t.latha chakravarthi 8/26/2015 pay is a statement of an employee’s worth by an employer. pay is...
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T.Latha Chakravarthi
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Pay is a statement of an employee’s worth by an employer.
Pay is a perception of worth by an employee.
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The basic nature of wage and salary administration is to establish and maintain an equitable wage and salary structure.
Steven Kerr says, “People do what they do to satisfy some need. Before they do anything, they look for a reward or pay-off.”
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Motivate & Retain Staff
Attract talent
Contribution based Remuneration
Administratively Efficient
Reward Valued Behavior
Effective Compensation
Ensure Equity
Institutionalized Processes
Legal Compliance
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1. Employees are paid according to requirements of their jobs.
2. Favouritism is minimized
3. Job sequences, lines of promotion are established
4. Employees morale and motivation are increased - wage programme can be explained & based on facts
5. Employers can control the labour costs
6. Dealing with trade unions is easier
7. Attracts qualified employees
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Wage – ILO defines, “the remuneration paid by the employer for the services of hourly, daily, weekly and fortnightly employees”
Salary – it is the remuneration paid to the clerical and managerial personnel employed on monthly or annual basis
Earnings – it is the total amount of remuneration received by an employee during a given period. (pay + DA+HRA+CCA+other allowances+overtime payment)
Nominal Wage – it is the wage paid or received in monetary terms
Real Wage – it is the amount of wage arrived after discounting nominal wage by the living cost.
The Living Wage – According to the committee on fair wages, the living wage is the higher amount of remuneration (needed for a modern civilized society)
Take home Salary
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Minimum Wage – it is the amount of remuneration which could meet the “normal needs of the average employee regarded as a human being living in a civilised society”
Statutory Minimum Wage – it is the amount of remuneration fixed according to the provisions of the Minimum Wages Act, 1948.
The Fair Wages – Incentive Wage Wage Rate – it is an amount of remuneration for a unit of
time excluding incentives, overtime pay etc Standard Wage Rate – it is the amount of wage fixed for
a unit of time fixed on the basis of job evaluation standards
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Total CompensationTotal CompensationTotal CompensationTotal Compensation
DirectDirectDirectDirect IndirectIndirectIndirectIndirect
BonusesBonusesBonusesBonuses
GainsharingGainsharingGainsharingGainsharingSecurity Plans• Pensions
Security Plans• Pensions
Employee Services• Educational assistance• Recreational programs
Employee Services• Educational assistance• Recreational programs
CommissionsCommissionsCommissionsCommissions
Wages / SalariesWages / SalariesWages / SalariesWages / Salaries
Insurance PlansInsurance Plans• MedicalMedical• DentalDental• LifeLife
Insurance PlansInsurance Plans• MedicalMedical• DentalDental• LifeLife
Time Not WorkedTime Not Worked• VacationsVacations• BreaksBreaks• HolidaysHolidays
Time Not WorkedTime Not Worked• VacationsVacations• BreaksBreaks• HolidaysHolidays
Presentation Slide 9–1
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Salary is structured, fixed, adjusted on the basis of several systems
1. Wage Theories
i. The Just Wage Theory
ii. Subsistence Theory
iii. Standard of Living Theory
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iv. The Wage Fund Theory : According to J.S.Mill, Wage = Amount of fund allocated for wage payment
Number of workersv. Residual Claimant Theory : According to Walker, The amount of wages = Production value – (Rent + Profits +
interest)v. Marginal Productivity Theory : basis of marginal contributions
of the worker to the productionvi. The Bargaining Theory of wages : relative bargaining strength
of the two parties, (Employer and Employees)vii. Contribution of behavioural scientists to the wage theories –
based on size, nature, prestige of organisation, strength of union, social norms, traditions, customs, job authority, responsibility & status, job satisfaction, morale, employee behaviour and level of performance
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2. Job Evaluation
3. Wage/Salary Survey
4. Factors affecting Wage/Salary Levels
5. Wage Fixation Institutions in India
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WAGEWAGEFixationFixation
Labor MarketConditions
Area WageRates
Cost ofLiving
CollectiveBargaining
LegalRequirements
Compensation Strategyof the Organization
Worth ofthe Job
Employee’sRelativeWorth
Employer’sAbilityto Pay
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Wage survey & analysis of relevant organizational problems
Job Evaluation
Job Analysis
Job Description & Specification
Performance Standards
Differential Employee Appraisal
Wage Payments
Rules of Administration
Wage Structure
Wage Legislation
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Wages are fixed by the following institutions in India. They are:
1. Collective Bargaining & Adjudication2. Wage Boards3. Pay Commissions
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The Executive Pay Package◦ Base salary◦ Short-term incentives or bonuses◦ Long-term incentives or stock plans◦ Perquisites (perks)
Copyright © 2004 South-Western. All rights reserved.
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Stock Price Appreciation Plans
Stock Options
Stock Appreciation Rights (SARS)
Stock Purchase
Phantom Stock
Restricted Stock/Cash Plans
Restricted Stock
Restricted Cash
Performance-Based Plans
Performance Units
Performance Shares
Formula-value Grants
Dividend Units
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Copyright © 2004 South-Western. All rights reserved.
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Figure 10.3b
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Incentives are most useful when:◦ Focused on key performance targets that
produce employee and organizational gains.
◦ Variable costs of payouts are linked to the achievement of competitively important results.
◦ Directly relating payouts to achieving operating performance objectives (quantity and/or quality).
◦ Teamwork and unit cohesiveness are fostered by basing payments to individuals on team results.
◦ Used to distribute success among those responsible for producing that success.
Copyright © 2004 South-Western. All rights reserved.
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Figure 10.1Presentation Slide 10–1
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INDIVIDUAL GROUP ENTERPRISE
Piecework Team compensation Profit sharing
Standard hour plan Scanlon Plan Stock options
Bonuses Rucker Plan Employee stockMerit pay Improshare ownership plans
Lump-sum merit pay Earnings-at-risk plans (ESOPs)
Sales incentives
Incentives for professional employees
Executive compensation