Vskills Certification in Compensation and benefits assesses the candidate on the principal need of the organization which is establishing and maintaining a pay system which is fair to all. The certification tests the candidates in various areas which include methods to ensure fair and equitable pay, conducting surveys to compare their compensation systems with other companies and ensuring that the firm’s pay scale complies with changing laws and regulations.
http://www.vskills.in/certification/Certified-Compensation-and-Benefits-Manager
Vskills Certified compensation and benefits manager brochureVskills
The document provides information about the Certified Compensation and Benefits Manager certification from Vskills. It describes the objectives of the certification in assessing candidates' knowledge of compensation practices like ensuring fair pay and compliance with laws. It notes that the certification can help candidates seeking new jobs or promotions to prove their skills. It provides details about the test format, fees, and the types of companies that hire certified professionals.
Certified compensation and benefits manager brochureNarender Rana
The document provides information about the Certified Compensation and Benefits Manager certification. It discusses the topics covered in the certification exam such as methods for ensuring fair pay, conducting compensation surveys, and performance evaluation. It notes that the exam is 60 minutes, has 50 multiple-choice questions, and a passing score of 25 marks. Those who could benefit from the certification include job seekers, employees looking for career advancement, and candidates wanting to strengthen their resume. The certification is relevant for anyone working in human resources or compensation roles.
This document summarizes HR outsourcing and advisory solutions from StarVision and HR Advisory Asia. It provides an overview of their pre-outsourcing consultancy, day-to-day HR services, HR advisory services, and HR information system called MecWise. Key personnel are introduced who have extensive experience in HR, IT, learning and development, and advisory roles. The companies aim to provide a cost-effective HR outsourcing model powered by an proven HR technology platform.
Vivek Kumar Singh has over 11 years of experience in insurance operations, underwriting, risk management, claims management, and business development. He is currently the Manager of Finance (Insurance) at Metenere Limited, where he handles their insurance portfolio, oversees claims processing, and works to negotiate better insurance policies and rates. Previously he held roles at IFFCO Tokio General Insurance Company Limited as a Vertical Head and at IFFCO-TOKIO Insurance Services Ltd as an Area Manager.
This document discusses reward management strategies at Shoppers Stop and Spencers. It outlines various award programs like "Jo Jeeta Wohi Sikander" and "Ubharta Sitara" at Shoppers Stop that aim to promote performance and encourage new employee development. Similarly, it describes Spencers' strategies like Best Store Award, Best Customer Service Associate Award, and Honesty Award which target objectives like sales growth, customer service and integrity. Selection criteria and frequencies for these different programs are also provided.
Eva And Compensation Management System At Tata Consultancytanmayjauhary
Tata Consultancy Services adopted an EVA (Economic Value Added) compensation system in 1999 and a TBEM (Tata Business Excellence Model) based on a balanced scorecard approach. Some key aspects included ranking highly in employee satisfaction surveys, having one of the lowest employee attrition rates in the industry, and becoming the first Indian company to reach PCMM level 5 certification. While the EVA and TBEM systems provided many benefits initially, issues arose such as employees not feeling accountable for projects they didn't invest in, and negative perceptions resulting from layoffs. Recommended solutions included modifying the EVA system to be project-based and conducting exit interviews to retain high performers during layoffs.
Compensation And Benefits PowerPoint Presentation Slides SlideTeam
This document provides information on compensation and benefits at a company. It discusses total rewards which includes compensation such as base pay, wages, salaries, bonuses, and incentives. It also discusses benefits such as health insurance, life and disability insurance, paid time off, retirement, and educational assistance. The document then discusses performance and talent management including performance appraisals, goal setting, training, and career planning. It provides examples of different types of compensation plans including commission only, salary plus commission, straight salary, and territory volume plans. It also includes tables comparing pay for performance concepts and competitors' pay plans. The document provides details on building a compensation plan, performance evaluation parameters, and choosing payroll software.
The document discusses constructing a compensation system with a pay structure. It describes factors like corporate culture and the external environment that affect pay structures. It outlines steps to build a market-competitive pay structure, including job evaluation, salary surveys, grouping jobs into pay grades, pricing grades based on a wage curve, and formulating a rate structure. The goal is to establish internal pay equity while maintaining external competitiveness.
Vskills Certified compensation and benefits manager brochureVskills
The document provides information about the Certified Compensation and Benefits Manager certification from Vskills. It describes the objectives of the certification in assessing candidates' knowledge of compensation practices like ensuring fair pay and compliance with laws. It notes that the certification can help candidates seeking new jobs or promotions to prove their skills. It provides details about the test format, fees, and the types of companies that hire certified professionals.
Certified compensation and benefits manager brochureNarender Rana
The document provides information about the Certified Compensation and Benefits Manager certification. It discusses the topics covered in the certification exam such as methods for ensuring fair pay, conducting compensation surveys, and performance evaluation. It notes that the exam is 60 minutes, has 50 multiple-choice questions, and a passing score of 25 marks. Those who could benefit from the certification include job seekers, employees looking for career advancement, and candidates wanting to strengthen their resume. The certification is relevant for anyone working in human resources or compensation roles.
This document summarizes HR outsourcing and advisory solutions from StarVision and HR Advisory Asia. It provides an overview of their pre-outsourcing consultancy, day-to-day HR services, HR advisory services, and HR information system called MecWise. Key personnel are introduced who have extensive experience in HR, IT, learning and development, and advisory roles. The companies aim to provide a cost-effective HR outsourcing model powered by an proven HR technology platform.
Vivek Kumar Singh has over 11 years of experience in insurance operations, underwriting, risk management, claims management, and business development. He is currently the Manager of Finance (Insurance) at Metenere Limited, where he handles their insurance portfolio, oversees claims processing, and works to negotiate better insurance policies and rates. Previously he held roles at IFFCO Tokio General Insurance Company Limited as a Vertical Head and at IFFCO-TOKIO Insurance Services Ltd as an Area Manager.
This document discusses reward management strategies at Shoppers Stop and Spencers. It outlines various award programs like "Jo Jeeta Wohi Sikander" and "Ubharta Sitara" at Shoppers Stop that aim to promote performance and encourage new employee development. Similarly, it describes Spencers' strategies like Best Store Award, Best Customer Service Associate Award, and Honesty Award which target objectives like sales growth, customer service and integrity. Selection criteria and frequencies for these different programs are also provided.
