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COMPENSATION
MANAGEMENT
CONCEPT OF
COMPENSATION
NATURE OF
COMPENSATION
Compensation can be offered by an
organization both directly( Base Pay &
Variable Pay) and Indirectly (Benefits)
1. Base Pay -Basic compensation an
employee gets usually as a wage or
salary
2. Variable Pay -Compensation linked
directly to the performance
3. Benefits- Indirect rewards given as a
part of organizational membership (
health
insurance,
vacation
pay,
retirement pension etc.)
Compensation components :
diagrammatic representation
Cont
Compensation can be offered by an
organization both directly(Basic wage i.e.
Base Pay & Variable Pay) and Indirectly
(Benefits)
1. Base Pay -Basic compensation an
employee gets usually as a wage or salary
2. Variable
Pay -Compensation linked
directly to the performance
3. Benefits- Indirect rewards given as a part
of organizational membership ( health
insurance, vacation pay, retirement
pension etc.)
Supplementary compensation
Supplementary compensation involves
fringe Benefits offered through several
employee services and benefits such as
housing, subsidized food, medical aid,
crche etc.
Basic purpose:
to attract and maintain efficient human
resource with the organization
To motivate the human resource.
Types of supplementary
compensation
Payment for time not worked : paid rest
period, paid lunch period, vacation,
holidays ,sick leave, personnel leave,
voting leave etc.
2. Hazard protection: protection against the
hazards of illness, injury,
debt,unemployment,permanent disability,
old age and death
3. Employee services: housing, food,
medical, recreation, low cost loan etc.
4. Legal payment
1.
Cont..
Perquisites or perks includes several new
benefits such as club membership,
company apartment, car, corporate aircraft,
home security, company credit card,
entertainment etc.
Differences between Base Compensation &
Supplementary compensation
1. Base compensation denotes payments to
worker in the form of wages and salaries
while supplementary compensation denotes
fringe benefits to worker over and above
their regular pay.
Cont..
2. wages and salary are paid in cash
while fringe benefits are offered in the
form of employees services and
benefits such as housing, medical aid,
canteen, crche etc..
3. Base compensation are given to
employee for their services whereas
the latter is given to increase the
efficacy of employees and to retain
them in long run.
Cont
NON MONETARY
Enhance dignity & satisfaction from work
performed.
Promote social relationship with coworkers.
Allocate sufficient resources to perform
work assignments
o Offer supportive leadership & management.
Enhance physiological health, intellectual
growth.
SOME OBJECTIVES of
compensation..
1.Internal Equity- Ensures that more difficult jobs are paid more.
2.External Parity- Aims to compensate fairly in comparison to
similar jobs in labor market.
3.Individual Equity - Equal Pay for equal work.
Other objectives in addition.
To attract talent
To retain talent
Ensure equity
To motivate new & desired behavior
Control cost
Comply with legal rules
Ease of operation
IMPORTANCE of Compensation
system
Job description
Job analysis
Job evaluation
Pay structure
Salary surveys
iv.
v.
vi.
vii.
viii.
Dimensions
Pay for Work & Performance
Pay for Time not Work
Disability Income Continuation
Deferred Income
Health, Accident & Liability Protection
Income Equivalent Payments Perks
COMPENSATION PLAN
CONCEPT
OF
REWARD
Reward.
OBJECTIVE OF REWARD
To motivate employees to perform
effectively
To motivate employees to join the
organization
To motivate employees to continue to
work
Enhance Loyalty
Satisfaction
Cont
Financial Rewards
+
Non Financial Rewards
=
Total Reward
FINANCIAL REWARDS
A number of monetary benefits offered
to employees to obtain short term and
long term commitment.
Types of financial rewards given are;
base pay, variable pay, share
ownership, bonus, etc.
REWARD SYSTEM
REWARD MECHANISMS
Praise/recognition from supervisors
Challenging work assignments
Promotions and lateral moves
Paid leave to employees
What to Reward?
Performance
Organizational Level
Unit / Departmental Level
Speed and Efficiency
Loyalty
Innovation
Upholding Values
Cont..
Technical Solution
Learning
Good Behavior
Teaching
Publications
Event Management
Social Concern ( CSR)
Characteristics of rewards
Rewards must
characteristics
Value
Relevant
Purpose
Behavioral effect
Recognition
have
the
following
Direct Financial
Indirect Financial
Identification
Work Content
Career Opportunities
Cont..
1.
2.
3.
Cont..
This theory states that The laborers
are paid to enable them to subsist &
perpetuate the race without increase
or diminution. According to this
theory , if the wages fall below the
subsistence level, the number of
workers would decrease as many of
them would die out of hunger
,disease or malnutrition. This would
make the wage rate go up as labour
will become scare.
Cont..
However, if the workers are paid more
than the subsistence wages, they
would marry and procreate and this
would increase their number and bring
down their rate of wages.
The Theory has been criticized on the
basis of unrealistic assumption.
Cont..
1.
2.
Cont..
Criticism
It is not clear from where wage fund
will come.
No emphasis on efficiency &
productivity
Unrealistic assumption.
Cont..
CRITICISM
Labor is treated as commodity
Price can not be determined by labor
time
No emphasis on productivity
CRITICISM
No importance to supply of labor
In practice employer gives lower
wages than marginal productivity of
laborer
Unrealistic assumptions
Agency theory
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