This document discusses compensation and its impact on employee retention in domestic companies in Bangladesh. It provides an overview of compensation, both monetary and non-monetary. It then profiles the compensation structures of four major domestic companies in Bangladesh - Pran-RFL, Bangladesh Steel Re-Rolling Mills (BSRM), Square Pharmaceuticals, and Incepta. While compensation systems differ between companies, all aim to attract and retain talent through competitive salary and benefits packages. The document notes some limitations to its analysis and provides recommendations to further improve compensation practices.

1. THE IMPACT OF COMPENSATION ON EMPLOYEE
RETENTION IN DOMESTIC COMPANY IN
BANGLADESH

2.  FatemaTabassum
 ID:B3160B027
 Zulfikar Dipto Pasha
 ID:b3160b024
 Saroary Siddika
 ID:b3160b028
 FarahAmira Khan
 ID:b3160b025
 Sahudizzaman Shanto
 ID:b3160b026

3. WHAT IS
COMPENSATION ?
COMPENSATION IS THE HUMAN RESOURCE
MANAGEMENT FUCNTION THAT DEALS WITH EVERY
TYPE OF REWARED. INDIVISUAL RECEVIVE IN
EXCHANG FOR PERFORMING ORGANIZATION TASK .
COMPENSATION DIRECTLY INFUENCCES KEY
OUTCOME LIKE JOB SATISFACTION , RETANTION,
COOPARATION ETC.

4. RRELATION BETWEEN COMPENSATION AND EMPLOYEE RETE

5. VIDEO…

6. COMPENSATION
NON- MONITARYMONETA
RY
TYPES OF COMPENSATION

7. NON
MONETAR
Y
BENEFITS
PROVIDED BY
EMPLOYERS
RECEIVED BY
EMPLOYEES
NO
TANGIBLE VALUE

8. MONETAR
Y
COMPENSATIO
N
EXPECT
ED
PERFORMA
NCE

9. NON - TRADITIONAL
COMPENSATION
A PART OF MONETARY COMPENSATION…
PROFIT & GAIN
SHARING
STOCK
OWNERSHIP
PLAN

10. Saroary Siddiqa Shifa
ID: b3160b028
HRM

11. JOHN
MILTON
English Poet

12. STATUS
OR
POWER
STATUS
VALUE SOCIAL
VALUE
MEDIUM
OF
EXCHANG
E
MONETAR
Y VALUE

13. FREDERICK
WINSLOW TAYLOR
Father Of Scientific
Management

14. lazy and
Aimless
Active
and
Energetic
Before money
After money

15. Incentive pay
system
•Is important to meet monetary
needs
•Is used to attracting and holding
qualified people
•Must be perceived as directly with
required extra performance and
must be received immediately upon
completion
Money

16. ELTON MAYO
Behavioral
Scientists
Psychological
Social

18. Impact on Employee Retention in
Domestic Companies

19. 5722017

27. PRAN-RFL_1981,19
92
Direct Indirect
Salary
Wages
Savings
Piece Rate
Commission
Life insurance
Pension
Sick Leave
Free Meals
Vacation
30000
12000
• Largest food and beverage
company
• Market leader in cast iron , PVC
and Plastics

28. • Developing a Program outline
• Designing the compensation
Program
• Conducting a Job Analysis of all
positions
• Evaluating Jobs
• Determining Grades
• Establishing grade pricing and
salary range
• Determining an appropriate
salary structure
• Communicating the final program
Compensation planning process

29. BSRM
Bangladesh Steel Re-
Rolling Mills
_195
2
3000+
+
Salary
Bonuses
Incentives
Travel Allowances
Children Education Scheme
Hospitalization
Maternity Benefit
Domiciliary
Pay for Work and Performance
Family Maintenance
• Private Ltd. • Steel Manufacturing

30. • Weekends
• Yearly
Holidays
• Sick
Leave
• Casual
Leave
• Maternity
Leave
• Provident
Fund
• Gratuity
• Medical
Benefits
• Group
Insurance
• Company
Car
• Leave fair
Assistance
• Executive
Health
Check-up
• Stock
options
• Foreign
Tour
• Long service
Award
• Living the
values the
best Award
• Best
suggestion
Award
• Significant
award
• Employee
Pay for time not
worked
Fringe Benefit Perquisites
Reward

31. SQUARE_1958
Pay Structure
• Basic salary
• Home Rent
• Transport
• Medical Allowance
Fund Facility
• Company cuts its self 10%
from the Basic.
• Employees need to submit
10% from own Income.
More than 28000• Public
Ltd.
• Pharmaceutical

32. Employees can have their food from
the office canteen free of Cost.
Employees get 5 bonuses in a
year.
Employees get health care benefits
at a discount rate from selected
hospitals and health care centres of
Square.

33. Lets introduce with INCEPTA………….
It is a leading pharmaceutical company in Bangladesh established in
the year 1999.
It has a very big manufacturing facility located at Savar and Dhamrai,
35 and 53 kilometer away respectively from the center of the capital
city Dhaka
The company specializes in value added high technology dosage
forms like sustained release tablets, quick mouth dissolving tablets,
prefilled syringe products, Insulin and Insulin analogue and biological
products, among others .

34. Compensation system of Incepta

35. Incepta BSRM
Square pran RFL
Incepta & BSRM Square &
pran RFL
Company comparison

36. So we can see that different companies follow different
effective compensation steps. So it is very difficult to
compare the best company.who give effective
compensation. Each company gives average
compensation facilities. That means they follow
avareage compensation system

37. Limitations
• The major limitation we faced in preparing this report was the
sensitivity of the data.
• Time limitation is also a big factor, which hinders the data collection
process. Due to time limitation many aspect could not by discussed in
the present study.
• Confidentiality of data was another important barrier that was
confronted during the conduct of this study.

38. • The management authority of domestic company needs to look some
major issues like compensation policies, allowances and transfer policies
• They needs more man power for handling it’s huge volume of employee.
• They could work more on making the salary and benefits they provide to
make them more attracting as employees find this factor very important to
boost their satisfaction level.
• Companies can also provide recognition to their employees through a lot
of activities at minimum cost.
.

39. Findings of the study provide ample evidence that compensation is one of the
major factors that effects employee retention. The acknowledgement of
efforts by the organization can motivate employees and enhance their job
satisfaction.