Eva And Compensation Management System At Tata Consultancytanmayjauhary
Tata Consultancy Services adopted an EVA (Economic Value Added) compensation system in 1999 and a TBEM (Tata Business Excellence Model) based on a balanced scorecard approach. Some key aspects included ranking highly in employee satisfaction surveys, having one of the lowest employee attrition rates in the industry, and becoming the first Indian company to reach PCMM level 5 certification. While the EVA and TBEM systems provided many benefits initially, issues arose such as employees not feeling accountable for projects they didn't invest in, and negative perceptions resulting from layoffs. Recommended solutions included modifying the EVA system to be project-based and conducting exit interviews to retain high performers during layoffs.
Compensation And Benefits PowerPoint Presentation Slides SlideTeam
This document provides information on compensation and benefits at a company. It discusses total rewards which includes compensation such as base pay, wages, salaries, bonuses, and incentives. It also discusses benefits such as health insurance, life and disability insurance, paid time off, retirement, and educational assistance. The document then discusses performance and talent management including performance appraisals, goal setting, training, and career planning. It provides examples of different types of compensation plans including commission only, salary plus commission, straight salary, and territory volume plans. It also includes tables comparing pay for performance concepts and competitors' pay plans. The document provides details on building a compensation plan, performance evaluation parameters, and choosing payroll software.
The document discusses constructing a compensation system with a pay structure. It describes factors like corporate culture and the external environment that affect pay structures. It outlines steps to build a market-competitive pay structure, including job evaluation, salary surveys, grouping jobs into pay grades, pricing grades based on a wage curve, and formulating a rate structure. The goal is to establish internal pay equity while maintaining external competitiveness.
TCS offers innovative HR services to help companies improve employee engagement and reduce costs, including talent management, resourcing, workforce management, payroll administration, and compensation and benefits management. Some key benefits of TCS' HR services are over 10% increase in employee satisfaction, up to 75% reduction in process turnaround time through automation, and over 25% improvement in productivity. TCS' talent management services can achieve a 25% reduction in training costs, 50% improvement in workforce productivity, and over 40% faster processing times.
Project report on compensation and benefitssukesh gowda
This document provides an overview of compensation and benefits. It discusses compensation as an exchange between employees and employers, with employees receiving financial and non-financial rewards in return for their work. It also discusses the objectives of compensation systems, including attracting, retaining, and motivating employees, as well as ensuring fairness and equity. Key factors that influence compensation levels and structures are then outlined, including labor market conditions, legislation, collective bargaining agreements, management attitudes, and an organization's ability to pay.
- Infosys is a global IT consulting firm founded in 1981 that has grown to revenues of $6.6 billion. It aims to be a globally respected corporation through client value, leadership by example, integrity, fairness, and excellence.
- Infosys uses a performance management system to communicate strategy, set employee expectations, measure and motivate performance, address underperformance, and facilitate development through training and performance reviews.
- Key result areas are mutually set through manager-employee discussions and reviewed through an online system. Performance is assessed bi-annually through this system and rated on a scale of 1+ to 4, with ratings impacting incentives, salary, and promotions. Feedback is also provided as an important part
The document outlines the steps taken by a consulting firm to implement a job evaluation system for a pharmaceutical company. They devised a project plan, customized a job evaluation system to the company's needs, trained managers and union representatives, conducted job interviews and evaluations, and helped establish a new grading and compensation structure. Implementing the job evaluation system allowed the company to standardize job classifications and rates across different parts of the business.
The document discusses Toyota's compensation practices. Toyota calculates bonuses based on group productivity, with half of monthly salaries coming from bonuses. It has shifted to more individual-based compensation over time. Toyota motivates workers through guarantees of lifetime employment, internal promotion opportunities, and bonuses based on seniority, team performance, and individual merit. The document also reviews pay scales and salaries for Toyota positions in different regions and countries.
ZXMCO Pakistan is a motorcycle manufacturer and importer established in 2004 with headquarters in Lahore. It has a production facility near Lahore with capacity of 4,000 motorcycles per month. ZXMCO engages in importing auto parts, assembling motorcycles, and trading engine parts. It has over 400 employees including production workers, managers, IT professionals, and legal advisors. ZXMCO provides on-the-job and off-the-job training programs and sends employees abroad for further development. It uses performance reviews and incentives to motivate employees and has received multiple awards for quality from the Lahore Chamber of Commerce.
The document defines compensation as all rewards earned by employees, including direct financial compensation like pay and bonuses, indirect financial compensation like benefits, and non-financial compensation like career development. It outlines the objectives of a compensation policy as creating a sense of recognition and fairness for employees. The document then describes the six step process for developing a compensation policy, including defining issues, selecting elements, analyzing positions, determining salaries, pay increases, and comparing to the market.
This document discusses various types of employee transfers, promotions, demotions, and separations. It defines each term and outlines policies and procedures organizations should have in place to manage these human resource activities. Transfers can be used to better utilize employees or adjust the workforce. Promotions motivate employees and reward merit and seniority. Demotions are typically performance-based or due to adverse business conditions. Separations include resignation, retirement, layoffs, and termination. Clear policies help employees understand expectations for transfers, promotions, discipline, and separation.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
The document provides information on the organizational hierarchy and roles within Crescent Steel and Allied Products Limited. It describes the company's vision, mission, and profile across various business sectors including engineering, textiles, capital markets, and power. The hierarchy outlines 5 main departments each led by a Head and overseen by the CEO. Descriptions are provided for the Accounting, Finance, HR, Sales, and Production departments outlining the roles and responsibilities of Heads, Line Managers, and workers within each function.
This document discusses compensation management and provides an overview of key concepts. It defines compensation management and its objectives. It outlines the different elements of a total compensation package, including direct compensation, indirect compensation, and non-monetary compensation. It also discusses classical theories on wages and the importance of an ideal compensation plan for attracting, retaining, and motivating employees.
The document discusses a company's "compa-ratio" system to determine employee pay rates and potential actions. The compa-ratio is an employee's actual pay divided by the midpoint of the pay range for their job grade. A ratio between 0-33% results in a demotion, 34-66% a lateral move, and 67-100% a promotion. The company monitors compa-ratios by performance ratings and functional areas to ensure pay aligns with performance and market rates for different roles.
