A PROJECT REPORT ON

“To Study the Factors Affecting Salary and Wages

Administration”

SUBMITTED TO
St. Mira’s College for Girls, Pune
Autonomous (Affiliated to Savitribai Phule Pune University)

UNDER THE GUIDANCE OF

PROF. KAJAL JAISINGHANI

FOR THE PARTIAL FULFILLMENT OF BACHELOR

OF BUSINESS ADMINISTRATION
(T.Y.B.B.A 2022-23) SEMESTER - V

BY:
RUJUTA UMESH TAKAWALE (22034/ B201074)

1
 SADHU VASWANI MISSION’S
St. Mira’s College For Girls, Pune
Autonomous (Affiliated to Savitribai Phule Pune University)
Reaccredited by NAAC- A Grade, cycle 3
[ARTS, COMMERCE, SCIENCE, BSc (Computer Science), BBA,
BBA(CA)] 6, Koregaon Road, Pune-411001. [INDIA]

CERTIFICATE

This is to certify that Ms. Rujuta takawale (Roll no: 22034/ Seat
no: B201074) has successfully completed in Project titled “To
study the factors affecting Salary and wages administration” in
specialization - Human Resource Management. The same
constitutes a part of T.Y.B.B.A curriculum for the academic year
2022- 23

------------------ ------------------------- -------------------

Project Guide Course Coordinator External
(Internal Examiner) (Mrs.Rekha Kankariya) Examiner

------------------
Student Sign

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 ACKNOWLEDGEMENT

I would like to express my profound gratitude to Mr. Laxman kakade HR manager of the

altruist technologies pvt. Ltd. Company and Mrs. Jaya Rajgopalan Principal of our college and
also our course coordinator Mrs. Rekha kankariya for their contributions to the completion of
my project titled salary and wages administration.

I would like to express my special thanks to our mentor Mrs. Kajal jaisinghani for her time and
efforts she provided throughout the year. Your useful advice and suggestions were really
helpful to me during the project’s completion. In this aspect, I am eternally grateful to you.

I Rujuta takawale (seat no. B201074) would like to acknowledge that this project was
completed entirely by me and not by someone else.

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 DECLARATION

I Rujuta umesh takawale a third year BBA student of St. Mira’s college for girls, I hereby
declare that this project work entitled “To study the factors affecting salary and wages
administration" has been prepared by me during the academic year 2022 – 23, I have taken
interview of an HR manager Mr. Laxman kakade from altruist technologies pvt. Ltd. Company
is now submitted to Savitribai Phule university in partial fulfilment of degree in bachelor's in
business administration.
I also declare that this project is the outcome of my own effort, that it has not been submitted to
any other university for the award of any degree.

Name: Rujuta takawale

Seat no.: B201074

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 EXECUTIVE SUMMARY

An organization has to fairly provide salary and wages to all the employees according to the
employees’ calibre and experience. The basic purpose of wage &salary administration is to
establish and maintain equitable Wage & salary structure. Wage and salary Administration is
essential application of a systematic approach to the problem of ensuring that employees are
paid in logical, air and equitable manner. 

Wage and salary administration is defined as the process by which wage and salary levels and
structures are determined in organisational settings. Wages are payments for labour services
rendered frequency, expressed in hourly rates, while a salary is a similar payment, expressed in
weekly, monthly or annual rates.

It is my pleasure that I was given opportunity to do project on Wage and Salary Administration
in altruist technologies pvt. Ltd. It was to get the view of the staff members about the wage
structure of the company. My project started with the study of some books relating to the topic
and I observe the problem of the employees about it.

There is always a scope to study the wage and salary structures of the entire organization and
bifurcations of all the levels of organization. It also deals and designs the updates of wage and
salary with current government scenario. In this project, I studied about the present salary
composition of altruist technologies Pvt.Ltd, along with the evaluation of incentives, bonus,
and allowances given to employees.

After analyzing the data and interviewing the employees its found that the wage and salary
administration of the company was satisfactory.

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 TABLE OF CONTENTS

Sr. No. Particulars Page no.

1
CHAPTER 1- INTRODUCTION TO THE 8 -11
STUDY

2 CHAPTER2-THEORETICAL 12-18
BACKGROUND

3 CHAPTER 3- REVIEW OF LITERATURE 19- 24

CHAPTER4-PROFILE OF THE
4 25- 28
COMPANY

5 CHAPTER5-RESEARCH 29-33
METHODOLOGY

6 CHAPTER 6- DATA ANALYSIS AND 34- 55

DATA INTERPRETATION

CHAPTER 7- FINDINGS, CONCLUSION,

7 56 - 59
SUGGESTIONS

8 APPENDIX 60-61

BIBLOGRAPHY
9 62

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 TABLE OF FIGURES

Sr. No Figure number Page number

1 2.1 13
2 2.2 15
3 3.1 20
4 4.1 23

TABLE OF CHARTS

Sr. No. Chart number Page number

1 1 35
2 2 36
3 3 37
4 4 38
5 5 39
6 6 40
7 7 41
8 8 42
9 9 43
10 10 44
11 11 45
12 12 46
13 13 47
14 14 48
15 15 49

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 CHAPTER 1

INTRODUCTION TO THE STUDY

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INTRODUCTION –

Salary and wages administration is a collection of practices and procedures used for planning
and distributing company-wide compensation programs for employees.

Wage and salary administration is defined as the process by which wage and salary levels and
structures are determined in organisational settings. Wages are payments for labour services
rendered frequency, expressed in hourly rates, while a salary is a similar payment, expressed in
weekly, monthly or annual rates.

TITLE OF THE STUDY – SALARY AND WAGES ADMINISTRATION

OBJECTIVES:

 To study the level of satisfaction of the employees regarding the salary and wages
administration in altruist technologies pvt. Ltd company.
 To study the salary and wages administration between workers and officials of the
company.
 To study if company provides fair and equitable compensation.
 To study the challenges faced by the company during the pandemic situation in terms of
salary and wages administration.

SCOPE OF THE STUDY –

The Scope of the study covers with extent of help to check all the activities of salary
administration against the company polices. An attempt was made to know the pleasure of
employees regarding their wages and salary administration.

Hence this study specially is focused on wages and salary administration. The organization
under study namely, altruist technologies pvt.ltd. has emerged as a front runner in the Mobile
Social Networking space in India. Altruist has emerged as a proven company in the field of
Voice and Web Based Value Added Services, Business Process Outsourcing, Information
Technology and Interactive Communication solutions to Carrier, WASP, ISP, CSP and
Corporate clients with its diligence, operations reviews, analysis of business prospects and
interim management. Altruist is the clear market leader in the social networking domain of the
Indian MVAS market.

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SIGNIFICANCE OF THE STUDY-

Salaries and wages administration is one of the newest personnel challenges in modern
organization. Altruist understood the available ecosystem and with excellent consumer insights
and operational efficiency built a very formidable business which in about 4 years spread to all
mobile networks in India and some markets in South East Asia and Africa.

