Employee Compensation &

Benefits Management-A Study on Singer

Bangladesh Ltd.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

Employee Compensation &Benefits Management:

A Study on Singer Bangladesh Ltd.

Prepared For:
Abdul Kader Nazmul
Assistant Professor
American International
University-Bangladesh (AIUB)

Prepared By:
Mohammad Azizul Haque Id: 10-94267-3
Sandra Heleny Sinthia Id: 11-94533-1
Md. Naimul Islam Id: 10-94001-2
S.M.Mustafizur Rahman Id: 10-94235-3
Section: A
Faculty of business Administration

American International
University-Bangladesh (AIUB)
Date of Submission: 4th December,2011
Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

Date: 4th December,2011

To
Abdul Kader Nazmul
Assistant Professor
American International UniversityBangladesh (AIUB)
Subject: Submission of report on Employee Compensation & Benefits Management-A Study
on Singer Bangladesh Ltd.
Dear Sir,
It is our great pleasure to submit the report on Employee Compensation & Benefits
Management-A Study on Singer Bangladesh Ltd. This is a partial requirement of the course
Human Resource Management. Despite of several limitations, we hope that the paper has
attained its purpose to a considerable extent. We thank you for allowing us the opportunity to
do the report on this topic.
We have done our level best to complete this paper in time and with the quality of our
expectation. We are thankful to you for giving us this opportunity. We hope you would be kind
enough to accept our report. We will be happy to provide further clarification regarding this
report.
We hope that our report will aid to make concrete decision and live up to your expectation.
Sincerely Yours,

.............................................
Mohammad Azizul Haque
Id: 10-94267-3
.............................................
Sandra Heleny Sinthia
Id: 11-94533-1
.............................................
Md. Naimul Islam
Id: 10-94001-2
.............................................
S. M. Mustafizur Rahman
Id: 11-94235-3
Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

Table of Contents
1.0. Introduction
1.1. Background of the Study
1.2. Rational of the Study
1.3. Objective of the Study
1.4. Methodology of the Study
1.5. Limitations of the Study
2.0. Company Profile
2.1. History of Singer
2.2. Mission, Vision, Value Statement & Management Philosophy
2.3. Board of directors
2.4. Product of Singer Bangladesh Ltd.
3.0. Compensation & Benefits Management Analysis
3.1. Compensation
3.2. Types of Compensation
3.3. Compensation as component of HRM
3.4. Job Evaluation
3.5. Job Evaluation Methods
3.6. Establishing pay structure
3.7. Board of directors
3.8. Establishing Compensation Plan
3.9. Executive Compensation
4.0. Compensation Management Practice at Singer Bangladesh Ltd.
4.1. Performance Based Evaluation measure
4.2. Compensation System of Singer.
4.3. Types of Compensation provided by singer
4.3.1. Direct Compensation Benefit provided by singer
4.3.2. Indirect Compensation Benefit provided by singer
5.0. Analysis & Interpretation of data
6.0. Problems & Recommendation
7.0. Conclusion
8.0. References

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

Acknowledgement
First and foremost, we would like to thank to our course instructor of the Human
Recourse Management, Abdul Kader Nazmul, Assistant Professor, AIUB, for the
valuable guidance and advice. He inspired us greatly to work in this term paper.
His willingness to motivate us contributed tremendously to our work. We also
would like to thank him for his valuable time by helping us for this term paper.

Mr.Abdul Kader Nazmul, lifted us up when we were not sure we would or could
ever get to the finish line. Thank you for supporting us, for challenging us, for
teaching us, but most of all, for believing in us. We honestly could not have done
it without you and your help.

Besides, we would like to thank the Singer Bangladesh Ltd. We are very thankful
to them as they gave their precious time for us. Their cooperation really helps us
to analyze and finalize this report.