This document summarizes and compares the compensation and benefits policies of BPO and retail industries. In the BPO industry, benefits include provident fund, gratuity, health insurance, food and transportation subsidies, and performance-based incentives. The retail industry policy provides similar benefits like insurance, loans, and leave policies. It also offers benefits tailored for retail like discounts, company-owned accommodations, and incentive trips. Overall, compensation and benefits differ between service providers and in-house retail employees.
This document provides a case study of Airtel Telecom Bangladesh Ltd's total compensation strategy. It discusses the company's compensation objectives of efficiency, fairness, and compliance. It describes the company's hierarchy, HR policies around recruitment, training, job design, evaluation, and performance management. The company aims to motivate employees through competitive compensation and benefits packages. It uses various techniques like job enlargement and enrichment. Performance is linked to bonuses and salary increases. The study concludes the company's strategies are effective but could further focus on contractual employees and career development programs.
1) The document discusses direct labour cost accounting methods used by Easyweld Welding Equipment Company, a Hong Kong-invested industrial enterprise in China.
2) Workers are classified into three levels based on experience and skill. Level 1 workers are new recruits paid daily wages. Level 2 workers are paid monthly salaries depending on their skill level. Level 3 workers include supervisors paid monthly plus bonuses.
3) In addition to wages, the company provides benefits like food, accommodation, education sponsorship and bonuses to encourage worker retention and development.
1. The document discusses various topics related to employee placement, induction, internal mobility, and separations within an organization.
2. It covers the benefits of proper placement for employees and organizations, as well as the steps involved in inducting new employees through orientation programs.
3. Internal mobility refers to lateral or vertical movement of employees and includes transfers, promotions, and demotions, which the document discusses in detail.
4. It also outlines various types of employee separations such as resignation, retirement, death, layoffs, retrenchment, and dismissal.
Promotion involves advancing an employee to a position with greater responsibility, prestige, and pay. There are different types of promotion like vertical promotion which moves an employee up the organizational hierarchy or up-gradation which upgrades a job within the hierarchy. Promotion benefits both the employee through increased pay and satisfaction and the organization by better utilizing skills and increasing morale. However, promotion can also lead to issues like disappointment among those not promoted and some employees refusing promotions due to transfers or feeling underqualified. Organizations should have a clear and impartial promotion policy based on merit, seniority, or a combination of both.
Promotion refers to upward movement of an employee to a higher position with increased pay, responsibilities, and status. The key purposes of promotion include motivating employees, attracting and retaining talent, and rewarding performance. Organizations consider both seniority (length of service) and merit (performance) when determining promotions. A transfer involves changing an employee's job assignment but does not change their status or pay level. Transfers allow organizations to meet changing needs, utilize employees effectively, and provide relief or punishment. Developing a clear transfer policy can help avoid issues like favoritism.
Vskills certification for Payroll Professional assesses the candidate as per the company’s need for developing and managing payroll system for organizations. The certification tests the candidates on various areas in determining rates of pay, compensation management, job analysis, reward management, international compensation strategy, competency and knowledge-based pay, The Gratuity and Bonus Act.
The document provides an overview of the Certified HR Staffing Manager certification from Vskills. It discusses the topics that will be covered in the certification including strategic staffing, staffing strategies, legal frameworks, job analysis, staffing planning, sourcing, recruiting, assessment methods, workforce management, and staffing system evaluation. The certification is designed to assess a candidate's knowledge of staffing and recruitment for a company, and will help candidates pursuing roles in HR departments to strengthen their skills and resume. The exam lasts 60 minutes, consists of 50 multiple-choice questions, and covers the key aspects of being an effective staffing manager.
TCS offers innovative HR services to help companies improve employee engagement and reduce costs, including talent management, resourcing, workforce management, payroll administration, and compensation and benefits management. Some key benefits of TCS' HR services are over 10% increase in employee satisfaction, up to 75% reduction in process turnaround time through automation, and over 25% improvement in productivity. TCS' talent management services can achieve a 25% reduction in training costs, 50% improvement in workforce productivity, and over 40% faster processing times.
Project report on compensation and benefitssukesh gowda
This document provides an overview of compensation and benefits. It discusses compensation as an exchange between employees and employers, with employees receiving financial and non-financial rewards in return for their work. It also discusses the objectives of compensation systems, including attracting, retaining, and motivating employees, as well as ensuring fairness and equity. Key factors that influence compensation levels and structures are then outlined, including labor market conditions, legislation, collective bargaining agreements, management attitudes, and an organization's ability to pay.
- Infosys is a global IT consulting firm founded in 1981 that has grown to revenues of $6.6 billion. It aims to be a globally respected corporation through client value, leadership by example, integrity, fairness, and excellence.
- Infosys uses a performance management system to communicate strategy, set employee expectations, measure and motivate performance, address underperformance, and facilitate development through training and performance reviews.
- Key result areas are mutually set through manager-employee discussions and reviewed through an online system. Performance is assessed bi-annually through this system and rated on a scale of 1+ to 4, with ratings impacting incentives, salary, and promotions. Feedback is also provided as an important part
The document outlines the steps taken by a consulting firm to implement a job evaluation system for a pharmaceutical company. They devised a project plan, customized a job evaluation system to the company's needs, trained managers and union representatives, conducted job interviews and evaluations, and helped establish a new grading and compensation structure. Implementing the job evaluation system allowed the company to standardize job classifications and rates across different parts of the business.
The document discusses Toyota's compensation practices. Toyota calculates bonuses based on group productivity, with half of monthly salaries coming from bonuses. It has shifted to more individual-based compensation over time. Toyota motivates workers through guarantees of lifetime employment, internal promotion opportunities, and bonuses based on seniority, team performance, and individual merit. The document also reviews pay scales and salaries for Toyota positions in different regions and countries.
ZXMCO Pakistan is a motorcycle manufacturer and importer established in 2004 with headquarters in Lahore. It has a production facility near Lahore with capacity of 4,000 motorcycles per month. ZXMCO engages in importing auto parts, assembling motorcycles, and trading engine parts. It has over 400 employees including production workers, managers, IT professionals, and legal advisors. ZXMCO provides on-the-job and off-the-job training programs and sends employees abroad for further development. It uses performance reviews and incentives to motivate employees and has received multiple awards for quality from the Lahore Chamber of Commerce.
