Your SlideShare is downloading. ×
0
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Compensation
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Compensation

4,130

Published on

Published in: Business, Technology
0 Comments
4 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
4,130
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
261
Comments
0
Likes
4
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. COMPENSATION ADMINISTRATION Group Memebers•Ashrana Parween •Aswani Gupta •Avanish Singh •Ayush Vaish 1
  • 2. What is Compensation ? INTRODUCTION Compensation is what employees receive in exchange for their contribution to the organization. Generally speaking, employees offer their services for three types of rewards Base pay:- It is the basic compensation an employee gets, usually as a wage or salary.  Variable pay:-It is the compensation that is linked directly to performance accomplishments (bonuses, incentives, stock option)  Benefits:-Theses are indirect rewards given to an employee or group of employee as a part of organizational membership (health 2 insurance, vacation pay, retirement pension etc.)
  • 3. Objectives of Compensation Planning The most important objective of any pay system is fairness or equity, generally expressed in three forms• Internal equity: This ensure that more difficult jobs are paid more. • External equity: Where jobs are fairly compensated in comparison to similar jobs in labour market. • Individual equity: It ensures equal pay is ensured for equal work. 3
  • 4. Other Objectives of compensation planning  Attract talent  Retain talent  Ensure equity  New and desired behaviors  Control costs  Comply with legal rules  Ease of operation 4
  • 5. Equity And Pay Rates Equity in pay rates could be achieved through five steps – 1. Job Evaluation:- Job analysis offers valuable information for developing a compensation system in terms of what duties and responsibilities need to be undertaken. 2. Wage and Salary Surveys :- Conduct as salary survey to find what other employers are paying for comparable jobs. Published sources also provide valuable information regarding industry wise trends in salary structure in and around the country. The published sources in India include: reports published by the Ministry of Labour, pay commission reports, reports of employees and employers’ organisation, Trade journals etc. 5
  • 6. Equity And Pay Rates (cont) • Conduct a salary survey through the following methods • • • • • Key job matching Key class matching Occupational method Job evaluation method Broad classification method 3. Group Similar Jobs into Pay Grades:- In this step, similar jobs (in terms of their ranking or number points as ascertained by the job evaluation committee) are grouped into grades for pay purpose. The organisation can now focus on, say 10 to 12 pay grades, instead of hundreds of pay rates. 6
  • 7. Equity And Pay Rates (cont) 4.Price each Pay Grade- 7
  • 8. Equity And Pay Rates (cont) 5.Fine Tune Pay Rates:- Fix a pay rage for each grade (like pay for officer category I, II, III etc) for example, in Banking industry. The wage structure of a company is nothing but a pay scale showing ranges of pay within each grade. 8
  • 9. Components of Pay Structure The two essential components of pay structure are:- 1. Basic wages:-the basic wage rate is fixed taking the skill needs of the job, experience needed, difficulty of work, training required, responsibilities involved and the hazardous nature of the job. 2. Dearness allowance:- it paid to employees in order to compensate them for the occasional or regular rise in the price of essential commodities. DA is linked to three factors • All India consumer price index (AICPI) • Time factor • Point factor 9
  • 10. Components of pay structure in India • Under the Workmen's Compensation Act 1923 – Wages for leave period, holiday pay, overtime pay, bonus, attendance bonus and good conduct bonus. • Under the Payment of Wages Act 1948 - Retrenchment compensation, payment in lieu of notice , gratuity payable on discharge constitute wage. 10
  • 11. Components of Pay Structure The following, however, do not come under the term wages  Bonus  Payments made under a profit sharing scheme  Value of house accommodation  Medical allowances  Travelling allowances  Any other sum paid to defray special expenses incurred by the worker  Contribution to pension, provident fund  Any amenity or service excluded from the computation of wages 11
  • 12. Wage And Salary Administration Employee compensation may be classified into two types1. Base compensation, here, refers to monetary payments to employees in the form of wages and salaries. It is a fixed, nonincentive kind of payment calculated on the basis of time spent by an employee on the job. 2. Supplementary compensation signifies incentive payments based on the actual performance of an employee. 12
  • 13. Wage And Salary Administration Objectives  To establish a fair and equitable remuneration  To attract competent personnel  To retain present employees  To control labour cost  To improve motivation and morale of employees  To project a good image of the company 13
  • 14. Wage And Salary Administration • Principles • Wage and salary plans be sufficiently flexible. • Job evaluation being done scientifically. • Wage and salary plans be always consistent with overall plans. • Wage and salary plans being responsive to changing conditions. 14
  • 15. Factors influencing compensation levels  Job needs  Ability to pay  Cost of living  Prevailing wage rates  Unions  Productivity  State regulation  Demand and supply of labour 15
  • 16. Wage Policy In India A wage policy offers certain guidelines for determining a wage structure. The term wage structure refers to various pay scales showing rages of pay within each grade. Three important elements of wage policy in India are Minimum wage: Wage sufficient to sustain and preserve the efficiency of the worker and offer basic amenities of life.  Fair wage: It is above the minimum wage but below the living wage. It is fixed, taking into account factors such as the productivity of labour, prevailing wage rates, level of national income and its distribution, the employer’s capacity to pay etc.  Living wage: This is the highest amount of wages proposed by the government, offering basic amenities of life and satisfying the social needs of worker. 16
  • 17. Reference • http://business.gov.in/legal_aspects/comp ensation_1923.php • http://en.wikipedia.org/wiki/The_Minimum_ Wages_Act,_1948 • Human Resource Management by V.S.P Rao. 17
  • 18. 18

×