Altruist has emerged as a proven company in the field of Voice and Web Based Value Added
Services, Business Process Outsourcing, Information Technology and Interactive
Communication solutions. Altruist is the clear market leader in the social networking domain of
the Indian MVAS market. It has got strong technology capabilities to provide an array of
services in the MVAS space.

It is my pleasure that was given opportunity to do project report on factors affecting Wage and
Salary Administration in Altruist technologies Pvt.Ltd.. It was to get the view of the staff
members about the wage structure of the company. My project started with the study of some
books relating to the topic and I observe the problem of the employees about it.

LIMITATIONS OF THE STUDY –

The study made by me in altruist technologies pvt. Ltd. Is confined to determine salary method
and practices being followed –

 This study is limited to one company i.e altruist technologies pvt. Ltd.
 Some of the employees had not been co-operated in filling of questionnaire.
 Providing accurate and detailed information from the HR manager and employees point
of view is problematic and challenging because of the confidentiality terms and
conditions set by altruist technologies pvt. Ltd. Company.
 The lack of availability of information

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 Chapter- 1 Introduction to the study

Chapter- 2 Theoretical background of salary and wages

administration

Chapter- 3 Literature Review of salary and wages

administration

Chapter- 4 Profile of the Company

Chapter- 5 Research Methodology

Chapter- 6 Data Analysis of the Collected Data

Chapter- 7 Conclusion and Suggestions

CHAPTER SCHEME

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.

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 CHAPTER – 2

THEORETICAL BACKGROUND

Introduction to Salary and wages administration-

(Figure no. 2.1- salary and wages administration)

‘Wage and Salary Administration’ refers to the establishment and implementation of sound
policies and practices of employee compensation.
It includes such areas as job evaluation, surveys of wage and salaries, analysis of relevant
organisational problems, development and maintenance of wage structure, establishing rules for

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administering wages, wage payments incentives, benefits including health insurance, profit
sharing, wage changes and adjustments, supplementary payments, control of compensation
costs and other related items.

Wages and salaries are the remuneration paid or payable to employees for work performed on

behalf of an employer or services provided. Employers are required by law to deduct from
wages, commonly termed "withhold", income taxes, social contributions and for other
purposes, which are then paid directly to tax authorities, social security authority, etc., on
behalf of the employee. 

Wages and salaries are typically paid directly to an employee in the form of cash or in a cash

equivalent, such as by cheque or by direct deposit into the employee's bank account or an
account directed by the employee. For tax purposes, wages and salaries normally do not include
other non-cash benefits received by an employee, such as flights, payment of school fees etc.
These are usually referred to as fringe benefits.

Wages and salaries in cash consist of such amounts payable at regular intervals, such as
weekly, monthly or other intervals, including payments by results and piecework payments;
plus allowances, such as those for working overtime; plus amounts paid to employees away
from work for short periods (e.g., on holiday, sick leave, etc.); plus ad hoc bonuses and similar
payments; plus commissions, gratuities and tips received by employees.
Wages and salaries in kind consist of remuneration in the form of goods or services that are not
necessary for work and can be used by employees in their own time, and at their own
discretion, for the satisfaction of their own needs or wants or those of other members of their
households.

What is Salary?

The Roman word salarium linked employment, salt and soldiers, accepting salt from a person
was synonymous with drawing sustenance, taking pay, or being in that person's service.
Soldiers were known to have been paid, and maintain instead that the salarium was an
allowance for the purchase of salt at that time salt production was strictly controlled by the
monarchy or ruling elite. Today, the idea of a salary continues to evolve as part of a system of
all the combined rewards that employers offer to employees. Salary (also now known as fixed
pay) is coming to be seen as part of a "total rewards" system which includes variable pay (such
as bonuses, incentive pay, and commissions), benefits and perquisites (or perks), and various
other tools which help employers link rewards to an employee's measured performance.

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Salary Policy –

Salary policies are practical documents to aid in the administration of employees' salaries. They
set the framework in which remuneration of employees is determined. Formulation of a sound
salary policy is an important function of personnel department of any company. A sound salary
policy is essential to procure, maintain and develop employees and to get effective results from
them. In the word of Northcott, Wages operate both on the circumference and at the centre of
industrial relations
An effective salary policy helps in achieving and maintaining good industrial relations
- To attract staff of the right caliber and encourage to make full use of their abilities and
develop their potential
- To convince its employees that its policy on salary is fair and realistic
- To reward staff according to their contribution
- In recruiting new employees in times of labor shortage -to cover specific personnel matters
such as promotion, transfer, up gradation etc.

FAIR WAGES AND SALARIES COMISSION ACT, 2001-

(figure no. 2.2 fair wages& salary commission act,2001 – GHANA)

Established by the government of Ghana under the FWSC ACT, 2007 (Act 737), the Fair
Wages and Salaries Commission has the mandate of implementing the new Government Pay
Policy (i.e. Single Spine Pay Policy) as regard salaries, wages, grading and classification of
public service workers. Prior to its establishment, the government of Ghana has had to grapple
with the challenge of properly managing salaries and other germane labor concerns of public
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service workers.
The Fair Wages and Salaries Commission is mandated to:

1. Ensure fair, transparent and systematic implementation of the Government of Ghana

Public Service Pay Policy.
2. Develop and advise Government on, and to ensure that decisions are implemented on
matters related to:
 salaries, wages, grading, classification
 Job analysis and job evaluation,
 performance management and indicators,
 Allowances and benefits in the public service with the ultimate objective consolidation
of the allowances and benefits; and
 Undertake negotiations where compensation is financed from public funds.

The vision of the fair wages and salaries commission act was to become a world class reference
centre in Pay Administration, promoting Fairness, Equity and Transparency in Public Services
Compensation and Benefits

EMPLOYEE COMPENSATION AND BENEFITS-

Compensation and benefits (C&B) is a sub-discipline of human resources, focused on

employee compensation and benefits policy-making. While compensation and benefits are
tangible, there are intangible rewards such as recognition, work-life and development.
Combined, these are referred to as total rewards. The term "compensation and benefits" refers
to the discipline as well as the rewards themselves.

Employee compensation and benefits are divided into four basic categories:

1. Guaranteed pay - A fixed monetary (cash) reward paid by an employer to an

employee. The most common form of guaranteed pay is base salary. Guaranteed pay
also includes cash allowances (housing allowance, transport allowance, etc.),
differentials (shift differentials, holiday differentials) and premiums (night shift, etc.)
2. The Variable pay – A non-fixed monetary (cash) reward paid by an employer to an
employee that is contingent on discretion, performance, or results achieved. The most
common forms of variable pay are bonuses and incentives.
3. Benefits – programs an employer uses to supplement employees’ compensation, such
as paid time off, medical insurance, company car, and more.

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 4. Equity-based compensation – stock or pseudo stock programs an employer uses to
provide actual or perceived ownership in the company which ties an employee's
compensation to the long-term success of the company. The most common examples
are stock options.

