BBA | Bachelor of Business Administration

The Bachelor’s Degree Courses at CalSouthern’s School of Business

Below, you’ll find all of the online bachelor’s degree courses offered by CalSouthern’s School of Business. By taking 15 semester hours of elective online bachelor’s courses, you can focus your studies in your particular area of interest, earning your Bachelor of Business Administration Degree with a concentration in management, accounting, human resources management, marketing, international business, or criminal justice.

Required Core Courses

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Business Elective Courses

Management Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Accounting Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Human Resource Management Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Marketing Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Entrepreneurship Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Leadership Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


International Business Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Technology Electives

Lower Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


Upper Division Courses

HRM 2405 Compensation Management

Credits : 3

This course will introduce the learner to compensation practice. It will strive to provide an understanding of compensation practices and the environment in which business professionals plan, implement, and evaluate compensation systems. Compensation management’s role in promoting companies' competitive advantage is invaluable.

Learning Outcomes:
  • Differentiate between strategic and tactical compensation.
  • Analyze the external market aspects of strategic analysis.
  • Examine the various laws that influence private sector companies' and labor unions' compensation practices.
  • Assess the role of performance appraisal in the merit pay process.
  • Compare how incentive pay and traditional pay systems differ.
  • Identify reasons that companies adopt pay-for-knowledge and skill-based pay programs.
  • Demonstrate the importance of building internally consistent compensation systems.
  • Design the statistical analysis of compensation surveys.
  • Discuss the fundamental principles of pay structure design.
  • Explain the role of discretionary benefits in strategic compensation.
  • Illustrate the features of defined benefit plans and defined contribution plans.
  • Describe the Family & Medical Leave Act of 1993.
  • Summarize the components of executive employee benefits.
  • Analyze the strategic issues and choices in using contingent workers.
  • Describe competitive strategies and how international activities fit in.
  • Compare differences between pay and benefits in the United States and around the world.
  • Introduce self and explain course expectations.
  • Integrate the course concepts through interaction with other Learners and your Mentor.
  • Access information efficiently and effectively.
  • Evaluate information critically and competently.
  • Practices ethical behavior in regard to information and information technology.
Back


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