PRESENTATION

ON
COMPANSATION

PREPARED BY
ABEER RAJA
PGDBM
JAIN COLG
BANGALORE
 SOURCES
 TAPOMOY DEB.

K ASWATHAPPA.

 INTERNET.
TOPICS

 DEFNITION

 THEORIES

 COMPANSATION STRATEGY

 COMPANSATION
EVERYONE LIKES TO BE PAID.

COMPENSATION IS THE REMUNERATION

COMPENSATION IS MOTIVATION.
 WAGES AND SALARY

 INCENTIVES

 FRINGE BENEFITS

 PERQUISITS e.g INFOSYS.

 NON MONETARY BENEFITS

 Remuneration

Financial Non financial

Hourly Incentives Fringe Perquisites

Job context
Monthly Individual Benefits Furnished
Challenging
Rated Plans Gratuity House
Job
Wages Group P.F Stock
Recognition
And Plans Insurance Option
Salaries etc Schemes

COMPONENTS OF EMPLOYEES REMUNERATION

 THEORIES
 EQUITY

 REINFORCEMENT

 EXPECTANCY

 AGENCY

 DISREPANCY
 EQUITY THEORY
 GIVEN BY ADAM

 POSITS
EMPLOYE’S INEQUITY AND ITS
RESTORATION IN REMUNERATION .

IN THIS WE HAVE

 INTERNAL EQUITY

 EXTERNAL EQUITY

 INDIVIDUAL EQUITY
 Internal
equity Motivation

External Perception
Commitment
Equity Of
fairness

Individual
Equity Performance

DIAGRAMATIC REPRESENATATION OF EQUITY

THEORY
 Performance

Strikes
Desire for
More pay Grievances

Search for Higher Absenteeism

Paying jobs
Turnover

Psychological
Pay Lower attractive withdrawal
Job
Dissatisfaction ness of job
Dissatisfaction
Visits to the
Absenteeism Doctor
Poor Mental
Health

CONSEQUENCES OF PAY DISSATISFACATION

 Feedback To Employees Employee considers
Employees set Equity of
Performance is
Expectations Performance
reward
And goals rewards

MOTIVATION AND PERFORMANCE MODEL

 Feedback To Employees Employee considers
Employees set Equity of
Performance is
Expectations Performance
reward
And goals rewards

MOTIVATION AND PERFORMANCE MODLE

COMPENSATION STRATEGY.
 HOW AN ORGANIZATION WANTS TO PAY ITS
EMPLOYEES.

 EMPLOYEES SATISFACTION.

 ACHIEVING GOALS.

 CLASSIFIED INTO 4 DISTINCT AREAS.

PAY LEVEL DECISION.
 LEAD,LAG OR MATCH POLICY.

 WETHEROR NOT EMPLOYEES ARE WILLING

TO CONTINUE TO WORK FOR THE
ORGANIZATION.

 UNDER PAY LEADS TO DISASTEROUS

SITUATION.
PAY DIFFERENTIATION
DECISION.
 BASED ON SENIORITY.

 BASED ON MERIT.
PAY STRUCTURE DECISION.
 PAY DIFFERENCES BETWEEN LEVELS OF
HIERARCHY.
 SIGNIFICANT PAY DIFFERENCES BETWEEN

HIERARCHICAL LEVELS SHIFTS FOCUS FROM

EFFECTIVE TO SUCCESS.
PAY ADMINISTRATION
DECISION.
 MERIT.

 SUBJECTIVE.

 TENURE.
 FACTORS AFFECTING
COMPENSATION.
 EXTERNAL COMPETITIVENESS.

 INTERNAL COMPENSATION STRUCTURE.

 TECNOLOGICAL DEVELOPMENTS.

 CHANGE IN CULTURE.

 CAREER DEVELOPMENT.

 ECONOMIC RESTRUCTRUING AD DIFFERENT .

 FINANCIAL RESULTS.

 FINANCIAL RESULT.

 RISNG COST
DERMINANTS OF EMPLOYEEE
COMPANSATION
 MOTOVATION OF EMPLOYEES

 DUTYOF TOP MANAGEMENT AND HR

PEOPLE
FACTORS INFLUENCING

 ORGANIZATIONAL STRATEGY

 ORGANIZATIONAL STRATEGY

 ORGANIZATIONAL CHARAC.

CATAGORISED
(a). Defenders.
(b). Prospectors.
(c). Analyzers.

 EXTERNAL ENVIRONMENT
 COMPENSATION
STRUCTURE
Fixed pay:

 Base pay.
 Competence-based pay.
 Fixed period employment contracts.
 Fringe benefits.
 International remuneration.
 Performance pay.
 Retirement funds.
 Total package.
 Cont…..
VARIABLE PAY

 Long-term incentives

 Share schemes

 Short-term incentives

 Long-term incentives

 Organization wide incentives