Use retribution as a strategic tool in your management and achieve significant advantages for both the team of employees and the company itself"

Why Study at TECH?

TECH is the world's largest 100% online business school. It is an elite business school, with a model based on the highest academic standards. A world-class center for intensive managerial skills education.   

TECH is a university at the forefront of technology, and puts all its resources at the student's disposal to help them achieve entrepreneurial success”

At TECH Global University

Innovation

The university offers an online learning model that balances the latest educational technology with the most rigorous teaching methods. A unique method with the highest international recognition that will provide students with the keys to develop in a rapidly-evolving world, where innovation must be every entrepreneur’s focus.

"Microsoft Europe Success Story", for integrating the innovative, interactive multi-video system. 

The Highest Standards

Admissions criteria at TECH are not economic. Students don't need to make a large investment to study at this university. However, in order to obtain a qualification from TECH, the student's intelligence and ability will be tested to their limits. The institution's academic standards are exceptionally high...  

95% of TECH students successfully complete their studies.

Networking

Professionals from countries all over the world attend TECH, allowing students to establish a large network of contacts that may prove useful to them in the future.  

100,000+ executives prepared each year, 200+ different nationalities.

Empowerment

Students will grow hand in hand with the best companies and highly regarded and influential professionals. TECH has developed strategic partnerships and a valuable network of contacts with major economic players in 7 continents.  

500+ collaborative agreements with leading companies.

Talent

This program is a unique initiative to allow students to showcase their talent in the business world. An opportunity that will allow them to voice their concerns and share their business vision. 

After completing this program, TECH helps students show the world their talent. 

Multicultural Context

While studying at TECH, students will enjoy a unique experience. Study in a multicultural context. In a program with a global vision, through which students can learn about the operating methods in different parts of the world, and gather the latest information that best adapts to their business idea. 

TECH students represent more than 200 different nationalities.  

Learn with the best

In the classroom, TECH’s teaching staff discuss how they have achieved success in their companies, working in a real, lively, and dynamic context. Teachers who are fully committed to offering a quality specialization that will allow students to advance in their career and stand out in the business world. 

Teachers representing 20 different nationalities. 

TECH strives for excellence and, to this end, boasts a series of characteristics that make this university unique:   

Analysis

TECH explores the student’s critical side, their ability to question things, their problem-solving skills, as well as their interpersonal skills.  

Academic Excellence

TECH offers students the best online learning methodology. The university combines the Relearning methodology (the most internationally recognized postgraduate learning methodology) with Harvard Business School case studies. A complex balance of traditional and state-of-the-art methods, within the most demanding academic framework.   

TECH is the world’s largest online university. It currently boasts a portfolio of more than 10,000 university postgraduate programs. And in today's new economy, volume + technology = a ground-breaking price. This way, TECH ensures that studying is not as expensive for students as it would be at another university.   

At TECH, you will have access to the most rigorous and up-to-date case analyses in academia” 

TECH's pedagogical methodology, based on Relearning, means that students do not have to invest an enormous amount of hours in studying the entire program. The large amount of supplementary material, including detailed videos created by the teaching team, provides enriching content that helps to assimilate and contextualize the most important strategic retribution concepts.

You will be supported by the best possible syllabus regarding Remuneration as Strategic Tool, delving into job evaluation and the regulatory framework"

Syllabus

This Postgraduate diploma in Remuneration as Strategic Tool contains the necessary keys to successfully lead a team in Human Resources. Since salary is one of the pillars on which good professional work is based, mastering it as a strategic tool is a unique decisive advantage.

Numerous supplementary readings and practical exercises, based on real cases, help students to focus their study effort much better. The information pills provided throughout each topic are the most efficient way to provide unparalleled insight into business success.

The 450 hours that make up this Postgraduate diploma are therefore maximized. Students will analyze real cases of compensation strategies in companies, acquiring the necessary skills to stand out in their daily work.

This Postgraduate diploma takes place over 6 months and is divided into 3 modules:

Module 1. Remuneration as a Strategic Tool
Module 2. Job Evaluation and Remuneration
Module 3. Remuneration and its Regulatory Framework

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Remuneration as Strategic Tool completely online. Throughout the 6 months of the educational program, you will be able to access all the contents of this program at any time, allowing you to self-manage your study time.

Module 1. Remuneration as a Strategic Tool

1.1. Remuneration as an Organizational Management Tool

1.1.1. Remuneration Objectives
1.1.2. Benefits of Remuneration
1.1.3. Remuneration Policy Design
1.1.4. Remuneration Policy Implementation

1.2. Remuneration Processes

1.2.1. Design and Processes Involved
1.2.2. Job Description and Appraisal, Equity, Remuneration Structure, Performance

1.3. The Overall Remuneration System as a Determining Factor in the Company

1.3.1. Total Remuneration Objectives
1.3.2. Extrinsic, Intrinsic and Emotional Remuneration
1.3.3. Talent Retention
1.3.4. Employee Attraction and Loyalty

1.4. Remuneration System

1.4.1. Fixed Remuneration
1.4.2. Variable Remuneration
1.4.3. Remuneration in Kind and Flexible Remuneration
1.4.4. Emotional Remuneration

