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IESEG School of Management ( IÉSEG )

Code Cours :



Niveau Année de formation Période Langue d'enseignement 
Professeur(s) responsable(s)J.MAES
Intervenant(s)Amandine RUAS

Pré requis

Students should have basic knowledge of the key concepts of Human Resources Management, Management and Organization Strategy.

Objectifs du cours

At the end of the course, the student should be able to:
- Understand the link between compensation and performance at individual level and company level:
- Be familiar with the main motivation theories in relation to compensation
- Apprehend the complexity of contemporary compensation systems and structures;
- Evaluate the pros and cons of compensation system and components in relation to performance management;
- Understand how compensation decisions are taken
- Analyze a compensation system in relation to firm strategy, culture and compensation philosophy
- Understand HR role in managing performance and building compensation systems
- Identify challenges regarding compensation when hiring, promoting, retaining and managing performance
- Understand internal and external constraints when building a compensation system
- Understand the role of performance assessment in pay-for-performance systems
- Understand market and law frameworks regarding compensation
- Get familiar with internal pay structures
- Apprehend compensation systems at international scale

Contenu du cours

PART ONE – Theoretical framework to understand the link between performance and compensation at individual and company levels
(Definitions of concepts; Compensation and motivation theories: equity, tournament, expectancy; Evolution of compensation understanding throughout history; HR role in compensation building, rewarding and driving performance; Compensation as a performance leverage when hiring, retaining, promoting; Corporate governance and stakeholders of compensation decisions)

PART TWO – Understanding compensation systems and components in relation to performance management
(Pay systems: traditional, pay-for-performance, skills-based; Forms of compensation: fix and variable salary, individual and group incentives, bonus and merit, profit-sharing; Benefits: tangible vs intangible, compulsory vs discretionary; Aims, pros and cons of compensation components; Choosing, implementing and monitoring compensation systems)

PART THREE: Concrete approach to building a strategic, competitive and fair compensation system that impacts performance positively
(Internal and external constraints when defining compensation level, structure and evolution: company strategy, market, legal framework, internal job classification, individuals’ skills, potential and performance assessment; Compensation within global companies)

Modalités d'enseignement

Organisation du cours

TypeNombre d'heuresRemarques
Face to face
Interactive class16,00   lecture, discussion, debates and in class and students' presentations
Independent work
Research6,00   research will be required to prepare debates and group presentations
Reference manual 's readings4,00   readings will be required to prepare debates and group presentations
Independent study
Group Project12,00   Preparation for group presentation and group wiritten paper
Estimated personal workload8,00   Personal work for QCM preparation
Charge de travail globale de l'étudiant46,00  

Méthodes pédagogiques

  • Presentation
  • E-learning
  • Research
  • Project work
  • Interactive class
  • Case study


Participation during class discussions (individual and in-class - 10%); Individual case study (at home; 40%); Group project (50%, with half of the group grade based on a group oral presentation in class and half on a group written paper supporting the oral preparation and prepared at home)

Type de ContrôleDuréeNombrePondération
Group Project0,00125,00
Case study0,00140,00
Continuous assessment
TOTAL     100,00


  • HENEMAN Robert L, Business-Driven Compensation Policies: Integrating Compensation Systems With Corporate Strategies, 2000 -

  • KOSS Shannon, Solving the Compensation Puzzle: Putting Together a Complete Pay and Performance System (Practical HR), 2008 -

  • WALKER Elaine, Compensation Basics for HR Generalists, 2006 -

  • JIANG Zhou, Total Reward Strategy: A Human Resources Management Strategy Going with the Trend of the Times, International Journal of Business and Management, 2009 -

  • SCHUSTER R. Jay, The new pay : Linking employee and organizational performance, 1999 -

Ressources internet

* Informations non contractuelles et pouvant être soumises à modification
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