Outline and Annotated Bibliography
HUMAN RESOURCE MANAGEMENT
Bora ORKAY
Washington University of Virginia
I. Nature of Total Rewards and Compensation
a. Components of Compensation
II. s Governing Compensation
a. Fair Labor Standards Act (FLSA)
b. Pay Equity s
c. Independent Contractor Regulations
d. Additional s Affecting Compensation
III. Strategic Compensation Decisions
a. Compensation Philosophies
b. Communicating Pay Philosophy
c. Compensation Responsibilities
d. Human Resource Metrics and Compensation
IV. Compensation System Design Issues
a. Motivation Theories and/or Compensation Philosophies
b. Compensation Fairness and Equity
c. Market Competitive Compensation
V. Global Compensation Issues
a. International Assignees
VI. Developing a Base Pay System
a. Job Evaluation Methods
b. Market Pricing
c. Pay Surveys
VII. Pay Structures
a. Pay Grades
b. Pay Ranges
c. Individual Pay
VIII. Determining Pay Increases
a. Performance-Based Increases
b. Standardized Pay Adjustments
c. Compensation Challenges
Annotated Bibliography
Mathis, R. L., & Jackson, J. H. (2002).Human resource management: Essential perspectives.
Duchon, M. (2007, June/July). Compensation: Total Reward Plans that Attract, Retain and Motivate. Retrieved April 06, 2016, from
Shepherd, S. (2015, July/August). Compensation vs. Total Rewards: What’s the Difference Really? Retrieved April 06, 2016, from
Cook, D. (2015, April 09). Total rewards packages lead to more engaged workers. Retrieved April 06, 2016, from
Miller, S. (2015, May 26). Total Rewards Trends for the Next Five Years. Retrieved April 06, 2016, from
Miller, S. (2014, January 29). SHRM Highlights Top ‘Total Rewards’ Trends for 2014. Retrieved April 06, 2016, from
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