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Compensation Policy - Chapter 02 Compensation Administration Process Principles of Administration of Compensation
Compensation Policy - Chapter 02 Compensation Administration Process Principles of Administration of Compensation
Compensation Policy - Chapter 02 Compensation Administration Process Principles of Administration of Compensation
There should be a definite plan to ensure that differences in pay for jobs are based upon variations in
job requirements.
The employees and the trade union, if there is one, should be informed about the procedures used to
establish wage rates.
The wage should be sufficient to ensure for the worker and his family reasonable standard of living.
Purpose of Compensation
For Employer
Retaining talent
Consistency in compensation
For Employee
Work-life Balance
Mental requirements,
Physical requirements,
Skill requirements,
Responsibility level, and
Working conditions (risk, time, hazards)
Organizational Affordability
Man power planning
Output vs salary ratio
Market Rate for Talent
Economic Conditions
Job Evaluation
Job Specification
Job Description
Time and Motion Study
Market Survey
Demand and Supply- Talent Mapping
Industry wise bench marking
Labor Market
Employer Information
Employer Association
Professional Association
Salary Survey
HR Service Providers
Compensation Administration
JOB EVALUATION: The process of analysing jobs from which job descriptions are developed.
Job evaluation techniques include the use of interviews, questionnaires, and observation.
A system for comparing jobs for the purpose of determining appropriate compensation levels for individual
jobs or job elements.
JOB DESCRIPTION: A critical component of both compensation and selection systems, job descriptions define
in writing the responsibilities, requirements, functions, duties, location, environment, conditions, and other
aspects of jobs. Descriptions may be developed for jobs individually or for entire job families.
1865 - Karl Marx wrote in Das Kapital that the value of goods and services is based on the amount of
labor that goes into them
1885 - Frederick Winslow Taylor stated that the content of labor in labor determines the price of labor
1935 - Edward Hay developed the Hay point factor system
1963 - The Equal Pay Act prohibited discrimination on the basis of sex…for equal work on jobs, the
performance of which requires equal skill, effort, and responsibility and which are performed under
similar working conditions.
1. To involve the people occupying the positions under evaluation. This is especially so if you think your
organizations job descriptions are poorly written or out of date. The people in positions and their
immediate supervisors have the best idea of what the job is really about.
2. Job evaluation is most effective as a participative exercise and this in itself can improve employment
relations. It is therefore recommended that job evaluation is introduced or revised jointly by allowing
management and employee representatives to discuss relevant issues initially in a non-negotiating
forum
3. To ensure integration of internal fairness and external competitiveness.
Ranking Fast, simple, easy to explain. Cumbersome as number of jobs increases. Basis for
comparisons is not always acceptable.
Classification Can group a wide range of work Descriptions may leave too much room for
together in one system. manipulation.
Point/Factors Compensable factors call out basis for Can become bureaucratic and rule-bound.
comparisons. Compensable factors
communicate what is valued.
A set of compensable factors are identified as determining the worth of jobs. Typically the compensable factors
include the major categories of
Job Evaluation
Internal External
consistency consistency
Industry, national,
Intra-organisation
global
This potential to blend internal forces and external market forces both strength and an opportunity to job
evaluation system.
Hay’s Method – 3 Factors