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Compensation MGT 1 PDF
Compensation MGT 1 PDF
Compensation MGT 1 PDF
Prof. S P Bansal
Principal Investigator Vice Chancellor
Maharaja Agrasen University, Baddi
Prof YoginderVerma
Co-Principal Investigator Pro–Vice Chancellor
Central University of Himachal Pradesh. Kangra. H.P.
QUADRANT-I
Learning Outcomes:
(a) For Employees: (i) Employees are paid according to requirements of their jobs, i.e; highly skilled jobs
are paid more compensation than low skilled jobs. This eliminates inequalities
(ii) The chances of favouritism (which creep in when wage rates are assigned) are greatly minimised
(iii) Job sequence & lines of promotion are established whenever they are applicable.
(iv) Employee’s morale & motivation are increased because a wage programme can be explained & is
based upon facts
(b) To Employers: (i) They can systematically plan for & control their labour costs
(ii) In dealing with a trade union, they can explain the basic of their wage programme because it is based
upon a systematic analysis of job & wage facts.
(iii) A wage & salary administration reduces the likelihood of friction & grievance over wages inequities
(iv) It enhances an employee’s morale & motivation because adequate & fairly administered wages are
basic to his wants & needs.
(v) It attracts qualified employees by ensuring & adequate payments for all the jobs.
22.1. Introduction:
Source: http://www.wisegeek.com/what-is-salary-and-wage-administration.htm
Human resources are unique & precious for any organisation. Infact, this is the only resource that is
involved in each & every activity of an organisation. Certainly, the survival & growth of an organisation
is critically linked to the performance & commitment of its workforce. It is thus, necessary for the
organisation to keep the employees satisfied & motivated on a sustained basis. Effective compensation
policies & practices constitute major HR-oriented approach for achieving the desired level of employee
morale & organisational effectiveness.
“One of biggest factors affecting industrial relations is the salary or wage- the compensation an employee
receives for a fair day’s work”. Majority of union management disputes relate to remuneration. Employee
compensation, therefore, influences vitally the growth & profitability of the company. For employees, pay
is more than a means of satisfying their physical needs. It provides them a sense of recognition &
determines their social status. Remuneration is directly or indirectly one of the mainsprings of motivation
is our society.
Therefore, Wage & Salary Administration refers to the establishment & implementation of sound policies
& practices of employee compensation. It includes such area as job evaluation, surveys of wage &
salaries, analysis of relevant organisational problems, development & maintenance of wage structure,
establishing rules for administering wages, wage payment incentives, benefits including health insurance,
profit sharing, wage changes & adjustments, supplementary payments, control of compensation costs &
other related items.
Equity
Industrial Enhancing
Relation Efficiency
Control Motivation
The primary objective of compensation administration is to ensure internal & external equity in the
payment of salary & other benefits to the employees. Internal equity refers to the payment of equal
compensation for jobs of similar nature & worth within the organisation. The organisation should
determine the worth of each job through a job evaluation process.
Achieving the desired level of individual & organisational efficiency is also on objective of compensation
administration schemes. Every organisation considers compensation as an effective instrument to fulfill
the organisational goals & objectives by enhancing the productivity, performance & commitment of the
employees.
Encouraging the best candidates to apply for the job vacancies & to make them accept the job offers
issued by the organisation after successful selection in another objectives of compensation administration.
Through an effective compensation policy, an organisation can create a highly positive image of itself in
the labour market.
Complying with the prevailing laws & regulations & legislation of the country of operation is another
objective of the compensation administration system. A sound compensation system would normally
consider the challenges & constraints imposed by the government on compensation management.
Any compensation administration aims at keeping the HR cost well under control. Certainly, a good
compensation policy would neither overpay its employees. In fact, an effective compensation policy
would reasonably satisfy the divergent needs & aspiration of both the employees & the employers.
An effective compensation administration scheme intends to improve the labour- management relations in
the firm. In many organisation, compensation is the major source of conflict between the management &
the labour unions.
Source: https://www.slideshare.net/sakir264/wage-
and-salary-administration-20136548
(iii) The plan should carefully distinguish between jobs & employees. A job carries a certain wage rate, &
a person is assigned to fill it at that rate. Exceptions sometimes occur in very high. Level jobs in which
the job-holder may make the job large or small, depending upon his ability & contributions.
(iv) Equal pay for equal work i.e; if too jobs have equal difficulty requirements, the pay should be the
same, regardless of who fills them.
(v) An equitable practice should be adopted for the recognition of individual difference in ability a
contribution. For some units, this may take the form of rate range, with in- grade increases; in other it may
be a wage incentive plan, in still other, it may take the form of closely integrated sequences of job
promotion.
(vi) There should be a clearly established procedure for hearing & adjusting wage complaints. This may
be integrated with the regular grievance procedure, it is exists.
(vii) The employees & the trade unions, if there is one, should be informed about the procedure used to
establish wage rates. Every employee should be informed of his own position, & of the wage & salary
structure.
(viii) The wage should be sufficient to ensure for the worker & his family reasonable standard of living.
Workers should receive a guaranteed minimum wage to protect them against conditions beyond their
control.
(ix) The wage & salary structure should be flexible so that changing conditions can be easily met.
(x) Prompt & correct payments of the dues of the employees must be ensured & arrears of payment
should not accumulate.
(xi) For revision of wages, a wage committee should always be preferred to the individual judgement,
however unbiased or a manager.