1.5. The compensation and benefits function and Human Resources Management

1.5.1. The Challenges of Human Resources Management: Compensation and Benefits
1.5.2. Human Resources Management and Its Relationship with Other HR Functions HR Issues Related to Employee Compensation
1.5.3. PR Department Relations HR with Other Related Parties within the Company that Influence Employee Compensation

1.6. Remuneration Management Determining Factors

1.6.1. External: Labor Market, Competition, Legal Regulations
1.6.2. Internal: Industry, Culture, Staffing Profile
1.6.3. Rewarding Performance

1.7. The Remuneration Market: Features and Standard Practices

1.7.1. By Concept
1.7.2. By Country
1.7.3. By Organizational Levels

1.8. The Future of Remuneration

1.8.1. Keeping the Company Competitive in the Labor Market: Key Points
1.8.2. How Companies can Motivate Future Employee Performance: Tools to be Used
1.8.3. Increased Company Visibility: Measurements

1.9. Remuneration from a Strategic Perspective

1.9.1. Remuneration Strategies
1.9.2. Strategic Benefits of Remuneration
1.9.3. Formative Benefits of Remuneration

1.10. Benefits of Remuneration Management

1.10.1. Remuneration Management
1.10.2. Advantages and Benefits of Remuneration Management
1.10.3. Inconveniences of Remuneration Management

Module 2. Job Evaluation and Remuneration

2.1. Job Analysis and Description

2.1.1. Job Analysis
2.1.2. Job Description
2.1.3. Planning Job Analysis and Job Descriptions within the Company

2.2. Job Assessment

2.2.1. Fundamental questions for Job Assessment
2.2.2. Information Gathering Process
2.2.3. Data Procurement Process
2.2.4. Data Interpretation Process

2.3. Assessment Methods

2.3.1. Qualitative Methods
2.3.2. Quantitative Methods
2.3.3. Comparison of Qualitative and Quantitative Methods: Advantages and Disadvantages

2.4. Job Catalog

2.4.1. Job Specifications
2.4.2. Substantial and Required Characteristics of the Job
2.4.3. Template Planning

2.5. Qualitative Methods: Grading

2.5.1. Previous Classification Required: Key Points
2.5.2. Ranking Method
2.5.3. Job Evaluation

2.6. Quantitative methods I: Factor Comparison

2.6.1. Factored Points Method: Key Points
2.6.2. Keyword Selection
2.6.3. Selection and Definition of Remuneration Factors

2.7. Quantitative methods II: Scoring Factors

2.7.1. Assessment Factors
2.7.2. Responsibility
2.7.3. Effort Groups

2.8. Application of Job Evaluation in Human Resources Management

2.8.1. Training Plan to be Implemented within the Company
2.8.2. Employee Development
2.8.3. Internal Communication in the Company

2.9. Application of Job Evaluation in the Remuneration Policy

2.9.1. Objectives of Job Evaluation
2.9.2. Requirements Covered by Job Evaluation
2.9.3. Job Evaluation Procedures

2.10. Changes in the PR Environment Manager

2.10.1. Economic Changes
2.10.2. Social Changes
2.10.3. Organizational Changes

Module 3. Remuneration and its Regulatory Framework

3.1. Salary

3.1.1. Salaries
3.1.2. Composition of Salary: Base salary and Salary Supplements
3.1.3. Working Time: Breaks that can be Counted as Working Time

3.2. Working Time: Breaks that can be Counted as Working Time

3.2.1. Weekly Rest
3.2.2. Time, Place and Method of Wage Payment
3.2.3. Vacations

3.3. Non-Salary or Extra-Salary Payments

3.3.1. Non-Salary Benefits
3.3.2. Loans
3.3.3. Indemnifications

3.4. Structure of Salary I: Base salary and Salary Supplements

3.4.1. Base Salary
3.4.2. Basic Salary Supplements to be Included in the Employee's Payment
3.4.3. Personal Circumstances of the Employee to be Taken into Account for the Payment of the Base Salary and Wage Supplements

3.5. Salary Structure II: Extraordinary Bonuses

3.5.1. Extraordinary Bonuses
3.5.2. Extraordinary Payments: How, When and Why are they Paid Calculation and Accrual
3.5.3. Specific Jurisprudence to be taken into Account

3.6. Workers' salary rights in the area of wages

3.6.1. Salary Payment
3.6.2. Liquidation
3.6.3. Interprofessional Minimum Salary

3.7. Guiding Principles for Salaries

3.7.1. Equal Pay and Non-Discrimination. Wage Gap
3.7.2. Salary Absorption and Compensation
3.7.3. Employers Allow the Most Beneficial Working Conditions

3.8. Wage Adjustment: Individual and Collective

3.8.1. Substantial Modification of Individual Working Conditions
3.8.2. Substantial Modification of Collective Working Conditions
3.8.3. Possibilities of Reducing the Remuneration System

3.9. Deductions I: Social Security Contributions

3.9.1. Mandatory Contributions Key Points
3.9.2. General Social Security Regime for Employees and Assimilated Workers
3.9.3. Special Social Security Regimes Established for Certain Activities

3.10. Deductions II: Income , Taxes to Take into Account

3.10.1. Key to Take into Account in relation to Income Tax
3.10.2. Salary Structure and Retention Rate
3.10.3. Income Tax Management

The teaching materials of this program, elaborated by these specialists, have contents that are completely applicable to your professional experiences”