of the
compensation and
benefits function
Create a sample salary III. Pay Structure Design Salary recommendation Computational and
structure based on simulation that will Analytical Exercises
simulated and actual a. Pay policy identification develop critical thinking Short Quizzes
data (CILO 5) b. Pay survey analysis in evaluating applicants
c. Pay structure creation and employees
qualifications based on
established criteria
Preliminary Examination
that will gauge learning
obtained for the first half
of the semester
Identify the linkage of VI. Employee Lecture, cooperative Paired research report
compensation to Contributions: learning and submission and plan
performance Determining exemplifications that will presentation
management systems Individual Pay lead to familiarity and Seatwork/Assignment
(CILO 8) awareness of pay-for-
a. Link Between performance plans
Organizational Strategy implemented by
and Compensation organizations
b. Performance
Management Systems Paired research and
and C & B expert interviews on
pay-for-performance
plans
Design of pay-for-
performance plans based
on established
compensable factors
Conceptualize a
possible benefits plan
fit for specific
organizations (CILO 5)
Identify the
competencies required
of a benefits
administrator (CILO 6)
Identify the different VIII. Employee Benefits: Interactive and group Graded Recitation
statutory entitlements Statutory Benefits discussion that will lead Objective Quiz
of employees (CILO 2) to understanding of
government-mandated
Understand the legal benefits of employees in
bases and implications the Philippines
of these benefits (CILO
2) On-line research on
assigned statutory
benefits that will lead to
UNIVERSITY OF SANTO TOMAS
THE CATHOLIC UNIERSITY OF THE PHILIPPINES
Know the different IX. Employee Benefits: Lecture and group Recitation
benefits Company-Initiated discussion that will lead Seatwork/Assignment
options/packages Benefits to identification of the Simulation reports
offered by different different benefits Compensation Package
organizations (CILO 2) packages presently Design
offered in various
Understand the organizational settings
different circumstances
by which these Comparative assessment
benefits are grounded of benefits through group
(CILO 2) company exposures in
different industries that
Distinguish will lead to analytical
government-mandated way of assessing the
from company-initiated appropriateness of
benefits (CILO 2) benefits programs vis-a-
vis the nature of
organizations
UNIVERSITY OF SANTO TOMAS
THE CATHOLIC UNIERSITY OF THE PHILIPPINES
Identify the impacts of X. Current Issues and Presentation and critique C & B Seminar
globalization to the Trends in through seminar of group Final Examination
local compensation and Compensation and industrial company
benefits management Benefits exposure that will lead to
practices (CILO 8) Management: Local knowledge-sharing and
and Global sound judgment of
Prepare an analytical Implications refining
report on the recommendations for
compensation and improvements
benefits management
of selected Final Exam that will
organizations (CILO 8) assess learning for the
2nd half of the semester
Organize a seminar to
present outputs
obtained from group
company exposures
(CILO 7 and CILO 9)
UNIVERSITY OF SANTO TOMAS
THE CATHOLIC UNIERSITY OF THE PHILIPPINES
Aguiling, H. (2009). Job Evaluation: The Traditional Approach. Manila: UST Publishing House.
Armstrong, M. (2008). Strategic human resources management: A guide to action. London: Kogan Page.
Armstrong, M. (2014). Armstrongs handbook of human resources management practice. Philadelphia: Kogan Page.
Bohlander, G., Snell, S. & Sherman A. (2001). Managing Human Resources, 12th ed. Ohio: South-Western College
Publishing.
Diamante, M. & Ledesma, G. (2007). Human Resource Management: Local and Global Perspectives. Quezon City: C
& E Publishing, Inc.
Ferguson, M. (2014). The talent equation: Big data lessons for navigating the skills gap and building a competitive
workforce. New York: McGraw-Hill Education.
Gomez-Mejia, L. (2010). Compensation and organizational performance. Theory, research and practice. New York:
M.E. Sharpe.
Lipman, F. (2008). Executive compensation best practices. New Jersey: John Wiley & Sons.
Martocchio, J. (2013). Strategic compensation: A human resource management approach. Boston: Pearson.
Mello, J. (2015). Strategic human resource management. Stamford, CT: Cengage Learning.