The document defines compensation as all rewards earned by employees, including direct financial compensation like pay and bonuses, indirect financial compensation like benefits, and non-financial compensation like career development. It outlines the objectives of a compensation policy as creating a sense of recognition and fairness for employees. The document then describes the six step process for developing a compensation policy, including defining issues, selecting elements, analyzing positions, determining salaries, pay increases, and comparing to the market.
This document discusses various types of employee transfers, promotions, demotions, and separations. It defines each term and outlines policies and procedures organizations should have in place to manage these human resource activities. Transfers can be used to better utilize employees or adjust the workforce. Promotions motivate employees and reward merit and seniority. Demotions are typically performance-based or due to adverse business conditions. Separations include resignation, retirement, layoffs, and termination. Clear policies help employees understand expectations for transfers, promotions, discipline, and separation.
Purpose of promotion, basis of promotion, Meaning of transfer, reasons for transfer, types of transfer, right sizing of work force. Need for right sizing.
The document provides information on the organizational hierarchy and roles within Crescent Steel and Allied Products Limited. It describes the company's vision, mission, and profile across various business sectors including engineering, textiles, capital markets, and power. The hierarchy outlines 5 main departments each led by a Head and overseen by the CEO. Descriptions are provided for the Accounting, Finance, HR, Sales, and Production departments outlining the roles and responsibilities of Heads, Line Managers, and workers within each function.
This document discusses compensation management and provides an overview of key concepts. It defines compensation management and its objectives. It outlines the different elements of a total compensation package, including direct compensation, indirect compensation, and non-monetary compensation. It also discusses classical theories on wages and the importance of an ideal compensation plan for attracting, retaining, and motivating employees.
The document discusses a company's "compa-ratio" system to determine employee pay rates and potential actions. The compa-ratio is an employee's actual pay divided by the midpoint of the pay range for their job grade. A ratio between 0-33% results in a demotion, 34-66% a lateral move, and 67-100% a promotion. The company monitors compa-ratios by performance ratings and functional areas to ensure pay aligns with performance and market rates for different roles.
This document summarizes and compares the compensation and benefits policies of BPO and retail industries. In the BPO industry, benefits include provident fund, gratuity, health insurance, food and transportation subsidies, and performance-based incentives. The retail industry policy provides similar benefits like insurance, loans, and leave policies. It also offers benefits tailored for retail like discounts, company-owned accommodations, and incentive trips. Overall, compensation and benefits differ between service providers and in-house retail employees.
This document provides a case study of Airtel Telecom Bangladesh Ltd's total compensation strategy. It discusses the company's compensation objectives of efficiency, fairness, and compliance. It describes the company's hierarchy, HR policies around recruitment, training, job design, evaluation, and performance management. The company aims to motivate employees through competitive compensation and benefits packages. It uses various techniques like job enlargement and enrichment. Performance is linked to bonuses and salary increases. The study concludes the company's strategies are effective but could further focus on contractual employees and career development programs.
1) The document discusses direct labour cost accounting methods used by Easyweld Welding Equipment Company, a Hong Kong-invested industrial enterprise in China.
2) Workers are classified into three levels based on experience and skill. Level 1 workers are new recruits paid daily wages. Level 2 workers are paid monthly salaries depending on their skill level. Level 3 workers include supervisors paid monthly plus bonuses.
3) In addition to wages, the company provides benefits like food, accommodation, education sponsorship and bonuses to encourage worker retention and development.
1. The document discusses various topics related to employee placement, induction, internal mobility, and separations within an organization.
2. It covers the benefits of proper placement for employees and organizations, as well as the steps involved in inducting new employees through orientation programs.
3. Internal mobility refers to lateral or vertical movement of employees and includes transfers, promotions, and demotions, which the document discusses in detail.
4. It also outlines various types of employee separations such as resignation, retirement, death, layoffs, retrenchment, and dismissal.
Promotion involves advancing an employee to a position with greater responsibility, prestige, and pay. There are different types of promotion like vertical promotion which moves an employee up the organizational hierarchy or up-gradation which upgrades a job within the hierarchy. Promotion benefits both the employee through increased pay and satisfaction and the organization by better utilizing skills and increasing morale. However, promotion can also lead to issues like disappointment among those not promoted and some employees refusing promotions due to transfers or feeling underqualified. Organizations should have a clear and impartial promotion policy based on merit, seniority, or a combination of both.
Promotion refers to upward movement of an employee to a higher position with increased pay, responsibilities, and status. The key purposes of promotion include motivating employees, attracting and retaining talent, and rewarding performance. Organizations consider both seniority (length of service) and merit (performance) when determining promotions. A transfer involves changing an employee's job assignment but does not change their status or pay level. Transfers allow organizations to meet changing needs, utilize employees effectively, and provide relief or punishment. Developing a clear transfer policy can help avoid issues like favoritism.
Vskills certification for Payroll Professional assesses the candidate as per the company’s need for developing and managing payroll system for organizations. The certification tests the candidates on various areas in determining rates of pay, compensation management, job analysis, reward management, international compensation strategy, competency and knowledge-based pay, The Gratuity and Bonus Act.
The document provides an overview of the Certified HR Staffing Manager certification from Vskills. It discusses the topics that will be covered in the certification including strategic staffing, staffing strategies, legal frameworks, job analysis, staffing planning, sourcing, recruiting, assessment methods, workforce management, and staffing system evaluation. The certification is designed to assess a candidate's knowledge of staffing and recruitment for a company, and will help candidates pursuing roles in HR departments to strengthen their skills and resume. The exam lasts 60 minutes, consists of 50 multiple-choice questions, and covers the key aspects of being an effective staffing manager.
Effectiveness in compensation can be defined by attracting premier talent (offer compelling value proposition), driving sustained success (reward results) and instilling a culture of confidence (build a competitive advantage). Learn the "habit" of pay planning that will drive that result.
performance appraisal and management.pptxRidaZaman1
Performance appraisal is a process that involves evaluating an employee's job performance and contributions. It helps companies identify any workplace problems and make decisions regarding promotions, transfers, and terminations. It also provides employees with feedback on their capabilities and opportunities for development. Effective performance appraisal systems have clear objectives, well-defined evaluation criteria, accurate and reliable results, and post-appraisal interviews. They also focus on work performance, provide continuous feedback, and match the company's goals.