SALARY AND OTHER FORMS OF PAYMENT TODAY-

Today, the concept of a salary continues to evolve as part of a system of the total compensation
that employers offer to employees. Salary (also now known as fixed pay) is coming to be seen
as part of a "total rewards" system which includes bonuses, incentive pay,
commissions, benefits and perquisites (or perks), and various other tools which help employers
link rewards to an employee's measured performance.
Compensation has evolved considerably. Consider the change from the days of and before the
industrial evolution, when a job was held for a lifetime, to the fact that, from 1978 to 2008,
individuals who aged from 18 to 44, held an average number of 11 jobs. Compensation has
evolved gradually moving away from fixed short-term immediate compensation towards fixed
+ variable outcomes-based compensation. An increase in knowledge-based work has also led to
pursuit of partner (as opposed to employee) like engagement.

NATURE OF SALARY AND WAGES ADMINISTRATION –

1. The basic purpose of wage and salary administration is to establish and maintain an
equitable wage and salary structure.
2. It is concerned with the establishment and maintenance of equitable labour cost
structure i.e. an optimal balancing of conflicting personnel interest so that the
satisfaction of the employees and employers is maximised and conflicts are minimised.
3. The wage and salary administration is concerned with the financial aspects of needs,
motivation and rewards.
4. Employees should be paid according to the requirements of their jobs i.e. highly skilled
jobs are paid more compensation than low skilled jobs.
5. To minimise the chances of favouritism.
6. To establish the job sequences and lines of production wherever they are applicable.
7. To increase the employees’ morale and motivation because a wage programme can be
explained and is based upon facts.

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CHARACTERISTICS OF SALARY AND WAGES ADMINISTRATION -

1. Payment of wages is in accordance with the terms of contract between the employer and
the worker.
2. The wages are determined on the basis of time-rate system or piece-rate system.
3. Wages change with the change in the time spent by the labourer.
4. Wages create utility.
5. Wages may be paid weekly, fortnightly, hourly, or on monthly basis.
6. Wage is the reward paid to the workers for the services rendered by them.
7. Wages can be paid in cash or in kind.
8. All kinds of allowances are included in wages.

SALARY AND WAGES ADMINISTRATION PRINCIPLES -

Because wage and salary determination has always been a major concern for any organisation,
it should be developed and maintained on the basis of sound principles, some of which are
outlined below, and every effort should be made to incorporate them as much as possible when
designing the compensation system.

 There should be a clear plan and structure in place to ensure that pay discrepancies for
jobs are based on differences in job needs, which includes ensuring fairness in the
distribution of earnings and salaries throughout the company.
 Maintaining wage market competitiveness entails maintaining a general wage and
compensation level that is reasonably comparable to that of the company

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  It should meet employees' expectations and avoid unjustifiable discrimination by paying
equal wages for equal labour.
 To reinforce positive employee behaviour and contribution to the organisation,
remuneration packages should be differentiated based on contributions, productivity,
work performance, achievement, and other factors.
 Creating the most efficient system for the organisation, with the goal of eliminating any
inconsistencies or employee exploitation as much as feasible.
 The organization's compensation system should establish and define rules and
procedures for determining, modifying, and adjusting pay.
 The wage package must be equitable, and the employee employer relationship must
remain amicable.
 The compensation mechanism should be adaptable enough to accommodate future
developments.
 The pay and salary administration shall adhere to all of the legislator’s laws and
regulations in order to defend the interests of employees.
 Management and staff interests are optimised. Wage and Salary Administration
Fundamentals

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 CHAPTER 3

REVIEW OF LITERATURE

REVIEW OF LITERATURE –

(Figure no. 3.1review of literature)

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Dagget and Habu (2004:31) "Salary administration is the method and process that an
organization uses for compensating their workers". They argued that workers cannot obtain
financial job satisfaction unless the organization achieved its goals

Obikeze and Anthony (2003:286) pointed out, salaries or wages are the reward that individuals
receive from organization in exchange for their labour and that every organization has its
distinct Choosing a successful salary system depends on considerations of salary levels, salary
structure and individual pay determination.

Gilelman (1968) "Investment theory of wages and salary" He proposed on investment of wages
as a replacement for the marginal productivity (MPT). That us the marginal productivity theory
focuses on the output of labour input, wages and salary are assumed to be a return on worker
investment, then one would assume that the larger

Salaries and wages is one of the most important motivational factors, as we had been told from
the time immemorial that we shall eat from our sweat. The main reason why workers get
involved in paid jobs is to earn a living which is salary or wage. Reasonable salaries must be
paid on time, that is, it must be paid as an when due and promptly. as well as the workers
should be able determine the time such salaries will be paid by the organization. Again, there
must be a relative uniformity in the mode and manner such salaries and wages will be paid to
the workers. While fixing salaries, the organization must consider factors such as the cost of
living, company ability to pay, capability of company to pay, etc

As Nwachukwu (2000), and Atchison, (2003) have aptly observed wages and salaries constitute
a significant part of the overall cost of operations, observing that in some organizations wages
and salaries constitute over 50% of the operating costs. Companies or establishments that lack
of ability to pay wages and salaries regularly are in danger of disintegration. Poor wages are a
constant source of frustration and can result in declines in productivity. Wages should not only
be adequate but they must also show some element of equity, this is particularly true from the
point of the employees. Anything short of a fair and equitable wage or reward can quickly
attract the wrath of employees in an economy such as Nigeria.

Dr. U.V. Adinarayana Rao* Dr. Ch. Seetha Ram –(2013)effective implementation of
wages and salary administration.

ABSTARCT
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Wage and salary administration in India has been a subject of immense controversy, if
unresolved, in the context of India politico-administrative setup for several decades now. The
topic itself is as complex asitisslippery in terms of definition and unique features. Among other
things, the subject of wage and salary administration in this country has been a controversial
one. The attempt has been to resolve such issues as what the basic should pay, the issues of
labour cost, productivity, cost of living, and the question of compensation. This paper takes a
critical perspective on the generic forces at work in recent times that relate to wage policies,
strategies and schemes aimed at creating a conducive atmosphere for the workers (both in the
private and public sectors) in India to perform. The main objective of the paper into determine
the key forces affecting wage and salary administration in India. Among the most recent
experiences analyzed are those of the Government Employees pay package and the current pay
system. The researcher adopted a simple cross-sectional survey method. Data collected were
subjected to critical analysis using mostly non-parametric methods.