Finally, an honorable mention goes to our families and friends for their
understandings and supports on us in completing this report. Without helps of the
particular that mentioned above, we would face many difficulties while doing this
project.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

Introduction
1.1. Background of the Study
Human Resource Management (HRM) has never been as significant as it is today. Companies
want to attract, retain and motivate brains to meet objectives. Today Humans are regarded as
one of every companys assets so they need to be efficiently and effectively managed. One of
the tools companies use to attract, retain and motivate its people is Compensation
Management. Compensation is an integral part of human resource management which helps in
motivating the employees and improving organizational effectiveness.
Employees today are not willing to work only for the cash alone, they expect 'extra'. This extra
is known as employee benefits. Also known as fringe benefits, Employee benefits are nonfinancial form of compensation offered in addition to cash salary to enrich workers lives.
Human Resource is the most vital resource for any organization. It is responsible for each and
every decision taken, each and every work done and each and every result. They should be
managed properly and motivated by providing best remuneration and compensation as per the
industry standards. The lucrative compensation will serve the need for attracting and retaining
the best employees.
So, Human Resource managers task is to carefully design the organizations benefit package.
They have to plan about what benefits should offer to whom and on which basis? Definitely all
the employees will not get the same benefit. A sales person and a receptionist will get different
benefit but inadequate benefits do contribute to low satisfaction level and increase absenteeism
and turnover in employees.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

1.2. Rational of the Study

Employee Benefit & Compensation is an integral part of human resource management which
helps in motivating the employees and improving organizational effectiveness. An idle
compensation & Benefit management system will help an organization significantly boost the
performance of its employees and create a more engaged workforce thats willing to go the
extra mile for an organization. That is why we have decided to do our report on Employees
Benefit & Compensation management

1.3. Objective of the Study

Broad Objective:
To know about the Employee compensation & Benefit management system.
Specific Objective:
1. To know the compensation & Benefit management system of Singer Bangladesh Ltd.
2. To know the employee satisfaction level of Singer Bangladesh Ltd with the companys
existing compensation & Benefit system.
3. To identify the problem of compensation & Benefit management system of Singer
Bangladesh Ltd.
4. To provide the necessary recommendation about the compensation & Benefit package
of Singer Bangladesh Ltd.

1.4. Methodology of the Study

Population and Sample: Among all the companies in Bangladesh one company
(Singer Bangladesh Ltd.) is selected as a sample for this study.
Among all the employees of Singer Bangladesh Ltd. 20 employees has been selected as
a respondents.

Sources of Data: Among primary and secondary source of data most of the data has
been collected from the primary source-Face to face conversation with the manager and
the officials.

Analysis: In the analysis part tabular and graphical analysis has been done using MSExcel.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

1.5. Limitations of the Study

1) Sometimes it will be difficult to find out the actual situation inside the company.
2) Employees may not be provided proper information about compensation system of the
organization.
3) The topic is actually a confidential matter for some company. Thats why is may be
hamper us to prepare a good report.
4) Sometimes companies dont want to disclose their internal operations. If that will
happen it may be hampering to prepare an accurate compensation system.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

Company Profile

2.1. History of Singer

Singer is a well-established multinational firm with intense local recognition in consumer
household durables. Basically, it is a retail firm, which gains a prestigious position over time.
Mr. Isaac Merrit Singer in the New York city of U.S established it in 1851 with the innovation
of the first practical sewing machine of the world. After that, observing the world wide demand
Singer established its first overseas manufacturing unit in 1867 in England for reaching its
increasing potential market. In 1885, Singer originated the higher purchase plan similar to the
installment of time payment purchase plan for the less solvent housewives.

Singer began its operation in this part (present Bangladesh) of the world in the early twentieth
century during British India establishing 3 showrooms. By the time of the separation there
were 23 showrooms. Now the company has 78 showrooms and about 96 exclusive agents all
over the country. In around 1979, the company floated its share and became a public limited
company. All through this time Singer was operating with only one product that is their sewing
machine. In 1984 it enhanced its product range by introducing their Refrigerator to the
industry.

