Distinguish yourself from other candidates with modern knowledge, adapted to current business demands and legal frameworks"

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 employs the highest level of pedagogical methodology to maximize the learning process of the students. In this way, Relearning benefits students by reiterating the most important concepts throughout the teaching, resulting in a natural and progressive educational process. In addition, the large amount of supplementary material provided will serve as excellent reference material even after completion of the program.

You will be able to access video summaries, tests and case studies based on real examples to contextualize all the topics covered"

Syllabus

This Postgraduate diploma in Remuneration in Kind explores the most outstanding knowledge of the different modes of remuneration, including variable remuneration and flexible remuneration. In this way, students acquire a broad and detailed perspective on salary management.

The 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 is developed over 6 months and is divided into 3 modules:

Module 1. Variable Remuneration
Module 2. Remuneration in Kind
Module 3. Flexible Remuneration

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Remuneration in Kind 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. Variable Remuneration

1.1. Variable Remuneration

1.1.1. Corporate Considerations for Variable Remuneration
1.1.2. Advantages of Establishing a Variable Remuneration System within the Company
1.1.3. Drawbacks of Establishing a Variable Remuneration System within the Company

1.2. Design of a Variable Remuneration System in the Company

1.2.1. Improved Employee Performance
1.2.2. Increased Revenues for the Company
1.2.3. Economic Losses: Possible Consequences

1.3. Types and Forms of Variable Remuneration I: Equity-Based

1.3.1. Incentives. Current Market Practices
1.3.2. Short-Term Performance-Linked Bonuses and Remuneration
1.3.3. Premiums and their Corporate Connection

1.4. Types and Forms of Variable Remuneration II: Non-Equity Based

1.4.1. Barriers in Variable Remuneration Implementation: Main Drawbacks
1.4.2. Traditional Non-Equity-Linked Variable Remuneration Models
1.4.3. Financing the Variable Remuneration System

1.5. Management by Objectives

1.5.1. Management by Objectives: Key Criteria and Framework
1.5.2. Advantages of Management by Objectives: Business Strategy Alignment
1.5.3. Effective Measurement of Business Objectives

1.6. Distribution Criteria

1.6.1. Reference Criteria
1.6.2. Fixing a Reward Ceiling
1.6.3. Fixing the Standard Reward

1.7. Labor Incentives for Improved Productivity

1.7.1. Types of Production Incentive Programs and Appropriate Uses
1.7.2. Business Objective and Techniques for Incentives to Motivate the Workforce
1.7.3. Noteworthy Positive Incentives

1.8. Commercial Incentives

1.8.1. Motivating the Sales Team
1.8.2. Salary-Only Remuneration Plan
1.8.3. Commissions

1.9. Workload

1.9.1. Measurement and Evaluation of Workload
1.9.2. Physical Load Fundamental Aspects
1.9.3. Mental Load: Fundamental Aspects

1.10. Tax Incentives as a Factor in Business Growth

1.10.1. Internal Factors
1.10.2. External Factors
1.10.3. Tax Incentives for SMEs

Module 2. Remuneration in Kind

2.1. Remuneration in Kind

2.1.1. Remuneration in Kind as a Key Remuneration Mechanism: Advantages
2.1.2. Valuation and Maximums of Remuneration in Kind
2.1.3. Tax Benefits of Remuneration in Kind

2.2. Types and Forms of Remuneration in Kind

2.2.1. Services
2.2.2. Goods
2.2.3. Cash

2.3. Social Benefits as an Element of Remuneration

2.3.1. Principle of Fair Remuneration
2.3.2. Own Rewards: Transportation, Company Shares, from Restaurant Vouchers, Health Insurance, Use of a House
2.3.3. Other Noteworthy Rewards

2.4. Taxation of Social Benefits

2.4.1. Main Principles for the Taxation of Social Benefits
2.4.2. Legal Limits to the Taxation of Social Benefits
2.4.3. Stock Options: Special Features

2.5. Bonus

2.5.1. Forms of Bonus in the Market
2.5.2. Bonus Structure: Particularities
2.5.3. Prevention Bonus

2.6. Health Insurance

2.6.1. Health Insurance Stand Out Aspects
2.6.2. Taxation Applicable to Health Insurance
2.6.3. Benefits of Including Health Insurance in the Company's Payroll

2.7. Transportation Assistance

2.7.1. Key Points on Transportation Assistance
2.7.2. Taxation Applicable to Transport Assistance
2.7.3. Benefits of including Transportation Assistance in Payroll

2.8. Award of Company Shares

2.8.1. Key Points on Awarding Shares to Employees
2.8.2. Taxation Applicable to Awarding Shares
2.8.3. Benefits of including Awarding Shares in Pay

2.9. Provision of Property

2.9.1. Company Car (Taxation and Benefits)
2.9.2. Company Equipment (Taxation and Benefits)
2.9.3. Other Provisions of Property

Module 3. Flexible Remuneration

3.1. Flexible Remuneration

3.1.1. Main Considerations for Flexible Remuneration
3.1.2. The Importance of Establishing a Flexible Remuneration System in the Company
3.1.3. Benefits for Employees

3.2. Types and Forms of Flexible Remuneration

3.2.1. Important Social Benefits
3.2.2. Advantages of Establishing Flexible Remuneration
3.2.3. Disadvantages of Establishing a Flexible Remuneration System

3.3. Implementation of a Flexible Remuneration System

3.3.1. Corprate Design of a Flexible Remuneration System
3.3.2. Implantation Stages: Pros and Cons
3.3.3. Communication of the Flexible Remuneration System

3.4. Contractual Novation

3.4.1. Contractual Novation
3.4.2. Requirements for Contractual Novation
3.4.3. The Need for Contractual Novation in the Company

3.5. Payroll Simulation with Flexible Remuneration

3.5.1. Items to be Included in a Payroll with Flexible Remuneration: Comparison
3.5.2. Simulated Payroll with Flexible Remuneration: Comparison

3.6. Main Consequences: Impact on Attracting and Retaining Talent

3.6.1. Attraction of Workers
3.6.2. Talent Loyalty
3.6.3. Talent Retention

3.7. Talent Loyalty

3.7.1. Continuing Improvement
3.7.2. Professional development
3.7.3. Internal Promotion

3.8. Talent Retention

3.8.1. Talent Retention
3.8.2. Talent Retention Strategies
3.8.3. Key Considerations for Talent Retention in the Company

3.9. Strategy for Retaining Talent

3.9.1. Techniques for Attracting, Developing and Retaining Talent in the Company
3.9.2. Talent Retention Strategy in the Company
3.9.3. Talent Development in the Company

3.10. Talent Transformation

3.10.1. Ongoing Training
3.10.2. Motivation
3.10.3. Networking

A unique, key, and decisive educational experience to boost your professional development and make the definitive leap"