CHRIS KOVALIK, CEO, RUSHDOWN REVOLT, A VIDEO-GAME MAKER IN NEW

YORK CITY

ABSTARCT-
They started as 12 part-timers, mostly people who were giving me their moonlight hours. That's
not a lot different from now, except now we have 75 people. The magic of what we do is that
we don't recruit anybody. We're just a magnet. We let people come to us. When it comes to
compensation, some say they wanted to volunteer, that they weren't expecting compensation.
But we never, ever allow people to volunteer their time for us. So we say our company
minimum wage is $15 an hour, and if you insist, we can pay you that per hour. But generally
people come to us with an expectation of compensation because they see that we're making
money. When compensation came up, we'd say, "I don't know what your skill set is. I've never
hired you before. How much do you think you're worth, and how much do you need?"
If every hour we're compensating them for the amount of money they want and need, if
someone is part-time and only giving me 10 hours a week, I'd argue that they're giving me their
best 10 hours. Because they're getting paid what they want and doing things that they want to
be attached to and be part of.
There's no pattern to the compensation requests. If their number is too low, we'll say, "Are you
sure? Are you just giving me a low-ball number I'll say yes to?" If it's high, I don't talk them
down, but I ask them to justify it, and if the justification isn't adequate, what I say is, "How
long do you think you'll need to prove that justification? Two to three weeks? Then let's pay

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you two-third to three-quarters of what you asked, and if you prove it, we'll go up to whatever
you said."

TRACI TAPANI, CEO, WYOMING MACHINE, A SHEET-METAL FABRICATOR IN

STACY, MINN.

ABSTARCT-
Our wages have gone up by about 20% for the typical worker. When I found people I could
hire, I knew they were being brought in at an hourly rate that was too high for what I was
paying my incumbent workers.
My strategy has been to be proactive about that and not wait for [existing] employees to say
something about it or give them a reason to look for another job. We're proactively making
wage adjustments to make sure our incumbent workers are in line.
Employees will leave for more money, so they're very appreciative of it. But in my shop, I also
know that people like working here, and I know they don't want to leave. I don't want to give
them a reason. If they can get an increase in pay that's substantial, I know that I can cut them
off at the pass. Retaining my workforce is my No. 1 strategy. They're already here, and I'm
going to do everything I can to keep them. For that reason, we've also been more generous as
time has gone on with paid time off, offering it sooner than we once would have, especially for
new workers. We recognize that it's healthy for people to be away from work and also, in the
pandemic, people need to be away from work. Knowing they have some paid time off makes it
easier for them.

PAUL KNOPP, CHAIR AND CEO, KPMG US, A FINANCIAL CONSULTING FIRM
IN NEW YORK
We announced a new package of enhancements to our benefits and compensation, tied to
mental, physical, social and financial well-being. These increases are the biggest in the history
of the company. You have to make sure your base compensation meets the market, but you also
must have attractive benefits.

For example, we cut healthcare premiums by 10% for 2022 with no change in benefit levels,
and we introduced healthcare advocacy services. We are replacing our current 401(k) match

23
and pension programs with a single, automatic company-funded contribution within the plan
that's equal to 6% to 8% of eligible pay.

As part of this, we're focusing on the crucial element of ensuring that employees know you're
watching out for them. They also are looking for flexibility—you don't want to under-index on
how important that is. So we also are providing up to three weeks additional caregiver leave,
separate and apart from PTO. And all parents will receive 12 weeks of paid parental leave, in
addition to disability leave for employees who give birth, allowing some up to 22 weeks of paid
leave. We also have expanded our holiday calendar to now include Juneteenth.

Wages and Salaries Administration as Motivational Tool in Nigerian Organisation (A

Case Study of Nestle Nigeria PLC)

The study looks into wages and salaries administration as a motivational tool in Nigerian
organisation. The study went further to distinguish between gratuitous and paid job with
possible effect of wages and salaries as it relates to individual contribution and effort towards
the achievement of the corporate goals and objectives. The study made use of a self-designed
questionnaire and eventually used chi-square to analyse and conclude on the hypothesis that
wages and salaries serves as motivational tool and that wages and salaries has significant
relationship with workers performance in Nigerian organisation.

Vol 1, Issue 4, October 2015.Study of Salary & Wages Administration with References to
Vidarbha Vinkar Shetkari Sahkari Sut Girni Ltd

The demand for cotton Industry in todays world has widely been increased due to its inheritable
advantages like reduce installation cost , minimum space consumption, easy extension,
aesthetic benefits, and its increased productivity options. So, Cotton Industry plays vital role
Textile hub. Salary & wages are basic need of human being. Currently in cotton Industry,
human beings are replaced by machineries. So labour
cost is decreased. To compensate for that existing employee’s should get all salary benefits. As
money is the prime need for human beings to meet their basic needs, everyone tries to earn as
much money as possible. Base wages and salaries are defined as the hourly, weekly and
monthly pay that employees receive for their
work in and Organization. This paper explores a overview of study of salary & Wages

24
administration with reference to cotton Industry “Vidarbha Vinkar Shetkari Sahakari Sut Girni
Ltd.”

Project Management Case Studies (pp.507-535) salary and wages administration-

It is very difficult for the true benefits of project management to be realized unless project
management is integrated into the wage and salary administration program. Some companies
view project management as a career path position while others view it simply as a part-time
profession. The situation becomes even more complex when dealing with functional employees
who report to multiple bosses. Project managers must have either a formal or informal input
into the employee's performance review. This part present case studies on wage and salary
administration. It contains a brief description of nine basic performance appraisal techniques.
The techniques are essay appraisal, graphic rating scale, field review, forced choice rating,
critical incident appraisal, management by objectives, the work-standards approach, ranking
methods, and assessment centres.

25
 CHAPTER – 4

PROFILE OF THE COMPANY

Altruist technologies pvt. Ltd.

26
 ( figure no. 4.1 logo of altruist technologies pvt. Ltd.)

Altruist Technologies, established in 2005 has added a Mobile edge to over 100 Million
consumers across 45 countries through its subsidiaries: Mobile2win, Teligent, Phoneytunes,
Bubble SoftProdigy, Info2cell.

Altruist Technologies has emerged as a front runner in the Mobile Social Networking space in
India, Indonesia & Nigeria and fast spreading to other similar geographies. Besides its flagship
voice based mobile social network it runs jobsonphone, manages end to end the mobile/digital
strategy for multiple media clients and brands, hosts and manages voice infrastructure for
leading content owners and distributors. It has made successful forays into M-Governance,
Handset based applications and a Video sharing platform. Altruist has emerged as a proven
company in the field of Voice and Web Based Value Added Services, Business Process
Outsourcing, Information Technology and Interactive Communication solutions to Carrier,
WASP, ISP, CSP and Corporate clients with its diligence, operations reviews, analysis of
business prospects and interim management.

Altruist is the clear market leader in the social networking domain of the Indian MVAS market.
It has got strong technology capabilities to provide an array of services in the MVAS space.
Altruist has tie-ups with all leading Indian Telecom Operators and with a collective reach of
over 55% of the total mobile subscribers.

Altruist Technologies Private Limited is an unlisted private company incorporated on 21

September, 2005. It is classified as a private limited company and is located in Shimla,

27
Himachal Pradesh. It's authorized share capital is INR 22.00 lac and the total paid-up capital is
INR 15.00 lac.

Altruist Technologies Private Limited's operating revenues range is INR 100 cr - 500 cr. for the
financial year ending on 31 March, 2021. It's EBITDA has increased by 8,824.95 % over the
previous year. At the same time, it's book networth has increased by 15.76 %.