In the year 1991 they start the marketing of the Color Television and in 1994 VCP was added
to the range. In 1995, washing machine was introduced to the consumer for test marketing.
With the success of this, the management decided to set up the Washing Machine Assembly
Factory at Dhaka, which started production from February 1996. With Washing Machine in the
Singer Electronics Complex at Jhamur, Savar, Dhaka, Singer also assembles Color Television
Black & White Television and Motor Cycle the assembly unit of which was established in
2001 and went into commercial production from 13 February 2002.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

2.2. Mission, Vision, Value Statement & Management Philosophy

Mission
Singers delegation is to improve the quality of life of people by providing comforts, and
conveniences at an affordable price.

Vision
Singer wants to be the most admired and respected family company in the country.

Value Statement
Singer will continue to treat their employees with respect, in recognition of their contributions,
as they are the assets of the company. Singer will ensure that high standards and quality are
maintained in everything they do. Singer will continue to honor and maintain high ethical
standards.
Management Philosophy
Singers management philosophy is to work for the betterment of society.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

10

2.3. Board of Directors

Chairman and Managing Director

Mahbub Jamil

Directors

Corporate Office

Stephen H. Goodman

5B, Road No.126

Jim Kelly

Gulshan-1, Dhaka-1212

Akhtar Imam
C.K. Hyder

Singer Electronics Complex

Tobias Brown

Jhamur,Savar

A. M. Hamim Rahmtullah

Dhaka-1340,Banglades

Company Secretary
Mohd. Sanaullah
Auditors
S.F. Ahmed & Co.
Chartered Accountants
Bankers
Dhaka Bank Ltd.
Eastern Bank Ltd.
Legal Advisor
A. Imam and Associates
Barristers and Advocates
Registered Office
39 Dilkusha Commercial Area
Dhaka-1000, Bangladesh

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

11

2.4. Product of Singer Bangladesh Ltd.

SINGER

SINGER

SEWING MACHINE

REFRIGERATOR

SINGER

SINGER

WASHING MACHINE AIR CONDITIONER

SINGER
TELEVISION
(Color, black & white)
SINGER
AUDIO SYSTEM
(Radio, player,
recorder)

SINGER

SINGER

SINGER

FAN

OVEN

IRON

SINGER

SINGER

SINGER

BLENDER

MOTORCYCLE

IPS

SINGER
Dish Washer

SINGER
Vacuum Cleaner

Singer Instant Power

Supply

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

12

Compensation &
Benefits Management Analysis
3.1. Compensation
Employees need to be compensated for Their Efforts based on volume of predication.
Compensation refers to all forms of financial rewards received by employees. It arises from
their employment. It occupies an important place in the life of the employee. It is a
considerable cost to the employer. Compensation dissatisfaction can lead to absenteeism,
turnover, job dissatisfaction, low performance, strikes and grievances. Majority of labor
management disputes relate to compensation.
Compensation refers to the extrinsic that employees receive in exchange for their work. It is
composed of the base wage or salary and incentives or bonuses and benefit.
Compensation is a key factor in attracting and keeping the best employees and ensuring that
the organization has the competitive edge in an increasingly competitive world. The
Compensation Management component enables to differentiate between the remuneration
strategies and those of competitors while still allowing flexibility, control and cost
effectiveness. It provides a toolset for strategic remuneration planning that reflects the
organization culture and pay strategies, and it empowers line managers within a framework of
flexible budget control. Compensation management allow to control bottom line
expenditures and competitive and motivating remuneration , be it fixed pay, variable pay, stock
options, merit increases, or promotion- in other words, total compensation.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

13

3.2. Types of Compensation

Compensation

Direct

Pay

Indirect

Incentives

Base Pay

Benefits

Services

Merit Pay

Figure: Types of Compensation

Direct Compensation is remuneration provided to employ in exchange for their labor and
services. What makes it direct is that it is given to the employee without an intermediary.
Under direct compensation.

Pay: It consists of wages and salaries received for performance work. It can be base
pay and merit pay based on job performance.

Incentives: They are provided for the employees benefit, but is not given directly to
the employee. Under indirect compensation there are two performing work. It con be
piece wage, commission, bonus, profit sharing, stock option etc.