Milkovich, G., Newman, J. & Gerhart, B. (2011). Compensation, 10 th ed. New York: McGraw Hill.
Noe, R. (2008). Employee Training and Development 4 th Edition. New York: McGraw Hill, Inc.
UNIVERSITY OF SANTO TOMAS
THE CATHOLIC UNIERSITY OF THE PHILIPPINES
Senyucel, Z. (2009). Managing the human resource in the 21s t century. London: Zorlu Senyucel & Ventus
Publishing.
Steward, C. & Cash, W. (1994). Interviewing: Principles and Techniques 7 th Edition. Wisconsin: Brown and
Benchmark Publishers.
Wrightman, L., Nietzel, M. & Fortune, W. (1998). Psychology and the Legal System, 4th ed. Pacific Grove:
Brooks/Cole Publishing Company.
GRADING SYSTEM:
COURSE POLICIES:
1. Students are expected to attend all classes and participate actively in all sessions living up to the principle
that Everyday is a day of productivity. When a student misses a class, he or she shall present a valid letter
of excuse to the course instructor. In all cases, the student shall be responsible in catching up with missed
lessons and ensuring timely submissions of all requirements and deliverables.
2. Attendance shall be checked 15 minutes after the time. Students shall be marked Tardy or Absent as
applicable. It is imperative that students sign in the attendance sheet as proof of attendance for the day. No
considerations will be given for students who will incur the maximum allowable number of absences. The
total number of allowable absences and tardiness, as indicated in the students handbook, shall be followed.
It will be the students responsibility to sign in the attendance. Failure to sign will mean absence for that
particular meeting.
3. All mobile phones and gadgets must be put on silent mode so as not to cause distraction while the class is
ongoing. Generally, using of mobile phones or any other gadgets is prohibited inside the classroom unless
allowed by the professor.
4. Students are responsible for keeping and maintaining the cleanliness inside the classroom.
5. Eating of heavy meals is strictly prohibited inside the classroom. Light snacks may be eaten instead.
6. Students are expected to be responsible in coming back to the classroom on time during break periods.
7. Deadlines shall be complied with perpetually at all times. No extensions will be given for late outputs.
8. Students are encouraged to be here now and share their thoughts and experiences at all times during class
discussions while maintaining respectful communication to other members of the class.
11.No special examinations are generally given to students who are not present during an examination day.
12. In addition to the weekly classroom interactions, students are required to participate actively as well in the
activities done in the online classroom via www.edmodo.com. Access to this site and other instructions shall
be provided personally by the course instructor. Students who will not join the online classroom shall not
receive credits for the course.
13. For purposes of uniformity, all outputs for submission must comply with the specifications mentioned by the
course instructor. All outputs that deviate from the prescribed specifications shall not be accepted and shall
receive a grade of 0 for such grade component.
14. Any exemptions to the course policies described herein and those that will be further agreed in class shall
require written justification from the student and approval from the course instructor on a case-by-case
basis.
15. All questions, clarifications and other concerns related to the course must be addressed personally to the
course instructor.
UNIVERSITY OF SANTO TOMAS
THE CATHOLIC UNIERSITY OF THE PHILIPPINES
WEEK CONTENT
1 Course Overview and Introduction
2 Introducing the C & B Function
3 Quiz # 1/Internal Alignment: Job-Based Structure
4 Internal Alignment: Job-Based Structure
5 Internal Alignment: Job-Based Structure
6 Internal Alignment: Person-Based Structure
7 Quiz # 2/Internal Alignment: Person-Based Structure
8 Preliminary Examination
9 External Pay Equity:
Factors that Influence External Competitiveness
10 External Pay Equity:
Factors that Influence External Competitiveness
11 External Pay Equity:
Factors that Influence External Competitiveness
12 Quiz # 3 / Employee Contributions: Determining Individual Pay
13 Benefits Administration: The Benefits Determination Process
14 Employee Benefits: Statutory Benefits
15 Employee Benefits: Company-Initiated Benefits
16 Quiz # 4 / Current Issues and Trends in C & B
17 C & B Seminar (Group Presentations)
18 Final Examination