Description: This company provides IT software and application development services

Products & Services: IT solution software development and application development services
Category: Service Provider
The current status of Altruist Technologies Private Limited is - Active.
The last reported AGM (Annual General Meeting) of Altruist Technologies Private Limited,
per our records, was held on 30 November, 2021. Also, as per our records, its last balance sheet
was prepared for the period ending on 31 March, 2021.
Altruist Technologies Private Limited has two directors – Anuj Aggarwal and Hari narain
singla.

Mr, Anuj Aggarwal, Cofounder and MD of Altruist Technologies has a very simplistic
approach to business. He believes in creating and enabling environment for people. he did his
business studies from CBS, the university if Delhi followed by a masters in finance. Alongside,
he worked with various trading businesses picking up vital people skills and commercial
acumen. “Determination and quick decision making helped a lot as no decision is right or
wrong and it is just the timing and then its execution, which makes it go Either way”

SERVICES OFFERED BY THE COMPANY IN THE MARKET

Altruist India holds a Headquarter in Navi Mumbai, Altruist India BPO delivers range of
services to international and domestic clients to tap and build on the vast growth opportunity
India presents, Altruist, in September 2010 acquired a major diversified domestic BPO, thus
emerging as one of India’s largest integrated end-to-end solution providers in the customer
management outsourcing industry, offering services across voice, non-voice and fulfilment
solutions to Indian customers.

28
The company has BPO delivery centres across major cities like Noida, Mumbai, Pune,
Bangalore, Hyderabad, Indore & Chennai. Our span and presence give us the advantage of an
impressive national footprint, multilingual capabilities and deep understanding of these
markets.

The company employ 14,000 Plus employees in India. Altruist India has enjoyed a very healthy
growth trajectory in the past year. It now delivers to a broad client base across key players in
the Telecom, Financial Services (banking and Insurance), Retail & Distribution and Public
Sector. In the Public Sector space, we are a part of the government’s tax Information Network,
the only BPO chosen by a leading national depository.

The company believe that ensuring the privacy and security of our clients’ data is a high-
priority task for our organisation. Hence, the company have implemented physical,
administrative and technical controls to ensure the integrity, confidentiality and privacy of our
clients’ information. Our controls include a comprehensive enterprise security policy &
employee confidentiality and security acknowledgement statements, which are in accordance
with industry standards. The security infrastructure includes things like access controls, non‐
disclosure agreements and IT assets such as firewalls, IDS, IPS etc.

For an industry that leans heavily on people to deliver, Altruist has continually designed
platforms and implemented steps to foster a highly engaged and friendly work environment that
encourages innovative ideas to stimulate growth and value addition. The work culture in the
company is open, fair, rewarding of performance and learning based. The HR policies are
customized to cater to needs of employees in different regions and provide best growth
opportunities within the organization.

FUTURE VISION:

Indian companies have been very successful in the software services space but have had little or
no success on the software solute/solutions/products arena. Altruist has embarked on a journey
to change that and be a force to reckon with in the Product landscape. The initial successful
launch and expansion of its products/platforms in multiple geographies are an encouraging
indicator of things to come.

29
Altruist Technologies continues to focus on Inorganic Growth through acquisitions. They are
evaluating some mid-sized companies across sectors to add to their portfolio. The contours are
to look for companies which have stable, reliable revenues but which do not have much
EBITDA margins. Acquiring such companies and putting in a nimble operations framework is
a strategy which has worked for Altruist multiple times. They would want to replicate the past
success on bigger and multiple targets leading to aggressive growth.

30
 CHAPTER- 5

RESEARCH METHODOLOGY

31
 RESEARCH METHODOLOGY-

What is research methodology-?

(Figure no.5.1 Research methodology)

Research methodology is the specific procedures or techniques used to identify, select, process,
and analyse information about a topic. In a research paper, the methodology section allows the
reader to critically evaluate a study's overall validity and reliability.
32
In other words, the methodology chapter should justify the design choices, by showing that the
chosen methods and techniques are the best fit for the research aims and objectives, and will
provide valid and reliable results. A good research methodology provides scientifically sound
findings, whereas a poor methodology doesn’t. We’ll look at the main design choices.

Methods of collecting data-

methods of
collecting data

PRIMARY DATA SECONDARY DATA

Primary data:
Primary data refer to the first hand data gathered by the researcher himself. the source primary
data are surveys, observations, experiments, questionnaire, personal interview, etc. it is real
time data. the most effective form of collecting the data for project was the questionnaire form.

Examples of primary data sources: Autobiographies and memoirs. Diaries, personal letters, and
correspondence. Interviews, surveys, and fieldwork.

Secondary data:
Using existing data generated by lager government institution, healthcare facilities etc. as part
of organizational record keeping. The data is then extracted from more varied datafiles. The
sources of secondary data include government publications, websites, books, journal articles,
internal records etc.
33
While the secondary data sources include; books, journals, articles, web pages, blogs, etc.

The most effective form of collecting the data for project was the questionnaire form. A
questionnaire was prepared in a series covering the matter required for the purpose of study. A
sample size of 15 employees were selected from different departments and the questionnaire
was handed over to them from altruist technologies pvt.ltd. The feedback was taken from the
employees in the answer form through questionnaire method. Then the data collected from the
feedback was sorted and analysed in order to carry out the further study. The interview of the
HR manager Mr. Laxman kakade of altruist technologies pvt. Ltd company was taken through
questionnaire method.

34
 CHAPTER- 6

DATA ANALYSIS AND DATA INTERPPRETATION

35
An interview of an HR manager Mr. Laxman kakade of altruist technologies pvt. Ltd. Company
was taken through questionnaire method. Questionnaire is created in google forms. The
questions asked in the questionnaire was related to the topic ‘salary and wages administration’
in altruist technologies pvt. Ltd. Company.

INTERVIEW OF AN HR MANAGER – LAXMAN KAKADE

Name: laxman kakade

Email address: kakadelaxman56@gamil.com

Phone no.: 8080878091

1) how many years are you working in the organization?

Ans) 3 years

Mr. laxman kakade HR manager of altruist technologies pvt. Ltd. Company has in 3 years of
working experience in the same organization. His contribution towards the company is
incredibly commendable. He is hoping to work with the organization in the upcoming years as
well.

2) Are you satisfied with salary and wages provided to you by the organization?

Ans) YES

Mr. laxman kakade is satisfied with salary and wages provided to them by the organization.
According to his job role he is comfortable with the working environment and as well as with
salary provided to him.

36
3) Are the employees are satisfied with the salary & wages provided to them according to you
as an HR?

Ans) MAY BE

According to HR manager the employees working in the organization may be or may not be
satisfied with the salaries provided to them. He’s not so sure about it whether if the employees
are satisfied with the salary.

4) Does the management handle your problem related to payment and allowance?