Indirect compensations are provided for the employees benefit but is not given directly to the
employee. Under direct compensation there are two types of compensation:

Benefits are the payments addition to pay. They can be

1. Pay for time not worked: paid vacation, holidays, leaves
2. Protection Programs: Pension, Gratuity, Insurance etc
3. Executives Benefit: Free Newspapers, telephone etc

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

14

Service and Perquisites: They increase employees wellbeing at on cost or

significantly reduced cost to employees. They can be
1. Housing, transport, food
2. Loans Childrens, education expenses
3. Discount on purchases, credit cards
4. Social-culture recreational activities; club subscriptions.

3.3. Compensation as component of Human Recourses Management

Compensation management consists of designing the lowest cost pay structure that will attract,
retain, and motivate the competent employees and which is perceived as fair by the employee
satisfaction.
3.3.1. Objectives of compensation management
The following are the objectives of compensation management:

1. An ideal compensation system will have positive impact on the efficiency and results
produced by employees. It will encourage the employees to perform better and achieve
the standards fixed.
2. It will raise the morale, efficiency and cooperation among the workers. It being just and
fair will provide satisfaction to the workers.
3. Sound compensation/ Rewards system bring peace in the relationship of employer and
employees, collective bargaining generally focus on compensation issues
4. The perfect compensation system provides platform for happy and satisfied workforce.
This minimizes the labor turnover. The organization enjoys the stability.
5. The business organization can think of compensation and growth if it has the support of
skillful, talented and happy workforce.
6. The sound compensation system is hallmarks of organization success and prosperity.
7. The success and stability of the organization is measured with pay-package it provides
to its employees.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

15

3.4. Job Evaluation

Job evaluation is one of essence of compensation administration and the establishment of pay
structure. Job evaluation uses the information collected through ob analysis and systematically
determines the value of each job in relation to all jobs within the organization. Job evaluation
seeks to rank all the jobs in the organization and place them in a hierarchy that will reflect the
relative worth of each and determines the organizations pay structure.
3.5. Job Evaluation Method
Job Evaluation

Analytical

Point

Non Analytical

Factor
Comparison

Ranking

Classification

Figure: Job Evaluation Method

3.6. Establishing pay structure
Once the job evaluation is completed, its data become the nucleus for the development of the
organizations pay structure. This mean establishing pay rates or ranges that are compatible
with the ranks, classifications or points arrived at through job evaluation. The pay structure can
be determined through following process:
3.6.1. Wage survey
Wage survey is the systematic gathering of factual information on pay practices from
comparable firms within or outside the industry. The gathered information gives an idea of the
standard market practices which are used to set the actual wage level. The data can be
generated or the organization can collect the data through secondary source such as
publications, research firms or organization can generate the data through primary source such
as conduction their.
Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

16

3.6.2. Wage curves

3.6.3. Wage Structure
3.7. Incentive Compensation Plan
In addition to the basic wage structure, organizations that are sincerely committed to
developing a compensation system that is designed around performance will want to consider
the use of incentive pay. Incentive can be paid based on individual, group or organization wide
performance.
3.7.1. Individual Incentives
Individual incentives plan pay off for individual performance. Popular approaches include
piecework plans, time-saving bonuses and commission.
Under straight piecework plan, the employee is typically guaranteed a minimum hourly rate for
meeting some pre established standard output. For output over this standard, the employee
earns so much for each piece produced.
Individual incentives can be based on time saved as well as output generated. As with
piecework, the employee can expect a minimal guaranteed hourly rate, but in this case the
bonus is achieved for doing a standard hours work in less than sixty minutes. Employees who
an hours work in fifty minutes can do obtain a bonus that is some percentage of the labor
saved.
Sales personnel frequently work on commission basis. In addition to low wage rate, they get an
amount that represents a percentage of the sales price.
3.7.2. Group Incentives
Each of individual incentive can also be used on a group basis. That is two or more employees
can be paid for their combined performance. One problem with group incentives is that
employees do not see them as being directly linked to their own behavior. The pay of the
employee under group incentives is influenced by the behavior of others with whom that
employee works.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