The document discusses performance appraisal systems. It begins by outlining the contents to be covered, which include planning performance appraisal systems, types of systems, problems with systems, and essential characteristics of effective systems. It then provides definitions and examples. One definition states that a performance appraisal is the process of evaluating an employee's job performance in terms of requirements. It also discusses the primary uses of performance appraisals and common problems with systems, such as personal bias, lack of uniform standards, and stress on the individual rather than performance. Lastly, it outlines traditional and modern methods of conducting performance appraisals.
This document discusses performance management systems. It defines key terms like performance appraisal, performance management, and performance management system. It categorizes performance management into two types - one that evaluates organizational effectiveness and one that evaluates employees. It outlines the relationship between performance management and other HR functions like recruitment, training, compensation etc. It also discusses different approaches to performance management like setting goals, continuous feedback, and rewards & recognition programs. Finally, it provides examples of performance measurement tools like balanced scorecards and key performance indicators.
training and development manager certificationVskills
Vskills certification for Training and Development Manager assesses the candidate as per the company’s need for management of training and development. The certification tests the candidates on various areas in training skills, learning styles, training need assessment, designing training plan, competency based training, new employee training, management development, mentoring, CBT, training evaluation, ROI and diversity training.
This document provides an assignment for a course on compensation and benefits. It includes 6 questions worth a total of 60 marks. The questions address topics like job evaluation processes, developing effective incentive schemes, types of managerial remuneration, pay structure objectives and design, criteria for rewarding employees, and notes on India's wage policy plan and voluntary retirement schemes. Students are instructed to answer all questions, with 10-mark questions requiring around 400 words each.
Effective performance appraisal programs are based on two key principles: (1) the appraisal process must operate as a system, and (2) individual managers play a pivotal role and need the right tools and support. Performance appraisals serve several important functions for employees, supervisors, and organizations, including providing feedback for improvement or recognition, determining training needs, and informing compensation and promotion decisions. However, performance appraisal programs are often flawed due to a lack of preparation, training, and consistency among managers and departments. To be effective, performance appraisals must be standardized, reliable, and developed with employee input.
Are you looking for a tried and true methodology for designing or updating your compensation plans? Join us for an exclusive presentation with global compensation consultant John Rubino who will present a successful approach for developing an effective and competitive base salary program.
In this webinar you will learn how leading global organizations are designing compensation plans to better utilize available budgets with a more strategic and streamlined approach. All of the necessary components will be discussed, including:
· Effective & compliant job descriptions that actually work;
· The best approaches and compensation metrics for analyzing pay & making decisions
· Quantitative tools for creating a competitive base salary structure;
· Incentive pay plan essentials - designing plans that drive productivity & retention
· Variable pay: how it works and are you ready for it.
The document outlines a performance management system for an organization. It defines performance management and its objectives, which include maximizing employee productivity and improving organizational effectiveness. It describes the organization's philosophy of linking performance to vision, strategy, and culture. The design section explains the current compensation structure, the PMS process involving goal setting, reviews, and assessments, and the methodology of using a forced bell curve approach. It discusses the 3R's of review, recognition, and reward - including the review concept, timing, evaluation process, and payouts. Finally, it covers pre- and post-documentation and potential outcomes of the system.
Mu0016 – performance management and appraisalsmumbahelp
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Vskills certification for Talent Manager assesses the candidate as per the company’s need for talent identification, retention and management. The certification tests the candidates on various areas in basics of talent management, strategic workforce planning, talent acquisition, performance and potential measurement, talent development, employee retention, HRMS, competency based management, talent management integration and standards.
Mb0044 production and operation managementsmumbahelp
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This document provides instructions for students to receive fully solved assignments. It instructs students to send their semester and specialization name to the provided email address or to call the provided phone number to receive solved assignments. It notes that email is preferred, and to only call in an emergency. It then provides an example assignment covering quality management systems, with six multiple part questions and sample answers. The assignment covers topics like ISO standards, quality techniques, leadership, motivation, and auditing.
Human Resource Management - G.O.L TEAM by Mr. Sherif Osman Mostafa Mahmoud
This document discusses performance management and individual performance appraisals. It covers setting performance standards and goals, evaluating performance through methods like 360-degree feedback and balanced scorecards, and addressing errors in performance appraisals. Performance management aims to maintain or improve employee performance through continuous feedback, coaching, and assessing performance against goals. Individual performance appraisals measure how well employees meet work requirements and provide feedback for development.
SOC Inc. is a consulting firm that specializes in operations optimization and organizational development. They perform comprehensive evaluations of client operations to identify improvement opportunities across key areas like processes, quality systems, continuous improvement initiatives, and supply chain management. Their goal is to recommend adjustments to enhance operational functions and achieve optimization.
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There are three main approaches to creating internal pay structures: competency-based, skill-based, and job-based. Competency-based structures link pay to demonstrated competencies, skill-based structures link pay to all skills attained regardless of job, and job-based structures link pay to the job performed. Each approach has different procedures, employee focus, advantages, and limitations.
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Office administration involves activities related to financial planning, record keeping, billing, personnel management, and logistics within an organization. An office administrator plays a key role ensuring these administrative activities run efficiently. The duties of an office administrator vary depending on the employer but can include managing budgets, human resources, records, and supervising other employees. Common office administration roles include receptionists, administrative assistants, personal assistants, executive assistants, and office managers. As the office workplace has evolved, the role of the office administrator has shifted from primarily secretarial duties to being a strategic professional focused on improving office efficiency.
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Vskills certified six sigma yellow belt sample materialVskills
Six Sigma is a data-driven approach to process improvement that focuses on reducing variability in processes by identifying and eliminating defects. It involves applying statistical methods and tools to measure a process's performance, systematically analyze sources of defects and variability, and implement solutions. Six Sigma follows five phases known as DMAIC: Define, Measure, Analyze, Improve, and Control. The goal of Six Sigma is to reduce defects to 3.4 defects per million opportunities. Key principles of Six Sigma include having a customer focus, identifying root causes of problems, eliminating sources of variation, using a team-based approach, being flexible, and taking a thorough problem-solving approach.
