Module 1

Introduction To

Prof.Navya Jain
Department of Business Administration
AIET-MIJAR

What You Learn in this Module

Definition of Compensation
The Pay Model
Strategic Pay Policies
Strategic Perspectives of Pay
Strategic Pay Decisions
Best Practices Vs Best Fit Options

The compensation is affected by the view of the

people how they Behave, it is not same to
Everyone. Depending on what perspective is
viewed, Probably,

A member of a Society
A Stockholder
A Manager
Employer
An Employee

Different Perspectives of Compensation as

follows:
Society :Society Perceives compensation as a measure of
justice
Stockholders: They are also interested in how employees
are paid. Some believe that using stock to pay employees
creates a sense of ownership that will improve performance,
which will in turn, increase stockholders wealth.
Managers: For Managers, Compensation influences their
success in two ways, First it is a major expense. Competitive
Pressure, Both Global and Local, force managers to
consider the affordability of their compensation decisions.

 Employer: Employer has their own concept about

compensation. Compensation to employees is either cost to
a company or an investment in HR to meet the corporate
objectives
Employee: The pay individuals receive in return for the
work they perform is usually the major source of their
financial security. Hence, pay plays a vital role in persons
economic and social well being. Employees may see
compensation as a return in an exchange between their
employer and themselves, as an entitlement for being an
employee of the company or as a reward for a job well
done.

Definition of Compensation:
Acc to R. Wayne Mondy,: Compensation is the total
of all rewards provided to employees in return for
their services. The overall purposes of providing
compensation are to attract, retain and motivate
employees.
Acc to Gary Dessler,: Compensation means all
forms of pay or rewards going to employees and
arising from their employment.

A Pay Model

 Pay Model contains three basic building blocks:

1) The compensation objectives.
2) The policies that form the foundation of the
compensation system.
3) The techniques that make up the compensation
system.

 Compensation Objectives
Pay systems are designed to achieve certain
objectives. The basic objectives include efficiency,
fairness and compliance with laws and regulations.
Efficiency can be stated more specifically:
1) Improving performance, increasing quality,
delighting customers and stockholders and
2) Controlling labor costs.

Four Policy Choices

Every employer must address the policy decisions

1) Internal Alignment
2) External Competitiveness
3) Employee Contribution
4) Management of the pay system.

 Internal alignment refers to comparisons among jobs or skill levels

inside a single organization. Jobs and skills are compared in terms
of their relative contributions to the organizations business
objectives.
External competitiveness refers to pay comparisons with
competitors.
Employee Contribution: The emphasis to place on employee
contributions is an important policy decision since it directly affects
employees.
Management: A policy regarding management of the pay system is
he last building block, management means ensuring that the right
people get the right pay for achieving the right objectives in the
right way.

Pay Techniques
The remaining portion of the pay model shows the
techniques that make up the pay system. Techniques
tie the 4 basic policies to the pay objectives.

 Work analysis can be done internally, with detailed

descriptions which leads to evaluation and
certification.
The next technique related to the competitiveness
policy is through Market definitions and surveys.
Seniority Based Contributions can lead to the
analysis of performance based incentive programs
The another technique is cost as a subject for
communication.

Strategic Pay Policies

Evaluate Different Compensation Models: A
strategic pay policy likely will include elements from a
variety of models. Not all compensation models are
the same. Some plans place more emphasis on base
pay than performance incentives. Others offer
employees the chance to share in the company's
profits to entice them to strive for increased
production levels and decreased expenses.

 Determine Costs: Actual compensation costs include

much more than just an hourly rate or monthly salary.
Overtime, bonuses and commissions must be
included, as well as what your portion of payroll taxes
will cost. Many managers know to include these
expenses. However, some overlook the less obvious
expenses. If you pay all or part of the employee's
health or life insurance, provide a company vehicle or
pay for employees to attend training seminars,
consider the impact of these additional costs.

 Verify Compliance :
Federal and state laws require employers to comply
with certain salary issues. For example, you cannot
claim that an employee is exempt from overtime pay
unless specific conditions apply.

Next Part is continued by

1) Sana
2) Aparna
3) Vinay Kumar G H