1. Wages and salary administration.

2. Performance appraisal
3. Industrial conflicts.
4. Social security and welfare
5. Participative management.

Project topic : 1 Wages and salary administration.

Introduction:

Introduction:
            The payment of wages and salary is an inbuilt system with human force for their activity
performed. To what extent the payment of wages & salary is reasonable and adequate in
consonance to the nature of the work performed, is a question mark. The reason attributed, is
the existence of very large labour force and availability of abundant work force whether it is
a farm sector of industrial sector. The supply of labour is more then the demand and with the
result there is exploitation of cheap labour policy. Later the advent of trade unionism helped to
improve the working conditions of labour. Until the Second World War, event
the Government adopted a “LAISSEZ – FAIRE” policy in this regard. It was as late as in 1947,
that the industrial unrest become so uncontrollable that a tripartite conference was convened of
(1) Central and State Govt. (2) Employers, and (3) Employees, which resulted in the industrial
trade resolution. It was realized that increase in production was not possible without the fullest
cooperation between management and labour. This led to appointment of the fair wages
committee and profit sharing bonus committee. Thus, the lot of the worker began to improve of
the living.

Wages Vs Salary:

            Payment made to labour is generally referred to as wages. Money paid periodically to
persons whose output cannot to be easily measured, such as clerical staff as well as
supervisory and managerial staff, is referred to as salaries. Salaries are thus paid generally on a
monthly basis and at the times the elements of incentive is introduced in the form of
commission, for e.g. paid to salesmen in addition to their salaries. However, it is in area of
labour that there are several types of methods of wage payment.
 
Meaning
Wage and Salary Administration is the group of activities involved in the development,
implementation and maintenance of a pay system

It can also be called the ongoing process of managing a wage and salary structure.
Principles of Wage and Salary Administration

There are several principles of wage and salary plans, policies and practices. The important
among them are:

1. Wage and salary plans and policies should be sufficiently flexible.

2. Job evaluation must be done scientifically.
3. Wage and salary administration plans must always be consistent with overall
organizational plans and programs.
4. Wage and salary administration plans and programs should be in conformity with the
social and economic objectives of the country like attainment of equality in income
distribution and controlling inflationary trends.
5. Wage and salary administration plans and programs should be responsive to the
changing local and national conditions.
6. These plans should simplify and expedite other administrative processes.

The Elements of Wage and Salary System

1. Identifying the available salary opportunities, their costs, estimating the worth of its
members of these salary opportunities and communicating them to employees.
2. Relating salary to needs and goals.
3. Developing quality, quantity and time standards relating to work and goals.
4. Determining the effort necessary to achieve standards.
5. Measuring the actual performance.
6. Comparing the performance with the salary received.
7. Measuring the job satisfaction gained by the employees.
8. Evaluating the unsatisfied wants and unreached goals of the employees.
9. Finding out the dissatisfaction arising from unfulfilled needs and unattained goals.
10. Adjusting the salary levels accordingly with a view to enabling the employees to reach
goals not attained and fulfills the unfulfilled needs.

Project No: 2 Performance Appraisal.

Preformance appraisal is a method of evaluating the behavior of employees in the workspot,normally

including both the qualitative and quanititive aspect of a job performance.here performance is refers
to the degree of accomplishment of the tasks that make up an individuals job.
A performance appraisal, employee appraisal, performance review, or (career) development discussion[1] is a method by which the job
performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor.
[2]
 A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information
about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures,
personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgement of an employee's performance in a job
based on considerations other than productivity alone.

Objectives of performance appraisal

1. Give employees feedback on performance

2. Identify employee training needs
3. Document criteria used to allocate organizational rewards
4. Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, bonuses, etc.
5. Provide the opportunity for organizational diagnosis and development

6. Facilitate communication between employee and administration

7. Validate selection techniques and human resource policies to meet federal Equal Employment
Opportunity requirements.

8. To improve performance through counseling, coaching and development.

Need of performance appraisal:

1. Provide information about the performance rank basing on which decision regarding salary fixation,
confirmation, promotion, transfer, are taken.
2. Provide feedback information about the level of achievement and behavior of subordinate. This
information helps to review the performance of subordinate and set new standards of work, if necessary.
3. Provide information which helps to counsel the subordinate.
4. Provide information to diagnose deficiency in employee regarding skill, knowledge, determine training and
developmental needs and to prescribe the needs for employee growth provides information for correcting
placement.
5. To prevent grievances and indispilinary activities.