Vskills production and operations management sample materialVskills
Operations management is the process of managing the resources which are necessary to produce a company's goods or services. It involves planning, organizing and controlling these resources. The key functions are operations and supply chains on the supply side, and sales and marketing on the demand side. The ideal goal is to achieve an economic match between supply and demand. Operations management has evolved over time from a focus on efficiency to also emphasizing quality, flexibility and customer responsiveness. New approaches now view technology as a way to improve quality in addition to reducing costs.
vskills leadership skills professional sample materialVskills
This document discusses various leadership styles and theories. It begins by defining leadership and explaining its importance for organizations. It then describes different leadership styles like laissez-faire, autocratic, participative, transactional, transformational, and others. It also discusses leadership theories such as the trait approach, behavioral approach, contingency/situational approach, path-goal theory, and charismatic leadership. Overall, the document provides an overview of key concepts in leadership styles and theoretical frameworks.
Facility management involves maintaining and managing buildings to ensure their functionality. It encompasses functions like operations and maintenance, project management, quality, real estate, and technology. It aims to improve cost-effectiveness, productivity, efficiency, and employee well-being. Facility management is still developing as a profession, working to standardize definitions and bring more awareness to its value. It traces its origins to increased need for interior space planning and now must help organizations adapt quickly to changes. Building services play a key role in facility management, accounting for 30-40% of building costs and influencing sustainability and energy usage.
Vskills international trade and forex professional sample materialVskills
The World Trade Organization (WTO) supervises and liberalizes international trade according to agreements signed by member governments. It provides a framework for negotiating trade agreements and resolving disputes. The WTO aims to promote open trade for the benefit of all through principles like non-discrimination, transparency, and binding commitments. It currently has 153 member countries and seeks to facilitate global trade through negotiations like the Doha Round.
Vskills production planning and control professional sample materialVskills
Production planning and control involves planning production activities to meet goals and monitoring execution to minimize deviations. It includes determining required production levels, scheduling work, and setting standards. Control takes corrective action when monitoring finds errors. The document discusses production planning, control, their principles and objectives which include meeting customer demand, ensuring material and equipment availability, and coordinating departments to deliver quality products on time and budget.
Vskills purchasing and material management professional sample materialVskills
The document discusses purchase management and the purchasing function. It covers the objectives of purchasing which include maintaining continuity of supply, quality standards, and avoiding waste. It also discusses the history of purchase management, functions of the purchase department, methods of purchasing, and purchase organization structures for small businesses and larger companies. Common structures include centralized purchasing where all purchasing reports to one executive, and decentralized purchasing where each facility handles its own purchasing.
Vskills manufacturing technology management professional sample materialVskills
Strategic management involves formulating goals and implementing initiatives based on internal and external environmental assessments. There are four phases to strategic management processes: defining vision/mission/objectives, strategy formulation, implementation, and evaluation. Strategic decision making considers opportunities/threats and involves committing resources. Mintzberg identified four strategic decision making modes: entrepreneurial, adaptive, planning, and logical incrementalization. Environmental analysis monitors opportunities/threats in the external environment through continuous scanning.
certificate in agile project management sample materialVskills
The document discusses various agile methodologies including Scrum, Extreme Programming, Test Driven Development, Lean, and Kanban. It provides details on Scrum, which is the most popular agile framework. Scrum uses short iterative development cycles called sprints where cross-functional teams work to deliver working software increments. It emphasizes self-organization and adaptive planning. The key roles in Scrum are the Product Owner, Development Team, and Scrum Master.
The document provides an overview of web development basics including web applications, HTML, CSS, and JavaScript. It discusses how web applications utilize a client-server model with the browser as the client and a web server as the server. It also describes common HTML elements and tags as well as how CSS is used to style web pages. JavaScript is introduced as a programming language that allows dynamic interactivity on web pages.
The document provides an overview of object-oriented programming basics and the C++ language. It discusses the basic components of a computer system including input, processing, and output. It also defines different types of software such as system software, operating systems, application software, utilities, and translators. The document then discusses the evolution and timeline of C++ and the three step process of translating a C++ program which includes writing source code, compiling to an object file, and linking to create an executable file.
The document provides an introduction to C programming, including:
- C is a general-purpose programming language used widely for operating systems and software. It allows for maximum control and efficiency.
- The document outlines the basic elements of C like data types, variables, decision making, loops, functions, and file input/output.
- It also discusses compilers, text editors, and the benefits of understanding C programming at a low level. Understanding C provides insight into how computers work at their basic level.
Vskills financial modelling professional sample materialVskills
This document provides an overview of financial modelling, including:
1. Financial modelling involves creating mathematical representations of a company's financial performance and health over time based on historical data and assumptions. It is used for decision making, valuation, forecasting, and analysis.
2. Financial models project items like revenues, expenses, assets, liabilities, and cash flows. Common approaches include modelling items as a percentage of revenues or based on metrics like days sales outstanding.
3. Financial models are used by various parties for purposes like business valuation, scenario planning, capital budgeting, and cost of capital calculations. Spreadsheets are a common tool for building financial models.
Vskills basel iii professional sample materialVskills
Bank regulations are needed to reduce risk in the banking system and promote stability. The Basel Accords established international capital standards to strengthen banks against losses and reduce competitive imbalances. Basel III further advanced these standards to be more risk-sensitive in response to financial innovation and globalization multiplying banking risks. Bank regulations aim to reduce risk exposure for bank creditors, systemic risk from multiple bank failures, criminal misuse of banks, and ensure fair treatment of customers.
Vskills telecom management professional sample materialVskills
The telecom industry in India has grown rapidly over the past few decades. Major factors contributing to India's growth as a leading telecom market include the entry of private operators in the 1990s, which increased competition. As of 2012, India had nearly 1 billion telephone users and a tele-density of around 80%. The mobile market in particular has seen tremendous growth, with over 900 million subscribers. However, challenges remain such as limited infrastructure in rural areas and declining average revenue per user. The industry is expected to generate over $100 billion in revenue by 2015 and create millions of new jobs.
Vskills retail management professional sample materialVskills
The document defines key terms related to retail supply chains. It provides a reference model that depicts the typical flow of goods from second-tier suppliers to original equipment manufacturers, distributors, retailers, and finally to customers. It defines a supply chain as comprising physical, information, financial, and knowledge flows across multiple linked suppliers that aim to satisfy end user requirements. Supply chain management is defined as the integration of key business processes across organizations to add value for customers. The document emphasizes that supply chains include both forward and reverse flows of goods, information, and money.