17

3.7.3. Organization wide incentives

The goal of organization wide incentive is to direct the efforts of all employees toward
achieving overall organizational effectiveness. This type of incentive produces rewards for all
employees based on organizational wide cost reduction or profit sharing.
3.8. Executive compensation
Executive compensation is significantly higher than the benefits given to the middle level
managers and operational staff. This is how executive of business corporations are paid which
includes basic salary, bonuses, shares, options and other company benefits. There are three
components of executive compensation they are explained below:
3.8.1. Executive Salary
Top managers are expected to demonstrate good decision making abilities. Eventually the
supply of qualified senior executives is scare, and organizations have bid up the price for this
talent. They too must keep their salaries in line with the competition or potentially lose an
executive to another organization. High salary also acts to motivate both top executives and
lower level managers. High pay encourages top level managers to perform well in order to
keep their jobs. But high pay also acts to stimulate lower level managers to work hard so that
they can someday move up the ladder to the big money.
3.8.2. Supplement Financial Compensation
Financial incentives like bonuses or stock option plans are the exception among rank and file
workers, but it is the rare senile business executive whose compensation does not include such
incentives. The executive is bonus is computed on the basis of some formula, usually taking
into account increases in sales and profits. This bonus although earned in the current period is
distributed over several future periods. The major purpose of such deferred compensation is to
increase the cost to the executive of leaving the organization. Similarly stock options have been
a common incentive offered to executives. They generally allow executives to purchase, at
sometime in the future, a specific amount of the companys profitability and, therefore the
price of the stock; Stock options are viewed as performance based incentives.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

18

3.8.3. Supplement Non Financial Compensation

Executives are frequently offered benefits of perquisites not offered to other employees. These
benefits includes such as medical insurance, life insurance, interest free loan, club membership,
vehicles/fuels, quarters, supplemental retirement accounts etc.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

19

Compensation Management Practice at

Singer Bangladesh Ltd.

4.1. Performance Based Evaluation Measure:

Singer always tries to give the better service to their customers. As for this they tries to find out
the best employees compare with their rival companies. The HRD of singer not only provide
training to the employees but also goes for measurement of the performance before and after
training. HRD goes for two types of methods:
a) Post-training performance method
b) Pre-post training performance method
According to the post-training performance method HRD evaluate the training programs based
on how well employees can perform their job in the position Singer provides to after training.
Under pre-post training performance method HRD of Singer evaluate the training programs
based on the difference in performance before and after training.

4.1.1. Critical Compensation decision:

While compensate the employees, HRD of Singer Bangladesh make some critical decision.
HRD tries to find out the four policies that match with the employees current performance
based on the decision they have made before.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

20

The four policies are:

Administration

Competitive
ness

Consistency

Contribution

Figure: Four Basic Policies

Consistency:
HRD recommend or choose to compensate the employees performing according to the
company's standard of performance level. But Singer also ensures that the performance of the
employee should maintain the consistency of performing well and up to the standard. It means,
the person who will be compensated, have to maintain and each time increase the standard of
performance level Singer wants from its employees in order to meet the company needs.
Contribution:
HRD recommend those employees who are fully contributed for the company. Anyone who
works only for to work is not countable at all for the compensation.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

21

Competitiveness:
Employees who have the mentality to reach the competitive advantage levels with the company
automatically are going to be selected by the HRD of Singer. It means employee who has the
ability to accept and adapt the change and also has the ability to compete effectively and
efficiently with competitors are always motivated by giving proper compensation.
Administration:
Employees who follows the rules and regulations of Singer Bangladesh gets the additional
support BY the HRD of Singer, when compensate the employees.

4.2. Compensation Systems

It is a big issue to compensate the employees because each and every employee has some extra
capabilities which make him/her different from the other employees as well as reducing the
lacking that make him/her away from the race of reward system.
For making a fair compensation system, HRD of Singer follows some factors of the
employees. Those are:

1) Mental efforts____ intelligence, memory, verbal expression, specialized

Knowledge, communications.
2) Physical efforts___ height, weight, strength, working hours
3) Skills ___________ experience, training, education, ability to perform the
given task
4) Responsibilities____ how much the employee responsible to perform the
job, how willful he/she is?
All this above factors are considered while the HRD are going to compensate any employees.
His past (if has) and present records of the works are evaluated for making a fair compensation
packages.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

