Advantage of T&D for HR function like Compensation

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Advantage of T&D for HR function like Compensation

  1. 1. “IF YOU PICK THE RIGHT PEOPLE AND GIVE THEM THE OPPORTUNITY TO SPREAD THEIR WINGS - AND PUT COMPENSATION AND REWARDS AS A CARRIER BEHIND IT - YOU ALMOST DON’T HAVE TO MANAGE THEM.” — JACK WELCH
  2. 2. THE SIGNIFICANCE OF TRAINING AND DEVELOPMENT IN AN HR FUNCTION LIKE COMPENSATION By: Shikha Bhatia
  3. 3. ‘Compensation’ in other terms also called as ‘Employee Remuneration’ refers to what an employee receives in return for his or her contribution to the organization. Remuneration occupies an important place in the life of an employee. His or her standard of living, status in the society, motivation, loyalty, and productivity depend upon the remuneration he or she receives. For the employer too, employee remuneration is significant because of its contribution to the cost of production. Cash, Bonuses, Insurance, Vacation, Holidays Perks, Recognition
  4. 4. COMPENSATION APPROACHES Traditional Approach Emerging Trends • Compensation is primarily base pay • Variable pay used with base pay • Bonuses are for executives only • Annual/long-term incentives provided to all employees • Fixed benefits tied to long tenure • Pay grade progression is based on organizational promotions • One organization-wide pay plan for all employees • Flexible and portable benefits offered • Knowledge-based broadbands determine pay grades • Multiple pay plans consider job family, location, and business units
  5. 5. Objectives of compensation: Compensation decisions are strategic decisions and play a key role in achieving performance and sustainable competitive advantages for national as well as international firms. Therefore the key objectives are:  Attract employees who are qualified , experienced and interested in international assignments.  Facilitate the movement of expatriate’s from one subsidiary to another, from home to subsidiary, and back from subsidiary to home.  Provide a consistent and reasonable relationship between the pay levels of employees at headquarters, domestic affiliates and foreign subsidiaries.  Be cost effective by reducing unnecessary expenses.  Should be easily understood and easy to administer.
  6. 6. TRAINING PROCESS- ADDIE MODEL • Organization Analysis • Task Analysis • Person Analysis Assessment Design • Instructional objectives • Trainee readiness • Learning Principles • Trainer Identification • Content Development Development Implementation • On-the Job • Off-the-job • Management Development • • • • Reaction Learning Behaviour Results Evaluation 7
  7. 7. Salaries Bonuses Incentives Insurance plans Social Assistance Analysis Ambulance and Dispensary
  8. 8. Common time-off-with-pay periods include
  9. 9. Vocational holidays Executives 40 paid holidays 10 casual leaves Sick Leaves 12 sick leaves Insurance Benefits Health, Hospitalization & Disability Insurance
  10. 10. Assessment Design and development Implementation Evaluation
  11. 11. SIGNIFICANCE OF T & D FOR COMPENSATION AT THE ASSESSMENT STAGE It is very crucial to understand:  the economic conditions of the organization in which you function  the volume of potential employees in the organization Training and development teach incumbents to do external and internal environment analysis of the organization and understand the changes required and desired for overall growth.
  12. 12. ASSESSMENT AT CISCO The Compensation and Management Development Committee’s basic responsibility is to review the performance and compensation of the Company’s employees in achieving corporate goals and objectives and to assure that the Company’s managers are giving compensations in a manner consistent with the strategy of the Company, competitive practice, sound corporate governance principles and shareholder interests. Toward that end, the Committee will oversee, review and administer all compensation, equity and employee benefit plans and programs. HOW IS IT DONE? Web based Oracle Incentive Compensation
  13. 13. Compensation and benefits is an emotive area, not only for the organizations but also for the employees. Establishing and managing a reward structure is one of the critical cornerstones of the human resource department. It is extremely important to design the right reward package that supports the business goals.
  14. 14. WHO SHOULD ATTEND? •Experienced Compensation professionals who are seeking to either raise the business impact and credibility of their role, wish to understand how they can better link their efforts to business and HR strategies . • Those who are simply seeking to improve their skills and knowledge of specific compensation techniques and practices. • Senior HR managers who are tasked with managing teams of Compensation professionals and would like an overview of the importance of the role and its impact on the organization and other parts of the HR function. • Anyone involved in designing and implementing compensation or total rewards plans; as well as those professionals who are responsible for areas linked to compensation e.g. performance management, employee engagement, talent management. • General managers or line managers who are looking to be better equipped for making decisions about, holding discussions about and effectively leveraging various compensation and related performance improvement tools
  15. 15. ACTIVITY
  16. 16. Assessment Design and development Implementation Evaluation
  17. 17. SIGNIFICANCE OF T & D FOR COMPENSATION AT THE DESIGN STAGE • Understand the role of government regulation and social security in compensation globally: Cisco follows the rules issued by the Securities and Exchange Commission • Understand the components of a compensation system: Basic wage and bonus is given in Cisco • Understand how to build effective variable pay systems : Cisco follows the ‘three E’s’: Effectiveness, Efficiency and Exposure. **Done through Oracle by filling in job descriptions
  18. 18. MARKET WAGE LEVELS •Which company is leading the market? •Which company is lagging the market? •What would the wage level line look like for a company that was meeting/matching the market?
  19. 19. SIGNIFICANCE OF T & D FOR COMPENSATION AT THE DEVELOPMENT STAGE You should also develop and document strategies for all compensation practices including merit raises, cost of living increases, performance reviews, bonuses, and promotions.
  20. 20. Assessment Design and development Implementation Evaluation
  21. 21. SIGNIFICANCE OF T & D FOR COMPENSATION AT THE IMPLEMENTATION STAGE Ensuring that established guidelines which are followed will prevent : Offering a compensation package so tailored to a person that the organization is jeopardized by having too heavy a financial burden Or that flexible arrangements actually hinder the critical work from being completed. It takes a carefully crafted balance between the organizational needs and the individual considerations to arrive at the correct compensation structure.
  22. 22. "We determine bonus as a mix of the following variables – company performance, customer satisfaction and individual performance. Since everyone is driven by the overall company performance, employees across geographies and functions are bound by one shared collective destiny." Subash Rao, Director – Human Resources, Cisco Systems India
  23. 23. Assessment Design and development Implementation Evaluation
  24. 24. SIGNIFICANCE OF T & D FOR COMPENSATION AT THE EVALUATION STAGE If you find inconsistencies or inefficiencies, you should conduct a review to evaluate the appropriateness of the tasks assigned to that role. From there you determine if the job description and associated compensation warrants changing or not.
  25. 25. Employee satisfaction The managers effectively communicate a candid appraisal of performance that helps employees to develop a realistic view of their own performance, thus increasing the possibility of satisfaction with the pay they are receiving.
  26. 26. OVERALL SIGNIFICANCE This program helps the HR professionals understand the importance of compensation and benefits in such a way that they are able to understand the intricacies, basic reward system, the global trends in compensation and benefits and are able to link pay with performance for better planning  Strategic Role of Compensation  Researching and Analysing Market Data  Creating Salary Structures  Ensuring Equity
  27. 27. ACTIVITY
  28. 28. POINTS TO KEEP IN MIND  Reward programs require a lot of planning and preparation  Do not reward if the goal was not achieved  When it comes to compensation you need to be careful  You will have your favorite employees Train your managers to better communicate about pay and you can increase employee performance by almost 40%.
  29. 29. Kind words go a long way, but rewarding with money, gifts and awards goes even further !!
  30. 30. ANY QUESTIONS?

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