Vskills contract law analyst sample materialVskills
This document provides an overview of contract law. It defines a contract as an agreement that is enforceable by law. The key elements of a valid contract are agreement, lawful consideration, capacity of parties, free consent, certainty and possibility of performance, and intention to create legal relations. The document discusses different types of contracts such as void, voidable, unenforceable, formal and simple contracts. It also provides details about Indian contract law, which is governed by the Indian Contract Act of 1872.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
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2. Certified Compensation and Benefits Manager
www.vskills.in
CertifiedCertifiedCertifiedCertified CompensationCompensationCompensationCompensation and Benefitsand Benefitsand Benefitsand Benefits
ManagerManagerManagerManager
Certification CodeCertification CodeCertification CodeCertification Code VS-1004
Vskills Certification in Compensation and benefits assesses the candidate on the principal
need of the organization which is establishing and maintaining a pay system which is fair to
all. The certification tests the candidates in various areas which include methods to ensure
fair and equitable pay, conducting surveys to compare their compensation systems with
other companies and ensuring that the firm’s pay scale complies with changing laws and
regulations. An important part of the Compensation and benefits manager’s role is
performance evaluation. This area also forms the part of the assessment.
Why should one take this certification?Why should one take this certification?Why should one take this certification?Why should one take this certification?
If you are working in the HR area and are looking for a new job or promotion or simply
more responsibility, then you can take this certification and prove the employer about your
knowledge about the area. It works as an added qualification on your CV and significantly
improves your chances of getting the desired role.
Who will benefit from taking this certification?Who will benefit from taking this certification?Who will benefit from taking this certification?Who will benefit from taking this certification?
Job seekers looking to find employment in the HR departments of various companies,
candidates generally wanting to improve their skill set and make their CV stronger and
existing employees looking for a better role can prove their employers the value of their
skills through this certification
1.1.1.1. Test Details:Test Details:Test Details:Test Details:
• Duration:Duration:Duration:Duration: 60 minutes
• No. of questions:No. of questions:No. of questions:No. of questions: 50
• Maximum marks:Maximum marks:Maximum marks:Maximum marks: 50, Passing marks: 25 (50%); There is no negative marking in
this module.
2.2.2.2. Fee Structure:Fee Structure:Fee Structure:Fee Structure:
Rs. 4,000/- (Includes all taxes)
3. Certified Compensation and Benefits Manager
www.vskills.in
Companies that hireCompanies that hireCompanies that hireCompanies that hire VskillsVskillsVskillsVskills Compensation and Benefits ManagerCompensation and Benefits ManagerCompensation and Benefits ManagerCompensation and Benefits Manager
Vskills Certified Compensation and Benefits Manager might find employment in all kind
of companies, big or small, since Compensation and benefits is a crucial part of any
organization. Many companies contact us on a regular basis, and we forward them a list of
our certified candidates, and the candidates are highly in demand.
4. Certified Compensation and Benefits Manager
www.vskills.in
Table of Content
1.1.1.1. IntroductionIntroductionIntroductionIntroduction
1.1 Objectives of compensation management
1.2 Principles of compensation formulation
1.3 Types of wages and wage policies
1.4 Procedure and practices for wage determination
1.5 Compensation decisions
1.6 Compensation benchmarking
1.7 Compensation trends and practices in India
2.2.2.2. Economic TheoriesEconomic TheoriesEconomic TheoriesEconomic Theories
2.1 Economic theories in compensation management
2.2 Employee compensation valuation
2.3 ESOPs and its pricing
2.4 Equity in employee benefits
2.5 Labour Markets and Trade Unions
3.3.3.3. Job designJob designJob designJob design
3.1 Job Design
3.2 Job Analysis
3.3 Job Description
3.4 Job Evaluation and Assessment
3.5 Work Measurement
3.6 Management and Ergonomics
4.4.4.4. PPPPerformanceerformanceerformanceerformance----based compensationbased compensationbased compensationbased compensation
4.1 Performance Management System (PMS)
4.2 Objectives and indicator of performance
4.3 Developing performance standards
4.4 Performance modeling techniques
4.5 Performance dimensions and performance observation scales
4.6 Competency-based pay
5.5.5.5. TeamTeamTeamTeam----based cbased cbased cbased compensationompensationompensationompensation
5.1 Employee evaluation system
5.2 Group incentive plans
5.3 Gain-sharing plan
5.4 Designing team-based compensation
5.5 Issue in rewarding teams
5. Certified Compensation and Benefits Manager
www.vskills.in
6.6.6.6. Executive CompensationExecutive CompensationExecutive CompensationExecutive Compensation
6.1 Theories and practices of executive compensation
6.2 Components and design of executive compensation
6.3 Factors affecting executive compensation
6.4 Executive compensation criteria
6.5 Techniques of performance measurement
6.6 Organizational strategies
7.7.7.7. Employee MotivationEmployee MotivationEmployee MotivationEmployee Motivation and benefitsand benefitsand benefitsand benefits
7.1 Motivation and morale
7.2 Theories of employee motivation
7.3 Objectives of employee motivation
7.4 Types of employee benefits
7.5 Tax obligations
7.6 Statutory employee benefits in India
7.7 Employee benefits alternatives
7.8 Non-monetary benefits
7.9 Deferred compensation plan
8.8.8.8. Sales CompensationSales CompensationSales CompensationSales Compensation
8.1 Sales functions
8.2 Sales compensation plans and issues
8.3 Sales compensation design and administration
8.4 Sales incentives and motivation
9.9.9.9. Legal issuesLegal issuesLegal issuesLegal issues
9.1 Compensation and Income Tax Act, 1961
9.2 Tax implications
9.3 Wage fixation and legal interpretation
10.10.10.10. Quantitative Tools for Compensation ManagemenQuantitative Tools for Compensation ManagemenQuantitative Tools for Compensation ManagemenQuantitative Tools for Compensation Managementttt
10.1 Variable Compensation plans
10.2 Retirement plans
10.3 Payroll management
10.4 Incentive determination and employee benefits
10.5 Group incentive payments
10.6 Overtime wages
10.7 Economic Value Added (EVA)
10.8 Quantitative analysis
11.11.11.11. International Compensation ManagementInternational Compensation ManagementInternational Compensation ManagementInternational Compensation Management
11.1 Approaches to international compensation
11.2 Components of international compensation
11.3 Designing international compensation plans
6. Certified Compensation and Benefits Manager
www.vskills.in
11.4 Concept of variation
11.5 Cultural issues
11.6 Repatriation issues
7. Certified Compensation and Benefits Manager
www.vskills.in
Course OutlineCourse OutlineCourse OutlineCourse Outline
IntroductionIntroductionIntroductionIntroduction
Explains the components of wages
Explains the objectives of compensation
Explains principles of compensation formulation taking into account the
determinants of wage rates
Explains the theories and principle of compensation determination
Illustrates different types of wages such as minimum rate of wages, need-based
minimum wage, living wage and fair wage