22

4.3. Types of Compensation provided by Singer Bangladesh Ltd

HRD of Singer Bangladesh provides both direct and indirect compensation to their employees.
HRD tries to match with the environment of the current situation and the needs of the
employees. Cluster with all that HRD gets the decision whether they give direct or indirect
compensation benefit.
4.3.1. Direct compensation
Direct compensation that Singer usually provide to their employees consist of:

Merit pay
Spouses Income Continuation
Direct Compensation Benefits
Gain sharing
Profit sharing

a) Merit pay: If some times any employee did any unexpected work which can not be
possible for other employees and to did that should have some additional knowledge on
that cases HRD of Singer give direct financial support to that employee to motivate
both that employees and all others of the company.
b) Spouse income continuation: If any uncertainties arise that a employee of Singer
can not able to work due to his disable situation most of the cases Singer tries to stand
beside the family of that employee.
c) Gain sharing: When a group of people did any thing extremely well and make a huge
financial profit some times Singer gives some percentage from that profit equally to
each and every members of the group. By doing this employees are being motivated to
work as a team to gain the competitive advantage.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

23

d) Profit sharing: Basically it is not happen regularly and if it so than only the
percentage of the profit is distributed to the top level management Officers.
4.3.2. Indirect Compensation benefits:
Singer not only gives the direct compensation but also compensate their employees indirectly.
Company gives so many facilities for the employees to become a friendly relation with the
management and the employees.
Indirect compensation consists of:

Protection programs

Services and prerequisites

Others (Vacation, Holiday, Sick leave)

Protection programs: HRD of Singer provides protection programs like Medical Insurance,
Life Insurance, Social Security etc.
Services and prerequisites: Services that Singer gives to the employees are recreational
facilities, car facilities according to the designation etc.
Others: Employees of Singer enjoy holiday facilities, sick leave, vacation etc.

Rewards System
Singer is very much concern about the reward system of the employees. Because all the time
Singer believes that no more Singer in the world would exist if each and every single employee
are not satisfied while doing their job in the company. Singer always try to give some rewards
which will cheer up the employees and makes them more attract on their own field. Basically
singer gives two types of rewards towards the employees.
1) Intrinsic reward
2) Extrinsic reward
Under intrinsic reward employees are not allowed to enjoy financial benefits from the
company. For top level or upper mid level employees can go for a) decision making

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

24

( while unexpected situation arises) b) personal development by getting training without any
expense c) job freedom.

Under extrinsic reward employees get financial rewards. But some times they have the chance
to get some additional benefits by the company. In a diagram extrinsic rewards are given below

Extrinsic Reward

Financial
Support

Non-Financial
Support

Preferred office furniture

Assigned parking space
Business cards

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

25

Analysis & Interpretation of data

1. Human resource management department is very active in this organization.

Description

Respondents

Percentage

7
6
2
3
2
20

35%
30%
10%
15%
10%
100%

Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Table: 1
8
7
6
5
4

S eries 1

3
2
1
0
S trongly
agree

A gree

Not s ure

D is agree

S trongly
dis agree

Graph: 1

Explanation: The above table and graph represents that 65% employees are agree with that the
HR department of this organization is active, 10% employees have no comments about it and
remaining 25% employees are not satisfied with the activity of HR.
The HR department of Singer Bangladesh Ltd. is active but still it needs to make some
improvement in HR activities.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

26

2.

The top management communication system with the subordinates is not satisfactory.

Description

Respondents

Percentage

5
4
4
4
3
20

25%
20%
20%
20%
15%
100%

Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Table: 2

Number of R es pondents

6
5
4
3
S eries 1

2
1
0
S trongly
agree

A gree

Not s ure Dis agree S trongly

dis agree

Graph: 2

Explanation: 45% of the total respondents are not satisfied with the communication system of
Singer, 35% are satisfied and 20% have no comments about it. These data represent has the
Singer has a communication gap between the managers and employees.

