The document presents a dissertation by Shirin Islam on the impact of compensation management practices on employee performance at Saima Fashion. It concludes that compensation management significantly enhances employee performance, with positive correlations found between base pay, rewards, and job security. Recommendations include timely salary payments and prioritizing compensation management policies to improve organizational effectiveness.

1. WELCOME TO
MY PRESENTATION

2. Shirin Islam
ID: M210202092
Session:2021-2022
Department of Management Studies,
Jagannath University.
Dissertation Paper on
Impact of Compensation Management Practices on Employees’ Performance:
A Case Study of Saima Fashion
Submitted By
Under the Supervision of
Dr. Liza Khanam
Professor
Department of Management Studies,
Jagannath University.

3. Outline
 Abstract
 Introduction
 Objectives
 Methodology
 Analysis
 Findings
 Conclusion
 Recommendations
 References
 Questions

4. ABSTRACT
 Focuses on the impact of compensation management on the employees’
performance.
 Background and objectives of the study are presented at the starting point.
 Data analysis represents a positive relationship between compensation
management and employee performance.
 Compensation management practices are essential for organization to become
more sustainable and make employee more competent.

5. INTRODUCTION
 Value of work of the employees according to the agreement between employer and
employee.
 Helps in motivating the employees and improving organizational effectiveness.
 Achieve several purposes assisting in recruitment, job performance and job satisfaction.
 motivated employees’ become satisfied in terms of fulfilling their wants; both financial
and non-financial demonstrate improved performance.

6. OBJECTIVES
Objective-1
Objective-2
Objective-3
To find out the impact of these compensation
packages on employees performance.
To identify the factors of compensation packages
that influenc employees to the highest degree of
performance.
To analyze the relationship between Base Pay,
Rewards, Job Security and Employee Performance.

7. METHODOLOGY
Study Design
 This was a specific market-based cross-
sectional study. It uses quantitative data.
Study Area
 Saima Fashion, Tongi.
Study
Population
 Male and female employess of
different aged are at the Saima
Fashion.
Sample Size
 I have taken 20 samples for this
study.
Sample
Selection
 Participants are selected based on
inclusion and exclusion criteria and
then included in the study by
convenient sampling technique for
data collection.

8. METHODOLOGY
Data Collection
Method
 The data was collected by employing a pre-
tested questionnaire.
 The questionnaire includes sections to evaluate
demographics and associated factors.
Research
Instrument
 Structured questionnaire used to obtain
relevant data from the respondents.
 The likert-scale-based scoring system is ued to
collect the data.
Coceptual
Framework
 Independent Variables: Demographic
variable, Behavioral variable
 Dependent Variables: Employee
Performance of the organization
Data
Management
 The questionnaire consists of 02 sections,
including personal information,
compensation management status and how
it impact on employee’s performance that
will be taken from the participants.

9. Data Analysis
Technique
 Regression and correlation analysis was used to
understand the topic.
 Correlation was used to show the relationship
between variables.
 Regression analysis was used for prediction of
outcome.
METHODOLOGY
Ethical
Consideration
 Ethical clearance was taken from the owner
of Saima Fashion.

10. DATAANALYSIS
Dscriptive Statistics
Mean Std. Deviation N
Employee_Performance 4.6750 .46665 20
Base_Pay 3.3400 .91560 20
Rewards 4.2900 .38648 20
Job_Security 4.3333 .41885 20

11. DATAANALYSIS
Correlations among the variables of compensation mnagement and employees’ performance.
Relationship
Standardized
Coefficients
t Outcome
Base_Pay Employees’ Performance .122 .452 Supported
Rewards Employees’ Performance .297 .136 Supported
Job_Security Employees’ Performance .254 .097 Supported

12. FINDINGS
 Base pay is more effeicient variable and it influences to the employees greatly to perform a
better job.
 There is a positive relation between rewards and employees’ performance. Employees will be
more satisfied when they have been rewarded for their performance.
 Job security assure that employees can feel secured in their job. So, job security has positive
impact on employee performance.
 Compensation Management create a great impact on employees’ performance. It has a
significant value on employees’ performance.

13. CONCLUSION
 The study concludes that compensation management has asignificant positive
effect on employees’ performance.
 All the independent variables have positive and high correlation to the employee
performance.
 All managers to ensure that the use of compensating policy meets employee's
expectation in order to have good and effective performance.
 A strong commitment from the top management and the provision of proper
compensation management to ensure the better performance of employees.

14. RECOMMENDATIONS
 The organization should provide the reward according to the input of the individual
employee.
 The organization has to be paid salary to the employee in the right time and meets their
needs.
 Management should give compensation management policy the priority it deserves and
be willing to carry it out with new ideas.
 The administration of compensation policy should be objective rather than subjective in
order to enhance employee's productivity and organizational goals.

15. REFERENCES
Abdulkhaliq, S. &. (2019). The Impact of Job satisfaction on Employees' Performance. Management and Economics
Review.
Adeoye, A. O. (2014). Compensation management and employee performance. Journal of Social Science.
Bakar, A. &. (2018). effective Leadership as the Mediator between emotional Quotient and Teachers' work Performance.
Indian Journal of Public Health Research & Development.
Donohoe, A. (2019, June 07). Bizfluent. Retrieved from Bizfluent web site: https://bizfluent.com/facts-7218608-employee-
performance-definition.html
Dr. Pradip Kumar Das, D. M. (2021). Compensation Management. Lulu Publications.
Henderson, R. I. (2012). Compensation Management in a knowledege-Based World.
Henderson, R. I. (2012). Compensation Management in a Knowledge-Based World.
Litmos. (2024). Litmos.com. Retrieved from Litmos.com web site: https://www.litmos.com/platform/define-what-is-
employee-performance
Omar, M. M. (2015). Workload, role conflict and role conflict and work-life balance among employees of an enforcement

16. QUESTIONS
Base Pay
 The organization provide sufficient salary.
 The existing compensation system applicable to all the
employees in the organization.
 The existing compensation system in the organization is
enough to influence the performance of the employees.
 The salary received by staff meets the immediate needs of
the staff.
 The input of individual workers is equal to the compensation
the receive from the organization.
Rewards
 Organization provides rewards according to
employees’ merit and performance.
 Organozation evaluate employees’ merit before
providing reward to the employee.
 Promotion system in the organization affects
employees’ performance.
 Employees do their job better when they have been
rewarded for their merit.
 Organization follows the principles of fairness and
equity when provide reward to the employees.

17. Job Security
QUESTIONS
 Organization provide job security to
employees.
 Job security encourages employees to do
better performance.
 Employees feel more secured in the
organization.
Employees’ Performance
 Employees’s feel satisfied when they get proper
compensation.
 Employees’ performance dependent on
organization’s compensation system.

18. THANK YOU