Explains the significance of employee compensation
Explains the behavioral and ethical issues faced in an organisation
Explains the procedure and practices involved in wage determination
Illustrates the compensation decisions involved in management such as job
analysis, description, identifying job factors, job evaluation and pay
determination
Illustrates the procedure of compensation benchmarking compensation
benchmarking involving planning, analysis, integration and action phase
Explains the salient features of employee compensation in India
Explains the components of employee reward system and compensation practices
in India
Economic TheoriesEconomic TheoriesEconomic TheoriesEconomic Theories
Economic theories in compensation management
Explains the procedure of Employee compensation valuation
Describes ESOPs and procedure of pricing
Explains the role of Labour Markets and Trade Unions
Job designJob designJob designJob design
Explains the process of designing a job
Explains the procedure and steps involved in job analysis and job description
Describes the process involved in job evaluation and assessment
Describes the tools used in work measurement in an organisation
Explains the importance of management and ergonomics
PPPPerformanceerformanceerformanceerformance----based compensationbased compensationbased compensationbased compensation
Explains the functioning of Performance Management System (PMS)
Describes the objectives and indicator of performance measurement
Describes the procedure of developing performance standards in an organisation
Describes different techniques of performance modeling
Explains the dimensions and scales of performance evaluation
8. Certified Compensation and Benefits Manager
www.vskills.in
Explains the concept and working of Competency-based pay
TeamTeamTeamTeam----based cbased cbased cbased compensationompensationompensationompensation
Explains the operations and techniques involved in employee evaluation system
Explains the concept of group incentive plans
Describes the gain-sharing plan
Explains the procedure of designing team-based compensation
Describes the issue in rewarding teams
Executive CompensationExecutive CompensationExecutive CompensationExecutive Compensation
Explains the theories and practices involved in executive compensation
Describes the components of executive compensation
Explains the factors affecting executive compensation and the criteria involved in
executive compensation
Explains the various techniques of performance measurement
Employee Motivation and benefitsEmployee Motivation and benefitsEmployee Motivation and benefitsEmployee Motivation and benefits
Explains the theory of employee motivation and morale boosting
Explains the objectives of employee motivation
Explains different types of employee benefits
Statutory employee benefits in India
Describes the various employee benefits alternatives
Describes the various non-monetary employee benefits
Explains the deferred compensation plan
Sales CompensationSales CompensationSales CompensationSales Compensation
Explains the concept of sales functions
Describes the sales compensation plan design procedure and issues encountered
Explains the procedure of sales compensation design and administration
Describes different types of sales incentives and motivation plans
Legal issuesLegal issuesLegal issuesLegal issues
Compensation and Income Tax Act, 1961
Describes the various tax implications
Describes the process of wage fixation and legal interpretation
Quantitative Tools for Compensation ManagQuantitative Tools for Compensation ManagQuantitative Tools for Compensation ManagQuantitative Tools for Compensation Managementementementement
Explains the variable compensation plans and defines its constitution
Described the retirement plans and its structure
Explains the concept of payroll management system and their functioning
Explains the procedure of determining incentives and employee benefits
Describes the methods of group incentive payments
Explains the concept of Economic Value Added (EVA)
Describes the procedure of quantitative analysis for performance measurement
9. Certified Compensation and Benefits Manager
www.vskills.in
International Compensation ManagementInternational Compensation ManagementInternational Compensation ManagementInternational Compensation Management
Explains the different approaches to international compensation
Describes the various components of international compensation
Describes the procedure of designing international compensation plans
Explains the concept of variation
Describes the issues encountered in designing international compensation plans
Explains the various repatriation issues
10. Certified Compensation and Benefits Manager
www.vskills.in
Sample QuestionsSample QuestionsSample QuestionsSample Questions
1.1.1.1. Which of the following statements is not correct regarding earnings per shareWhich of the following statements is not correct regarding earnings per shareWhich of the following statements is not correct regarding earnings per shareWhich of the following statements is not correct regarding earnings per share
(EPS) maximization as the primary goal of the firm?(EPS) maximization as the primary goal of the firm?(EPS) maximization as the primary goal of the firm?(EPS) maximization as the primary goal of the firm?
A. EPS maximization ignores the firm's risk level
B. EPS maximization does not specify the timing or duration of expected EPS
C. EPS maximization naturally requires all earnings to be retained
D. EPS maximization is concerned with maximizing net income
2222.... In a companyIn a companyIn a companyIn a company, representati, representati, representati, representatives from management and workers come together toves from management and workers come together toves from management and workers come together toves from management and workers come together to
decide such matters as improving performance, working conditions, and jobdecide such matters as improving performance, working conditions, and jobdecide such matters as improving performance, working conditions, and jobdecide such matters as improving performance, working conditions, and job
security. What are these groups called?security. What are these groups called?security. What are these groups called?security. What are these groups called?
A. Democratic determination
B. Worker determination
C. Work councils
D. Democratic representation
3333.... Which of the following factors may influence compensation?Which of the following factors may influence compensation?Which of the following factors may influence compensation?Which of the following factors may influence compensation?
A. Taxation
B. Healthcare costs
C. The cost of living
D. All of the above
4444.... The amount of salary an individual receives in the homeThe amount of salary an individual receives in the homeThe amount of salary an individual receives in the homeThe amount of salary an individual receives in the home----country becomes thecountry becomes thecountry becomes thecountry becomes the
________ when calculating compen________ when calculating compen________ when calculating compen________ when calculating compensation.sation.sation.sation.
A. base salary
B. original allowance
C. non-negotiable salary
D. None of the above
5. Employee turnover rate focuses on stability of employee in the organisation.Employee turnover rate focuses on stability of employee in the organisation.Employee turnover rate focuses on stability of employee in the organisation.Employee turnover rate focuses on stability of employee in the organisation.
A. True
B. False
Answers: 1 (D), 2 (C), 3 (D), 4 (A), 5 (B)