The communication system at singer is not effective.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

27

3. The Management allows you to make decisions.

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Respondents

Percentage

6
5
2
3
4
20

30%
25%
10%
15%
20%
100%

Number of R es pondents

7
6
5
4
3

S eries 1

2
1
0
S trongly
agree

A gree

Not s ure Dis agree S trongly

dis agree

Explanation: 55% of the total respondents said that they are allowed by the management to
make decision, 10% are not sure and remaining 35% are not involved in making decisions.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

28

4. Singer has a strong job evaluation system.

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Strongly
disagree
30%

Respondents

Percentage

3
8
1
6
2
20

15%
40%
5%
30%
10%
100%

Strongly
agree
20%
Strongly agree
Agree
Not s ure
Dis agree

Agree
25%
Disagree
25%

Strongly dis agree

Not sure
0%

Explanation: Among the total respondents 55% respondents are not satisfied and 45%
respondents are satisfied with the job evaluation system of singer. It represents the job
evaluation system of Singer Bangladesh Ltd. is not strong.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

29

5. Result of job evaluation has a great impact on job progress or job retention.

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Respondents

Percentage

2
8
3
5
2
20

10%
40%
15%
25%
10%
100%

9
8
7
6
5
4

S eries 1

3
2
1
0
S trongly
agree

A gree

Not s ure Dis agree

S trongly
dis agree

Explanation: Among 20 respondents 50% respondents states that the job evaluation has a
great impact on job progress, 15% respondents does not make any comments and 35%
respondents are not agree with that job evaluation has a great impact on job progress. So it can
be say that the job evaluation system at Singer Bangladesh Ltd should be improve.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

30

6. The current compensation system of singer is satisfactory.

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Respondents

Percentage

5
3
1
6
5
20

25%
15%
5%
30%
25%
100%

7
6
5
4
3

S eries 1

2
1
0
S trongly
agree

A gree

Not s ure

Dis agree

S trongly
dis agree

Explanation: 40% respondents are satisfied, 55% respondents are not satisfied and 5%
respondents do not make any comments about the Compensation system of Singer.
So, the Compensation system of Singer is not satisfactory.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

31

7. Employees have a positive reaction about the compensation system of Singer.

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Respondents

Percentage

4
2
3
7
4
20

20%
10%
15%
35%
20%
100%

8
7
6
5
4
S eries 1

3
2
1
0
S trongly
agree

A gree

Not s ure

Dis agree

S trongly
dis agree

Explanation: 30% respondents believe that the Employees have a positive reaction about the
compensation system of Singer, 55% respondents believe that employees have a negative
reaction about the compensation system of Singer and 15% respondents do not make any
comments.
The above data represent that the employees of singer are not satisfied with the existing
compensation system.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

32

9. The compensation objective of Singer is to motivate the employees?

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Respondents

Percentage

3
3
8
4
2
20

15%
15%
40%
20%
10%
100%

9
8
7
6
5
4

S eries 1

3
2
1
0
S trongly
agree

A gree

Not s ure

Dis agree

S trongly
dis agree

Explanation: Among the total respondents 30% are agree with the above statement, 30% are
disagree and strongly disagree and 40% are do not know about it.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

33

10. The Singer should change and add something new in its compensation system.

Description
Strongly agree
Agree
Not sure
Disagree
Strongly disagree
Total

Respondents

Percentage

10
7
2
1
0
20

50%
35%
10%
5%
0%
100%

12
10
8
6
S eries 1
4
2
0
S trongly
agree

A gree

Not s ure Dis agree S trongly

dis agree

Explanation: Among the total number of respondents 85% think that the singer should change
the compensation system. Only 5% respondents think that it should not be changed and 10%
do no make any comments about it.

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

34

11. The Singer Bangladesh Ltd. Offer salary increment depending on the inflation
rate.

12. The compensation system of this company is sufficient to keep you from looking
From another job

13. Is there any opportunity to move to higher salaried position at this company?

14. The leave policy of this organization is satisfactory?

15. Singer has a good environment to work.

16. Any Other Comments:

Employee Compensation and Benefits Management: A Study on Singer Bangladesh Ltd.

35