2. Agenda
What is compensation?
Different parts of compensation
Extrinsic compensation and Intrinsic Compensation
Purpose of compensation
Its Importance
Factors affecting compensation
Constituents of Compensation
Law governing and affecting pay structure
A Hierarchical Focus on Compensation
Compensation professional’s Goal
Compensation department main goal
3. Objectives
Able to define compensation
Understand different types of Extrinsic compensation
Why it is importance from different perspective
Mandatory laws to be take care in compensation
Factors to be consider for Compensation
Pay Model
Compensation professional’s Goal
Understand main goal of compensation department
4. What is Compensation & Benefits ?
Compensation is payment to an employee in return for their contribution to
the organization, that is, for doing their job. The most common forms of
compensation are wages, salaries and tips.
Benefits are forms of value, other than payment, that are provided to the
employee in return for their contribution to the organization, that is, for doing
their job.
10. Purpose of Compensation
For Employer
Brand image (employer of choice) for attracting candidates
Motivating employees for higher productivity and performance
Retaining talent
Consistency in compensation
Provoking healthy internal competition
For Employee
Work-life Balance
Recognition as tool to self esteem
Planning for better quality of life
11. Its Importance
High Compensation-Low Commitment High Compensation-High Commitment
Hired Guns Professionals
High Compensation-High
Commitment
Low Compensation-Low Commitment Low Compensation- High Commitment
Workers as commodity Family oriented organization
12. Its Importance
Compensation is an integral part of human resource management which
helps in motivating the employees and improving organizational
effectiveness
Effectiveness in terms of:
Attracting & Retaining Talent
Motivating talent for better performance
Cost effectiveness
14. Factors affecting compensation
Mental Requirement
Physical requirements
Skill requirements,
Responsibility level
Working conditions (risk, time, hazards)
Organizational Affordability
Man power planning
Sales – salary ratio
Market Rate for Talent
Economic Conditions
15. Constituents of Compensation
Fringe Benefits
Fringe benefits include such benefits which are provided to the employees either
having long-term impact like provident fund, gratuity, pension; or occurrence
of certain events like medical benefits, accident relief, health and life
insurance; or facilitation in performance of job like uniforms, Canteens,
recreation, etc.
Perquisites:
These are normally provided to managerial personnel either to facilitate their job
performance or to retain them in the organization. Such perquisites include
company car, club membership, free residential accommodation, paid holiday
trips, stock options, etc.
17. Law Governing and Affecting Pay Structure
Minimum Wages Act, 1948
Payment of Wages Act, 1936
Payment of Bonus Act, 1965
Income Tax Act, 1961
Equal Remuneration Act, 1976
Acts on social securities (PF, Bonus, Gratuity, Employee Compensation)
18. A Hierarchical Focus on Compensation
Business Goals Compensation
activities serve
CEO
Business
Objectives
Business
Strategy
Compensation strategy
is periodically
reevaluated and the
Compensation plan
HR Head
Compensation periodically developed
Strategy
Org.Structure Non-Financial
Rewards
Compensation
Plan
C & B/S M
Performance Job Evaluation Market Surveys
Management
Unit Inputs
Pay levels / Compensation
structures Manager, along with
Contribution team is responsible for
Employee
/outputs carrying out
Total compensation related
remuneration activities
Performance
linked Pay
Individual Pay
Internal Equity External Equity
Low Compensation, Low Commitment purpose is a matter of choice; existence is the driver for such people. A shop owner of a local store can be mapped to such a category. There is nothing wrong with people in this category as long as they don’t compare themselves to people from other categories. Low Compensation, High Commitment people are path creators and have high altruistic attitude. People in NGOs or start ups can be mapped to this category. Such people have low opinion about scaling and do not like working in large organizations. If you are in this category, then don’t grudge about skills. High Compensation, Low Commitment people are those who are driven by consumption. These are professionally competent people but the purpose is limited to them. They are path dependent people, who when showed the path, walk efficiently and brilliantly on it. High Compensation, High Commitment people have a sense of legacy. Narayan Murthy, Azim Premji and Manmohan Singh are the people who can be mapped to this quadrant. They are responsible for the future in which they will not exist. They have a long view of time since it takes a lifetime to make a difference. Dalai Lama has not been able to make Tibet a reality but that doesn’t deter him from his purpose and his efforts which are for a future Tibet which he may not even live to see. These people are not fazed by failures, they are deeply self aware but they have to pay an emotional price to stay in this quadrant because of its high demand
Job analysis is a systematic process of analyzing a job for identifying job contents, leading to job description, job specification, and job evaluation A job description is defined as a written outline of the main tasks of a job To scientifically determine the optmimal way to perform the job, Taylor performed experiments that he called time and motion study