Contribute your distinctive vision regarding the company's salary organization and increase your responsibilities and importance within the corporate organization chart”

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” 

In order to reduce the students' teaching load and give them more time to delve into the numerous readings and supplementary material provided, TECH employs the most innovative pedagogical methodology in the educational landscape. The virtual classroom has plenty of schematic resources, summaries, interactive videos and more content on the Salary Structure, being an inspiring source of knowledge for students to substantially improve their job performance and growth possibilities.

The syllabus provided will be decisive when it comes to applying for positions of greater responsibility, being a sign of your great skills and ability to adapt to any Salary Structure”

Syllabus

This Postgraduate diploma in Salary Structure provides students with the practical and theoretical knowledge necessary to stand out with excellence in their department, being able to apply for better management positions or direct their own Human Resources project.

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 600 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 program takes place over 6 months and is divided into 4 modules:

Module 1. Salary Structure
Module 2. Remuneration as a Strategic Tool
Module 3. Job Evaluation and Remuneration
Module 4. Remuneration of Expatriate Workers

Where, When and How is it Taught?

TECH offers the possibility of developing this Postgraduate diploma in Salary Structure 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. Salary Structure

1.1. Designing the Salary Structure

1.1.1. Salary Structure
1.1.2. Criteria for Determining the Salary Structure
1.1.3. Factors in Determining the Salary Structure

1.2. Types and Approaches to Salary Structure

1.2.1. Types of Salary Structure and Comparison
1.2.2. Approaches to Salary Structure within the Company
1.2.3. Salary Range: Key Points

1.3. Remuneration Policies

1.3.1. Level
1.3.2. Band, Width or Opening: Solape
1.3.3. Depth of Remuneration
1.3.4. Band Position and Situation

1.4. Remuneration Policies

1.4.1. Cost of Equity
1.4.2. Equity Map
1.4.3. Gender Wage Analysis
1.4.4. Salary Range

1.5. Internal and External Equity

1.5.1. Internal and External Equity Delimitation
1.5.2. Remuneration Studies and their Interpretation
1.5.3. Remuneration Bands

1.6. Maintenance of the Salary Structure in the Long Term

1.6.1. Equal Pay
1.6.2. Rotation
1.6.3. Absenteeism

1.7. The Remuneration Budget

1.7.1. Annual Salary Increases: Objectives to be Met
1.7.2. Social Security Expenses as a Key Aspect
1.7.3. Necessary Supplements to be Considered in Remuneration

1.8. Wage Protection

1.8.1. Against the Employer
1.8.2. Against the Employee's Creditors
1.8.3. Against the Employer's Creditors

Module 2. Remuneration as a Strategic Tool

2.1. Remuneration as an Organizational Management Tool

2.1.1. Remuneration Objectives
2.1.2. Benefits of Remuneration
2.1.3. Remuneration Policy Design
2.1.4. Remuneration Policy Implementation

2.2. Remuneration Processes

2.2.1. Design and Processes Involved
2.2.2. Job Description and Appraisal, Equity, Remuneration Structure, Performance

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

2.3.1. Total Remuneration Objectives
2.3.2. Extrinsic, Intrinsic and Emotional Remuneration
2.3.3. Talent Retention
2.3.4. Employee Attraction and Loyalty

2.4. Remuneration System

2.4.1. Fixed Remuneration
2.4.2. Variable Remuneration
2.4.3. Remuneration in Kind and Flexible Remuneration
2.4.4. Emotional Remuneration

2.5. The compensation and benefits function and Human Resources Management

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

2.6. Remuneration Management Determining Factors

2.6.1. External: Labor Market, Competition, Legal Regulations
2.6.2. Internal: Industry, Culture, Staffing Profile
2.6.3. Rewarding Performance