Ans) YES

According to the HR manager laxman kakade the management does handle if he himself or any
employee of the company faces any difficulty or problems related to payment and allowance
the management tries their level best to solve the issue and help the employees of the company.

5) Do you get any financial assistance apart from the allowance by the organization?

Ans) NO

HR manager Mr. laxman kakade clearly states that they don’t get any financial assistance by
the organization other than allowance. Thus, no financial assistance is provided to the
employees of the company.

6) Have you ever complaint for unauthorized deduction regarding the salary to the
management?

Ans) YES

Mr. Laxman Kakade HR manager has once complained to the management regarding the
unauthorized deduction in his salary according to that management looked into it and solved
this issue and resolved it within a short span of time.

7) Do the organization frequently revises the salary scale for its employees to motivate them?

Ans) NO
37
Ac Do cording to the HR the organization does not revises the salary scale for its employees.
They have their own method of motivating the employees but the organization not that
frequently revises the salary scale.

8)Do you get adequate incentive for every extra effort you put in the organization?

Ans)NO

According to the HR manager Mr. laxman kakade the company does not offer adequate
incentives to the employees so it might as well affect the performance of the employees and
also might lead to disappointment which will affect the organization in a way or other.

9) Does the salary and wages policy in the organization motivates you to put more efforts and
invest you time in the organization?

Ans)YES

According to the HR manager he is satisfied with the salary provided to him by the
organization so he is willing to put his effort and invest his more time in the company and
contributing for the betterment of the organization and also works towards his personal growth.

10) Compared with other government organization in the country is the salary of your
organization better and motivating?

Ans)NO

If compared with the other government organization the salary and wages structure of altruist
technologies pvt. Ltd. Company the salary given to the employees is not that satisfying or
motivating to the employees so there are chances if employee gets better opportunity in another
organization with better salary they will surely accept the job with better salary thus their
stability can be questioned.

11)Do you receive any of the following payment benefits during the incoming year?

Ans)

Payment benefits Yes No

38
 a) Allowance Yes

b) Lump sum payments in arrears No

c) Reportable fringe benefits No

d) Annual or long services leave on termination No

e) Genuine redundancy or early retirement payment No

As you can see from the above responses apart from the monthly allowance the HR manager
did not receive any of the payment benefits such as lump sum payments in arrears, fringe
benefits, annual or long service leaves on termination and genuine redundancy or early
retirement payment any of this benefits were not provided by the company to the HR manager.

12) what is your current salary for your position

a) Below 5000
b) Rs. 5001 to Rs.10000
c) Rs. 10001 to Rs. 15000
d) Rs. 15001 and above

Ans) Rs. 15001 and above

Mr. laxman kakade the HR manager of altruist technologies pvt. Ltd. Company selected his
monthly salary within the range of Rs. 15001 and above. As he said before he is satisfied with
the salary provided to him by the organization.

13) were there any fluctuation in the salary of employees due to covid – 19?

Ans)NO

According to the HR manager even in the pandemic situation there were no fluctuation in the
salary of the employees. Employees were given their full salary without any deductions so even
in case of COVID 19 all the employees were satisfied with the organization as there were no
fluctuations in the salaries of the employees.

39
14)were the period when the company is facing financial crises will you accept salary reduction
for that particular period?

Ans)YES

Mr. laxman kakade HR manager of the altruist technologies pvt. Ltd. Company stated that even
in case when the company will face financial crises he will accept the salary reductions for that
particular period and works towards the betterment of the company at the companies lowest as
well and put in more effort for the growth of the organization.

15) your suggestion About salary and wages administration in altruist technologies pvt. Ltd.
Company?

Ans) altruist is a very good company whatever they provide salary and compensation is good as
per policy terms and conditions.

According to Mr. laxman kakade HR manager of altruist technologies pvt. Ltd. Company states
that it is a very good company the salary and wages provided the employees are as per the
policy terms and conditions of the company so whatever compensation the employees get is
fair as per the terms and conditions of the employees.

40
Interview of employees:
The interview of the employees was conducted at altruist technologies pvt. Ltd. Company. The
interview was taken through questionnaire method through Google forms. After interviewing
the employees we got to know that the employees are satisfied with salary / wages provided to
them by the company. Employees working in the organization are friendly and cooperative
while conducting the survey they were very helpful through out the whole process.

41
15 employees have responded to the questionnaire out of which 73.3% of the employees are
male and the remaining 26.7% employees are female.

DATA ANALYSIS AND DATA INTERPRETATION – of

interview of the employees

1) How many years of experience you have in this particular field?

a) 0 years
b) 1 year to 5 years
c) 6 years to 10 years
d) 11 years and above

42
 Options Number of responses Percentage

0 years 2 13.3%

1 year to 5 years 11 80%

6 years to 10 years 0 0%

11 years and above 2 13.3%

Total 15 100%

Interpretation:

Working experience matters the most in any organization people who have already worked in
any organization has a basic idea of the working mechanism of the company. A questionnaire
was prepared in which total 15 employees responded to the questionnaire 80% of the
employees selected their experience range from 6 to 5 years and 13.3% of the employees in an
organization are fresher’s with no working experience which clearly states that the company
prefers the candidates with atleast more than 1 year of experience remaining 13.3%of the
employees have experience of more than 11 years.

Fresher’s who are newly joined employees comparatively get less salary than the experienced
candidates thus experience of an employee does affect his/ her salary.

2) What was your starting salary range?

a) Rs. 1000 to 5000
b) Rs. 5001 to Rs. 10000
c) Rs. 10001 to Rs. 15000
d) Rs. 15001 and above
43
 Options
Rs. 1000 to Rs.5000
Rs. 5001 to Rs. 10000
Rs.10001 to Rs. 15000
Rs.15001 and above
Total
Number of responses Percentage
0 0%
3 20%
7 46.7%
5 33.3%
15 100%

Interpretation:

The total number of employees responded to the questionnaire are 15 from which 20% of the
employees states that their starting salary was within the range of Rs.5001 to Rs.10000. 46.7%
of the employees selected the their starting salary range from Rs.10001 to Rs.15000 and 33.3%

of the employees starting salary range is above Rs. 15001. Getting the first salary is an
excellent feeling which marks the beginning of a new chapter in adult life and also brings in
more responsibilities towards yourself. It's the reward of years of educating and transforming
yourself.

3) Are you satisfied with the salary provided to you by the company?
a) Yes

44
 b) No
c) May be

Options Number of responses Percentage

Yes 11 60%
No 2 20%
Maybe 2 20%
Total 15 100%

Interpretation:

When it comes to the employee the most important factor is whether the employees are
satisfied with salary provided to them by the company. A survey was conducted 15 employees
responded to the questionnaire out of which 60% of the employees in altruist technologies pvt.
Ltd. Company are satisfied with the salary provided to them. 20 % of the employees says that
they are not satisfied with the salary provided to them by the company and 20% of the
employees are not sure if the salary they are receiving is satisfying or not. so they states as may
be they are satisfied with salary provided to them.

