STAND APART

Instead of HR professionals, front-line managers are now being asked to assess their personnel needs in the workplace and make hiring —or firing—choices that fit those needs. Many managers have not been trained on how to decide among candidates to make the best choices to fit their team. These choices are not just about creating test questions or reading resumes, but also about managing the interpersonal communication that must occur between hirer and candidate.

Cornell University's Professor Livingston's teaching combines well-supported theoretical evidence with real-world examples and case studies to make the subject matter both understandable and easily applicable to a wide variety of managing environments. She focuses not just on the “how” of hiring and interviewing, but on the “why” so that individual managers and decision makers can be flexible and agile in changing environments and with changing needs.

The conversation around employee pay has changed over the years from one of base salaries, bonuses, and cash compensation, to a “total rewards” approach that seeks the right blend of monetary and non-monetary elements that will engage each employee while generating valuable business results.

Cornell University ILR School faculty Linda Barrington and Diane Burton are the thought leaders behind Cornell's prestigious Institute for Compensation Studies. This team of authors offers a learning experience that applies evidence-based, social science approaches to the field of compensation. This course will equip you with the tools and insights needed to apply a “total rewards” view to compensation that aligns with your organization's strategic goals and operational realities.

Organizations today face a multitude of challenges when it comes to effectively managing their talent. In mature markets, demographic trends are forcing companies to accelerate their efforts to build a pipeline of future leaders. In emerging markets, companies must develop talent strategies that are both nimble and effective at engaging and retaining key human capital. To achieve these goals, companies need an integrated, systematic approach to attracting, developing, engaging, and retaining critical talent.

Cornell University Professor Brad Bell offers a learning experience that challenges students to dig deeper into understanding their organization's key talent management challenges and uncovers solutions that can be used to overcome these challenges. This course adopts a systems view of talent management in order to demonstrate that various talent practices and processes need to be aligned to create effective solutions. It also examines current trends and cutting-edge thinking in the talent management field.

How does your organization determine how much to pay employees across their different roles? How do you balance the need to attract and retain talent with the need to promote internal pay fairness? It is crucial that your organization define clear answers to these questions.

Employee salaries are typically among the highest business expenses. Making compensation decisions in ways that attract the best talent and contribute to internal fairness is a major concern of human resource professionals. Some organizations have compensation structures in place, while others do not use them at all. This course provides a comprehensive overview of the use of compensation structures.

You'll start by exploring some of the philosophical concepts underpinning pay structures. You'll look at the decisions your organization will need to make before creating a pay structure. After you examine the philosophical and practical considerations, you'll see how to develop a pay structure. Professor Tae-Youn Park leads you through the process of building a pay structure for your organization, providing a step-by-step framework that you can bring back to your organization. He then gives you hands-on experience with developing a pay structure that matches both your organization's needs and its values. Along the way, you will discover how to collect, choose, and use market pay data.

Finally, you'll take a close look at some specific issues with pay structures. You'll discover how to use a pay structure to make decisions around employee pay. You'll explore the advantages and disadvantages of pay transparency. You'll end the course by identifying the various teams within your organization who need to be engaged to help manage pay structures effectively.

By the end of this course, you will be ready to make informed decisions about pay structures for your organization. You'll be able to assist senior leaders in articulating a pay philosophy and determining a pay transparency policy. You will also have the insights you need to advise senior management. Throughout the course, Professor Park weaves research-based information with practical advice so that you'll be prepared to guide your organization through the process of designing and managing compensation structures.

The following course is required to be completed before taking this course:

• Total Rewards Compensation