2.7. The Remuneration Market: Features and Standard Practices

2.7.1. By Concept
2.7.2. By Country
2.7.3. By Organizational Levels

2.8. The Future of Remuneration

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

2.9. Remuneration from a Strategic Perspective

2.9.1. Remuneration Strategies
2.9.2. Strategic Benefits of Remuneration
2.9.3. Formative Benefits of Remuneration

2.10. Benefits of Remuneration Management

2.10.1. Remuneration Management
2.10.2. Advantages and Benefits of Remuneration Management
2.10.3. Inconveniences of Remuneration Management

Module 3. Job Evaluation and Remuneration

3.1. Job Analysis and Description

3.1.1. Job Analysis
3.1.2. Job Description
3.1.3. Planning Job Analysis and Job Descriptions within the Company

3.2. Job Assessment

3.2.1. Fundamental questions for Job Assessment
3.2.2. Information Gathering Process
3.2.3. Data Procurement Process
3.2.4. Data Interpretation Process

3.3. Assessment Methods

3.3.1. Qualitative Methods
3.3.2. Quantitative Methods
3.3.3. Comparison of Qualitative and Quantitative Methods: Advantages and Disadvantages

3.4. Job Catalog

3.4.1. Job Specifications
3.4.2. Substantial and Required Characteristics of the Job
3.4.3. Template Planning

3.5. Qualitative Methods: Grading

3.5.1. Previous Classification Required: Key Points
3.5.2. Ranking Method
3.5.3. Job Evaluation

3.6. Quantitative methods I: Factor Comparison

3.6.1. Factored Points Method: Key Points
3.6.2. Keyword Selection
3.6.3. Selection and Definition of Remuneration Factors

3.7. Quantitative methods II: Scoring Factors

3.7.1. Assessment Factors
3.7.2. Responsibility
3.7.3. Effort Groups

3.8. Application of Job Evaluation in Human Resources Management

3.8.1. Training Plan to be Implemented within the Company
3.8.2. Employee Development
3.8.3. Internal Communication in the Company

3.9. Application of Job Evaluation in the Remuneration Policy

3.9.1. Objectives of Job Evaluation
3.9.2. Requirements Covered by Job Evaluation
3.9.3. Job Evaluation Procedures

3.10. Changes in the PR Environment Manager

3.10.1. Economic Changes
3.10.2. Social Changes
3.10.3. Organizational Changes

Module 4. Remuneration of Expatriate Workers

4.1. Manangement of Expatriate Workers

4.1.1. The Importance of Expatriate Workers within the Company
4.1.2. Expatriate Remuneration Management
4.1.3. Most Common Problems and Solutions in Expatriate Management from the RR Department Manager

4.2. Remuneration of Expatriate Workers

4.2.1. Remuneration Model for Expatriates
4.2.2. Payroll: Source/Destination/Split Payroll
4.2.3. Payroll Management: Payment Currency. Currency Conversion
4.2.4. Balance Sheet
4.2.5. Main Remuneration Systems: Tax Equalization and Tax Protection
4.2.6. Management of Expatriate Taxation

4.3. Expatriate Workers' Remuneration Approaches

4.3.1. Contractual Relationship between the Expatriate and the Company
4.3.2. Tax Legislation Applicable to Country of Origin/Destination Country
4.3.3. Local Legislation
4.3.4. Social Security Country of Origin/Destination Country

4.4. Types of Expatriation

4.4.1. Short or Long-Term Expatriation: Main Differences and Practical Application
4.4.2. International Geographic Mobility: Key Points
4.4.3. Practical Aspects of Employee Relocation (Temporary and Permanent)

4.5. Law Applicable to the Employment Contract

4.5.1. Latin America
4.5.2. Europe
4.5.3. Rest of the World

4.6. Jurisdiction

4.6.1. Minimum Rights for Expatriate Workers
4.6.2. Relocation to a European Union Member State/Non-European Union Country
4.6.3. Conditions Agreed Upon between the Employer and the Worker on the Posting

4.7. Transfer Procedure

4.7.1. Obligations of the Employer
4.7.2. Workers’ Rights
4.7.3. Salary in Case of Dismissal

4.8. Benefits for Expatriate Workers

4.8.1. Expatriate Benefits: Reflection on their Payment

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