Overview
Assignment Directions:
Based on your weekly lessons (Weeks 1-3),
Create a comprehensive PowerPoint presentation outlining the steps involved in planning a competitive total rewards program, including employee compensation and benefits.
Slide 1: Title Slide
Title: Planning a Competitive Total Rewards Program
Student Name
Course Name/Number
Date
Slide 2: Introduction to Total Rewards
Definition of Total Rewards
Importance of Total Rewards in Attracting and Retaining Talent
Overview of the Presentation Structure
Slide 3: Understanding Organizational Goals
Importance of Aligning Total Rewards with Organizational Objectives
Types of Organizational Goals (e.g., Financial, Strategic)
Slide 4: Assessing Employee Needs
Importance of Understanding Employee Preferences and Needs
Methods for Assessing Employee Needs (e.g., Surveys, Focus Groups)
Example: Results from Employee Needs Assessment
Slide 5: Designing Compensation Strategies
Factors to Consider in Designing Compensation Strategies (e.g., Market Data, Internal Equity)
Types of Compensation (e.g., Base Salary, Variable Pay)
Slide 6: Creating Benefits Programs
Types of Employee Benefits (e.g., Health Insurance, Retirement Plans)
Importance of Offering Competitive Benefits
Slide 7: Implementing Recognition and Rewards
Importance of Recognition and Rewards in Total Rewards Programs
Types of Recognition and Rewards (e.g., Employee of the Month, Performance Bonuses)
Slide 8: Communicating Total Rewards
Importance of Transparent Communication About Total Rewards
Strategies for Communicating Total Rewards to Employees
Example: Communication Plan for Introducing Total Rewards Program
Slide 9: Evaluating Total Rewards Program Effectiveness
Methods for Evaluating Total Rewards Program Effectiveness (e.g., Employee Satisfaction Surveys, Turnover Rates)
Importance of Regularly Reviewing and Adjusting Total Rewards Programs
Example: Metrics Used to Evaluate Total Rewards Program Success
Slide 10: Conclusion
Recap of Key Points Covered in the Presentation
Importance of Planning a Competitive Total Rewards Program
Encouragement for Further Exploration of Total Rewards Strategies
Slide 11: References
List of References and Sources Used in the Presentation
Submission Instructions:
Submit a PowerPoint slide presentation. The PowerPoint must include speaker notes displaying what would be said during the presentation. Use a minimum of three to five references, with at least one citation for each reference in APA style format required. Be sure to include a cover slide and wrap your presentation up with a closing slide and a slide of the references utilized in your research.
In order to minimize lengthy wording on the slides, students will be graded on their use of the Notes section of the slides in formulating the narrative portion of the presentation. This approach will allow the use of bullet points on the slides but demonstrate the depth and scope of the research conducted in the Notes section. A minimum of 75 words in the Notes Section for each content slide is required for full credit for this assignment.
IMPORTANT: Finally, see the weighted grading rubric in the Gradebook section for specific details on how your assignment will be graded.
Weekly lessons
Week 1: Human Resource Management
Learning Objectives
* CO-1: Distinguish the difference between the strategic and operational role of human resource management.
o LO-1.1: Differentiate between strategic and operational HRM functions by analyzing
their respective roles in organizational planning and day-to-day operations, using case
studies and examples to illustrate key distinctions.
o LO-1.2: Evaluate the strategic alignment of HRM functions with organizational goals and
objectives, assessing how strategic HRM decisions impact long-term business outcomes
compared to operational HRM activities.
o LO-1.3: Critically analyze case studies to identify instances where strategic HRM
decisions have positively or negatively impacted organizational outcomes, highlighting
lessons learned.
o LO-1.4: Evaluate the role of HR technology and data analytics in supporting strategic
and operational HRM functions, exploring how these tools enhance decision-making and
organizational effectiveness.
Reading and Resources
Links for all readings are provided in the course e-reserve. This is in each weekly lesson under the heading Readings & Resources.
Week 2: Diversity and the Recruitment Process
Learning Objectives
* CO-1: Distinguish the difference between the strategic and operational role of human resource management.
o LO-1.2: Evaluate the strategic alignment of HRM functions with organizational goals and
objectives, assessing how strategic HRM decisions impact long-term business outcomes
compared to operational HRM activities.
Page 2
o LO-1.3: Critically analyze case studies to identify instances where strategic HRM
decisions have positively or negatively impacted organizational outcomes, highlighting
lessons learned.
* CO-2: Analyze the principles and theories of human resource management to the world of work in areas such as recruitment, selection, onboarding, and issues associated with diversity, equity,
and inclusion (DEI).
o LO-2.1: Apply HRM principles and theories to develop recruitment and selection
strategies that promote diversity, equity, and inclusion (DEI), ensuring alignment with
organizational values and legal requirements.
o LO-2.2: Evaluate the effectiveness of onboarding practices in fostering a diverse and
inclusive workplace culture, utilizing HRM theories and best practices to enhance
employee engagement and retention during the onboarding process.
o LO-2.3: Develop a training program that integrates DEI principles and theories to
address implicit bias and promote employee cultural competence, utilizing effective
instructional design strategies and assessment methods.
o LO-2.4: Develop a diversity recruitment strategy that leverages innovative sourcing
methods and partnerships with diverse organizations and communities to attract a
more inclusive pool of candidates.
o LO-2.5: Analyze the impact of unconscious bias in the recruitment and selection process,
exploring strategies to mitigate bias and promote fairness and equity in hiring practices.
Reading and Resources
Links for all readings are provided in the course e-reserve. This is in each weekly lesson under the heading Readings & Resources.
Week 3: Compensation and Benefits
Learning Objectives
* CO-2: Analyze the principles and theories of human resource management to the world of work in areas such as recruitment, selection, onboarding, and issues associated with diversity, equity,
and inclusion (DEI).
o LO-2.3: Develop a training program that integrates DEI principles and theories to
address implicit bias and promote employee cultural competence, utilizing effective
instructional design strategies and assessment methods.
* CO-3: Plan a competitive total rewards program to include employee compensation and
benefits.
o LO-3.1: Evaluate a comprehensive compensation strategy that aligns with organizational
goals and industry benchmarks, incorporating variable pay structures and recognition
programs to enhance employee motivation and performance.
o LO-3.2: Analyze the impact of various employee benefits programs on recruitment,
retention, and employee satisfaction, utilizing data analytics and employee feedback to
optimize benefits offerings.
Page 3
o LO-3.3: Design a communication plan to communicate the total rewards program to
employees effectively, ensuring clarity and transparency regarding compensation,
benefits, and performance-related rewards.
o LO-3.4: Assess the legal and regulatory considerations involved in designing and
implementing a total rewards program, ensuring compliance with labor laws, tax
regulations, and industry standards.
Reading and Resources
Links for all readings are provided in the course e-reserve