ISLA IPGT 13047

Strategic Management of Compensations

• ApresentaçãoPresentation

  Strategic Compensation Management, is considered a crucial area within organizations. Acts as motivational support to a strategic organization that advocates, helping to build competitive advantage through people and business reputation. Thus, organizations' human capital must be paid and framed in the development strategic planning of human resources following organizational objectives, coupled with the needs and expectations of each public interest. Thus, the line of the contents of the strategic management compensation establishes guidelines, directions, and key strategies for your practice, aligned with other areas of a company. Objectives: Endow the future manager with knowledge about the development of an integrated structure of compensation; Align with the strategic compensation strategy of the organization; Provide tools for managing the future human resource management.
• ProgramaProgramme

  I - Strategy Aligned With Organization Strategy Human Resource Management Developing an Integrated Framework Business Plan Developing a Compensation System Structure Designing the Salary Structure Compensation Policies II Structure of Wages and remuneration policy Total Compensation. Current Models and Evolution of Wage Policy The Global Rewards Preparation steps, participants, timing III - Practical component The Difference Between Remuneration and Remuneration Other Fertilizers Assiduity Commissions Other Fertilizers Subject to or exempt from TSU and IRS Compensation Base Work Supplement Gross Remuneration Holidays, Holidays and Faults Mutual Agreement and Compensation for Termination of Contract Contribution Scheme for Social Security Taxes Optional Discounts Net Remuneration Issuance of Receipts Payment of Remuneration (Bank Transfer / Check Issuance)
• ObjectivosObjectives

  Skills to develop: Develop a compensation strategy in an organization Align the value of the functions of the compensation strategy Demonstrate capacity for analysis and critical thinking in the application of various theories and practices of Human Resource Management to interpret and act in everyday situations
• BibliografiaBibliography

  Amstrong, M. & Murlis, H. (2014). A gestão da remuneração : Manual de estratégia e práticas da remuneração. Instituto Piaget. Baranger. (1990). Gestão: As funções da Empresa. Edições Sílabo. Câmara, P. B.; Guerra, P. B. & Rodrigues, J. V. (2013). Novo Humanator: Recursos humanos e sucesso empresarial. (6ª ed.). Edições D. Quixote. Cunha, M. P., Rego, A.,Cunha, R- C-, Cardoso, C., Marques, C. A. & Gomes, J. F. S. (2012). Maual de gestão de pessoas e do capital humano. (2ª ed.). Edições Sílabo. Crawford, R. (1994). Na Era do Capital Humano . Editora Atlas. David, Alis.; Charles-Henri Besseyre Des Horts.; Françoise Chevalier.; & Jean-Marie Peretti. (2012). Gestão de Recursos Humanos: Uma Abordagem Internacional. Edições Piaget.  
• MetodologiaMethodology

  Project-based learning Peer teaching and learning Collaborative learning Experiential learning Storytelling
• LínguaLanguage

  Português
• TipoType

  Semestral
• ECTS

  9
• NaturezaNature

  Mandatory
• EstágioInternship

  Não