45
 4) Does the organization frequently revises the salary scale of the employees to motivate
them?
a) Yes
b) No
c) Maybe
d) Don’t know

Options Number of responses Percentage

Yes 7 46.7%
No 3 20%
Maybe 3 20%
Don’t know 2 13.3%
Total 15 100%

Interpretation:

A questionnaire was conducted to learn about salary & wages administration in altruist
technologies pvt. Ltd 15 employees responded to the questionnaire From which 46.7% of the
employees states that yes the company frequently revises the salary scale of the employees to
motivate them and 20% of the employees do not agree to it as in the company does not
frequently revises the salary scale of the employees to motivate them. 20 % of the employees
think that may be the company frequently revises salary scale for the employees and 13.3% of
the employees are not aware if the company frequently revises salary scale of the employees.
To identify improved competence or skills. To compensate the team member for taking on

46
additional accountabilities it is necessary or a company to frequently revise it’s salary scale for
motivating the employees to work hard.

5) Does company provide any financial assistance apart from the allowance?
a) Yes
b) No
c) Maybe

Options Number of responses Percentage

Yes 8 53.3%
No 5 33.3%
Maybe 2 13.3%
Total 15 100%

Interpretation:

The questionnaire contains the information based on the opinion of 15 employees out of which
53.3% of the employees states that yes the company does provide them financial assistance
apart from their allowance while 33.3 % of employees says no as in company does not provide
financial assistance to them apart from the allowance and 13.3% of the employees are not sure
and states that may be the company provides financial assistance but some of the employees are

47
not sure about it. Apart from the allowance the company should also provide the employees
financial assistance which will help the employees in term of their financial needs or in case of
emergency.

6) Does the management of the company handle your problems related to payment and
allowance?
a) Yes
b) No
c) Maybe

Options Number of responses Percentage

Yes 11 73.3%
No 1 6.7%
Maybe 3 20%
Total 15 100%

Interpretation:

In total 15 employees have responded to the survey from which 73.3% of the employees states
that yes the management does handle their problems related to payment and allowance and look
into solving the issues on immediate basis while 6.7% of the employees do not agree to it and

48
states NO the management does not handle their problems related to payment and allowance
and 20% of the employees are not sure about it so they respond as maybe

It is very important for the management of the company to solve the issues within the
employees and also issues related to salary and wages. Most of the employees do believe that
the management of the company do solve their problems related to payment and allowance.

7) Does the company provide you with adequate incentives?

a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 12 73.3%
No 2 20%
Maybe 1 6.7%
Total 15 100%

Interpretation:

Apart from salary there are many factors related to salary that motivates the employees to give
their 100% in the organization Incentives themselves are rewards and benefits used to motivate
49
positive behaviors in your workforce.. in total 15 of the employees responded to the
questionnaire out of which 73.3% of the employees believes that the company does provide
them with the adequate incentive while 20% of the employees states that they are not provided
with adequate incentive and 6.7% of the employees are not so sure about incentive facility.
Incentives are given to the employees to keep them motivating and to achieve better objectives
which will motivate them to work towards their personal growth as well this most of the
employees states that they are provided with the adequate incentive for the work or effort they
are putting in the company to achieve the companies objectives.

8) Do you get paid for the overtime or the extra efforts you put in the organization?
a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 10 66.7%
No 3 20%
Maybe 2 13.3%
Total 15 100%

Interpretation:

50
According to the questionnaire survey that was conducted 66.7% of the employees states that
they do get paid of the overtime or the extra effort they put in the company while on the other
hand 20 % of the says that NO that the company does not pay them for the extra effort they put
in the company and 13.3% of the employees are not sure about it.

Overtime is the amount of time someone works beyond normal working hours. Ideally if an
employee works overtime or put extra effort in the organization he should get paid for his
efforts in altruist technologies most of the employees do get paid for the extra efforts they put
in the company.

9) What is your current salary range for your position?

a) Rs. 5000 to Rs.10000
b) Rs. 10001 to Rs.15000
c) Rs.15001 to Rs. 20000
d) Rs.20001 and above

Options Number of responses Percentage

Rs.5000 to Rs.10000
Rs.10001 to Rs.15000
Rs.15001 to Rs.20000
Rs.20001 and above
Total
0 0%
5 33.3%
5 33.3%
5 33.3%
15 100%

51
Interpretation:

A salary is the money that someone is paid each month by their employer, in the survey
employees were asked to rate their current salary scale in total 15 employees responded to the
questionnaire 33.3% of the employees comes under the category of Rs.10001 to Rs 15000,
33.3% of the employees of stated that the salary provided to them is within the range of
Rs.15001 to Rs.20000 and 33.3% of the salary scale is above Rs.20001. most of the employees
in the company are satisfied with salary provided to them by the company.

10) Are you satisfied with bonus structure of the company?

a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 8 53.3%
No 3 20%
Maybe 4 26.7%
Total 15 100%

52
Interpretation:

A sum of money added to a person's wages as a reward for good performance is termed as
bonus. Bonus are provided by the company to the employees as an reward out of 15 employees
53.3% of the employees states that they are satisfied with the bonus structure of the company
and they are satisfied with the bonus given to them by the company while 20% of the
employees are not satisfied with the bonus structure of the company and are not happy with the
bonus given to them by the company and 26.7 % of the employees states maybe they are not
sure whether they are satisfied with bonus structure of the company.

11) Is there any insurance policy provided to you by the organization?

a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 12 73.3%
No 3 26.7%
Maybe 0 0%
Total 15 100%

53
Interpretation:

Insurance is a way to manage your risk even most of the companies provide their employees
with the corporate insurance policy for protection of health of their employees according to the
questionnaire conducted 15 employees responded to the questionnaire out of which 73.3% of
the employees says that they are provided with the insurance policy by their company and rest
of the 26.7% of the employees States that they are not provided with the insurance policy as a
protection for their health. Most of the employees in altruist technologies are provided with the
insurance policy.

12) Have you ever complaint for unauthorized deductions regarding your salary?
a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 3 26.7%
No 12 73.3%
Maybe 0 0%
Total 15 100%

54
Interpretation:

Unauthorized deductions in the salary may lead to a disappointment amongst the employees as
an employee is the most important factor of the organization and a person works in a
organization to make living and cope up the growing world to satisfy his/ her basic needs in
such case any of the unauthorized deductions in the salary may lead to disappoint for the
employee. Among the 15 employees who responded to the questionnaire states that 26.7% of
the employees have complaint regarding the unauthorized deductions in their salary which is
actually low. 73.3% of the employees never complaint about unnecessary deductions in their
salary.