(xii) The wage & salary payments must fulfils a wide variety of human needs, including the need for the
self actualization. It has been recognized that “money is the only form of incentive which is wholly
negotiated, appealing to the widest possible range of seekers. Monetary payments often act as motivators
& satisfiers interdependently of the other jobs factors.”
(xiii) Wage policy should be developed keeping in view the interests of the employer, the employees, the
consumers & the community.
(xiv) Wage policy should be stated clearly in writting to ensure uniform & consistent application.
(xv) Wage & salary plans should be consistent with the overall plans of the company.
(xvi) Wage & salary plans should be sufficiently flexible or responsive to changes in internal & external
conditions of the organisation.
(xvii) Management should ensure that employees know & understand the wage policy of the company.
Workers should be associated formulation & implementation of wage policy.
(xviii) All wage & salary decisions should be checked against the standards set in advance in the wage
policy.
(xix) Wage & salary plans should be simplify & expedite administrative process.
(xx) An adequate database & a proper organisational set up should be developed for compensation
determination & administration.
22.5.2. External Competitiveness: Wages & salaries in the Link with Productivity
organisation should be in line with wages & salaries for
comparable job in the other organisations. Otherwise the
organisation may not be able to attract & retain competent
personnel. Data relating to pay levels in other organisations Maintain Real Wages
can be collected through wage & salary survey.
22.5.5. Maintain Real Wage:- At least a part of the increase in the cost of living should be neutralised so
as to protect the wages of labour Dearness allowances is used in India for this purpose.
22.5.6. Increments: Compensation policy can be good motivates, if pay increases are linked with merit.
But annual increments should partly be linked to seniority or years of service. The logic for seniority
based increaments is that as a person accumulates experience his skills get sharpened & his efficiency
tends to increases.
22.5.7. Reward for Desired Performance & Behaviour: pay levels should be fixed in such a way that
they reward the employees adequately whenever they come up with the targeted performance levels &
behaviour. They should also be capable of sustaining the employees willingness to continue with the
same performance & behaviour in the future too.
22.5.8. Legal Compliance: The pay structure of an organisation must be in compliance with the
prevailing laws & regulations of the country. It should also implement the recommendations of the
statutory wage boards in a time bound manner. The organisation should incorporate the relevant
provisions of the Minimum Wages Act 1948, Payment of Wages Act 1936, Industrial Dispute Act, 1947,
Equal Remuneration Act, 1976 & other relevant acts in its compensation policy.
22.5.9. Reconciling Individual & Organisational Interest:- The pay structure should serve not only the
interests of the employees but also the organisational interest. There must be due regard for the long-term
interest of the organization while fixing the pay scale of the employees. The pay structure must have the
capacity to attract the right employees at a reasonable cost of the organisation. To reduce the financial
burden of the organisation, a good portion of the employee’s pay may be linked to their performance &
productivity.
The external factors remain outside the purview of an organisation & yet influence its compensation
administration. In fact, most of the factors influencing compensation administration are external.
22.6.1.1. Labour Market Conditions: The difference between the demand for specific categories of
employees & their supply in the labour market influences the compensation administration decisively.
When the demand for labour exceeds its supply, there would be a labour shortage. In such a situation, the
organizations are forced to offer higher rates of compensation to get the required number of suitable
employees. This is because the people possessing the required skills should obviously demand more
compensation for their services.
22.6.1.2. labour Legislations: labour laws & regulations normally
have a specific influence on the wage & salary administration of
an organisation. Generally, the legislation enacted by the central
& state governments regulates the minimum wages & bonus
payable to the employees, the workloads & the working hours.
Source: http://www.mbanetwork.co.za/human-resources/functional-
articles/human-resources/amendments-to-labour-legislation
22.6.1.4. Cost of living:- At times of living prices, the cost of living emerges as a major factor in
determining the salary levels of the employees. When there is an upward the movement in the cost of
living, the real wages decline, affecting the purchase power of the employees. Due to the changes in the
cost of living, organisations usually keep a portion of the employee’s
compensation (such as dearness allowance) in a variable form.
Source: http://www.citeman.com/15862-collective-bargaining.html
22.6.1.6. Technology: The level & sophistication of the technology available in the industry can also
influence compensation administration. When the manually performed jobs are easily & effectively
replaceable with the existing technology, the organisation may not be inclined to offer higher wages for
such jobs.
Source: http://www.sociologydiscussion.com/globalisation/globalisation-social-dimensions-of-globalisation-explained/977
companies. As a result, domestic firms are now offering several innovative compensation schemes on a
par with foreign companies to attract & retain the efficient employees.
22.6.2. Internal Factors:
The internal factors influencing the compensation administration are also significant in number.
22.6.2.1. Capacity of the organisation to Pay: Organisations may have the willingness to pay more
compensation to their employees but they may not have the financial ability to do so. Understandably, the
financial strength of the organisation is one of the highly critical factors that determine compensation
administration.
Sources: https://www.gotmar.com/en/about-us/corporate-policy/
22.6.2.3. Human Resource Policies & Strategies: The HR policies of an organisation which deal with
various aspects of human resource management also influence compensation administration. They usually
form the basis for the terms & conditions of the employment.
Summary:
Employee compensation is a vital issue in human resource management. Compensation consists of base
pay and supplementary remuneration. Wages and Salary administration seeks to provide justice to both
employer and employees. The principles of wages and salary administration are the basic guidelines.
Internal Equity, external competitiveness, built in incentives, link with productivity, maintenance of real
wages and suitable increments are the essentials of a sound wages and suitable increments are the
essentials of a sound wage and salary structure.