13) Were there any fluctuations in the salary due to COVID- 19?
a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 4 26.7%
No 10 66.7%
Maybe 1 6.7%
Total 15 100%

55
Interpretation:

The unfolding COVID-19 crisis is challenging people, households and firms in unprecedented
ways it affected many people’s life as well. In case of covid 19 as their were many fluctuation
in the society it affected the salary of common people. A questionnaire survey was conducted
total 15 employees survey was conducted 66.7% of the employees states that the pandemic
situation didn’t cause any fluctuations in the salary they were getting paid fully even if they
didn’t worked while on the other hand 26.7% of the employees states that yes covid 19 did
cause fluctuations in their salary remaining 6.7 % of the employees stated as may be the
pandemic situation affected their salary caused fluctuations in their salary.

14 Does the company provide any of the following payment benefits?

Payment benefits: (options) Yes No Total Number of Percent%

employees
Allowance 13 2 15 100%
Lump sum payment arrears 4 11 15 100%
Reportable fringe benefits 5 10 15 100%
Annual or long service leave on 5 10 15 100%
termination

Interpretation

56
Benefit Payments means cash payments from retirement, survivors, or disability insurance or
from supplemental security income programs, and includes, but is not limited to, payments
from social security, railroad retirement, and the United States Department of Veterans Affairs.

Including the salary given to the employees there are various other payment benefits given to
the employees such as allowance lump sum payment arrears, fringe benefits, leave on
termination etc. according to the survey conducted 15 employees have responded to the
questionnaire 13 employees states they are provided with the allowance. 4 employees says that
yes they are provided with lump sum payments and 11 of the employees states as in no that
they are not provided with the lump sum payment arrears. 5 of the employees do get fringe
benefits while other remaining 10 employees does not agree to it. 5 of the employees believe
that they are provided with annual leave on termination. While 10 of employees states as in No
That they are not provided for long service leave on termination.

15) Are you satisfied with the salary and wages provided to you by the altruist technologies pvt.
Ltd. Company during the period of pandemic?

a) Yes
b) No
c) May be

Options Number of responses Percentage

Yes 12 80%
No 2 20%
Maybe 1 6.7%
Total 15 100

57
Interpretation:

During the period of covid 19 in the pandemic situation which the world face facing it was very
important for people to survive and for that everyone need to make a living. At that kind of a
situation will the employees be provided with the salary was a big question for everyone as per
our survey in altruist technologies pvt. Ltd. Company 80 % of the employees stated that YES
they were satisfied with the salary given to them in this pandemic period on the other hand
20% of the employees were not satisfied by the company and remain 6.7 % of the employees
states maybe they are satisfied with the salary provided to them during the pandemic period.
Most of the employees were satisfied with the salary provided ti them during the pandemic
period which is good deed and that’s the reason the employees trust their company.

58
 CHAPTER 7

FINDINGS, CONCLUSION AND SUGESSTIONS

FINDINGS

Wage and salary Administration is essential application of a systematic approach to the

problem of ensuring that employees are paid in a logical, fair and equitable manner. 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.

59
The employees agreed that company is much concern about employees. Many of the
respondents agreed recognition of employees contribution and Most of the employees greed
that wages, Salaries and increments are followed every year. Company does not revise the
salary scale that frequently Maximum number of the respondents agreed about the Wages and
Salary system in altruist technologies pvt.ltd. company is satisfactory.
 Many of the employees agreed that Wage and Salary structure implemented according to
qualification and experience of the employees. Many of the respondents agreed that Bonus and
Incentives are relative to the employees contribution. Mostly all the employees responded
positively that they are getting their pay as per the laws and companies policy terms and
conditions. Above of the employees agreed that they are getting gratuity according to laws
while leaving the job.

CONCLUSION

Wage and salary administration is a challenging task for the management which involves
decisions relating to the appropriate wage structure for the human resources. It is the set of
practices employed in the planning and disbursing payment to the employees.

60
The wage and salary structure is concerned with the financial aspects of needs, motivation and
regards. Its basic purpose is to establish and maintain an equitable wage and salary structure. It
refers to the establishment and implementation of sound policies and practices of employee.
The salary levels represents the money an average worker makes in his organization. Salary in
the widest sense means any economic compensation paid by the employers. Salary form the
largest cost factor for the enterprise. The employers perceive wages as a cost of their business
efforts Employees consider salary as the means of satisfying their needs in terms of an expected
standards.

The payment of wages Act was passed to regulate the payment of wages to certain class of
persons employed in industry. It applicable to factory, railway, industrial and other
establishment etc. Every employer is responsible for payment of wages and payment must be
paid to employed person not exceed than one month Wages paid to the workers in terms of
current coin and currency notes or cheque or credited to employees bank account. Section 7 to
13 of the payment of wages Act is related to the deductions which may be made from wages.
All deduction must be done with the consent of the employed person.

SUGGESTIONS

In the survey which was conducted in Altruist Technologies pvt. Ltd considering the domain of
this project “salary and wages administration" The HR and the employees of the organisation
were interviewed through google forms. The overall conclusion of this project is very positive

61
Here are some of the suggestions that I would like to put forth for the better and smooth
working of the altruist technologies pvt. Ltd.-

 The organisation should make sure that there are fair and equitable salary / wages given
to all the employees as per their caliber and position.

 The eligible employees should be considered for promotion or salary increase.

 Employees should be given other payment benefits as well such as fringe benefits, lump
sum payments, annual leave on termination, food and travel allowance etc,

 Employees should be given incentive for the extra effort they put in the organization.

 Company should frequently revise the salary scale of the employees to keep them
motivating to keep working hard in the organization.

APPENDIX

HR MANAGER QUESTIONNAIRE SURVEY-

1) For how many years are you working in the organization?

62
 2) Are you satisfied with salary / wages provided to you by the organization?

3) Whether the employees are satisfied with salary & wages provided to them according
to you as an HR?

4) Does the management handle your problem related to payment and allowance?

5) Do you get any financial assistance apart from the allowance by the organization?

6) Have you ever complaint for unauthorized deductions regarding the salary to the
management?

7) Does the organization frequently revises the salary scale of its employees to motivate
them?

8) Do u get adequate incentive for every extra effort you put in the organization?

9) Does the salary and wages policy in the organization motivates you to put more effort
and invest your time in the organization?

10) Compared with other government organization in the country, is the salary of your
organization better and motivating?

11) Do you receive any of the following payment benefits during the incoming year?

12) what is your current salary range for your position?

13) Were there any fluctuations in the salary of the employees due to COVID-19?

14) In the period when the company is facing financial crises will you accept salary
reduction or that particular period?

15) Express your suggestions about salary and wages administration in altruist
technologies pvt. ltd. 

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EMPLOYEES QUESTIONNAIRE SURVEY-

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 BIBLIOGRAPHY

 CB Gupta- human resource management

 www.economicsdiscussion.net/wages/wage-system/wage-and-salary-administration/
32097

 https://www.crunchbase.com/organization/altruist-technologies-pvt-ltd

 https://2bqwe7212tygr0q3a7b9e1bv-wpengine.netdna-ssl.com/wp-content/uploads/
2017/12/wage-and-salary-policy.pdf

 https://www.scribd.com/document/342244144/Review-of-Literature

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