Compensation and Benefits:: Apurv Kumar

Compensation
And
Benefits
Presented By: Apurv Kumar

Aradhya Srivastava
Aditi Singh
Deepak Kapoor
Deepika Gupta
Dipannita Banerjee
Introduction
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.
Employees should be managed properly and motivated
by providing best remuneration and compensation as per
the industry standards.
The good compensation will also serve the need for
attracting and retaining the best employees.
Compensation
Compensation is the remuneration received by an employee in
return for his/her contribution to the organization.
It is an organized practice that involves balancing the workemployee relation by providing monetary and non-monetary
benefits to employees.
Needs For Compensation

When managed correctly, it helps the organization
achieve its objectives and obtain, maintain, and retain a

productive workforce.
Compensation is a key factor in attracting and keeping the
best employees and ensuring that your organization has
the competitive edge in an increasingly competitive world.
Without adequate compensation, current employees are
likely to leave and replacements will be difficult to recruit.
The outcomes of pay dissatisfaction harm productivity
and affect the quality of work life.
Compensation System
Indirect
Protection Programs
Medical
Insurance
Life Insurance
Disability Income
Pension
Social security
Direct
Base Pay
Salary
Wage
Merit Pay
Cont..
Indirect
Pay For Time Not
Worked
Vacations
Holidays
Sick Leave
Jury Duty
Direct
Incentive Pay
Bonus
Commission
Piece
Rate
Profit Sharing
Stock Option
Shift Differential
Cont..
Indirect
Services And
Perquisites
Recreational
Facilities
Car
Financial Planning
Low-Cost or Free
Meals
Direct
Deferred Pay
Savings
Plan
Stock Purchase
Annuity
Employee Satisfaction And Motivation

Issues In Compensation Design
People have no basic or Instinctive need for money, A
commodity that is important only if it can satisfy others

needs.
Organization frequently overestimate the value workers
place on monetary reward.
For example : If money were the primary motivation for
working why would hourly employees object to over time,

given the premium rate of pay associated with it???
The EQUITY and EXPECTANCY theories can help
explain employees reaction to compensation systems
Equity Theory
Equity is balance between the inputs an individual brings
to a job & the outcomes he or she receives from it.

Employees inputs includes experience, education, special
skills, efforts and time worked.
Outcomes includes pay, benefits, achievement,
recognitions, and any other rewards.
Inputs and outcomes are in different units, and are hard to
compare to each other directly.
Equity theory suggest that individuals determine whether
they are being fairly treated by comparing their own
inputs/outcomes ratio to the input/outcome ratio of others.
Cont
Person
Comparison Others
My Rewards(outcomes)
Others Rewards
My Contributions(inputs)
Others Contribution
Equity
Others Rewards
Others Contribution
Inequity
(under reward)
Action to restore equity from Under reward Inequity

Person could ask for a raise in salary.
Person could reduce contributions (work less hard)
Person could try to get others to increase contribution(work harder)
Last resorts : quit or choose another comparison other.
Cont..
Others Rewards
Others Contribution
Inequity(over reward)
Action to restore equity from Over Reward Equity

Person could increase contribution
Person could ask for a pay cut
Person could attempt to get other a raise
Person could attempt to get other to reduce his or her
contribution
Last restore quit the job or choose another comparison
Designing equitable compensation

system
Three element of equity can be distinguished as external,
internal and individual.

External equity refers to comparison of similar jobs in
different organizations.
Internal equity refers to the relationship among the jobs
within a single organization.
Individual equity refers to comparison among the individual
in the same job with the same organization
Internal equity
To measure the value of jobs in relation to organizational
objectives rewards are usually based on important
components to make one job worth more than other these
aspects called compensable factors.
The five most frequently used job evaluation methods
are:
Job ranking
Job grading
The points method and
Factor comparison
Job evaluation methods..

The major purpose of job evaluation is to determine relative worth of the jobs
within an organization.
Basis for job hierarchy
Non quantitative
Job v/s job
Job ranking
Job v/s scale
Job grading
Quantitative
Factor comparison
Point method
External equity
There is no absolute way to rate pay for a job
Setting pay rates, organization seek to integrate the
external information with what they have learnt through

internal evaluation of jobs this process is called pricing the
wage structure.
Wage and salary surveys
Identifying key jobs
Selecting organization to survey
Collecting data
Pay level policy
Individual equity
Wage grades are established and all the jobs within the
grade are paid identically.

Designing pay ranges
Establishing pay ranges
Broad branding
Above and below range employees
Setting individual pay

Seniority
Merit pay
Skilled based pay
Linking pay to performance

Employers believes that reward in general and incentives in
particular influence performance.
Reason to link pay to performance
Motivation
Expectancy
Instrumentality
Valence
Retention
Productivity
Cost savings
Organizational objectives
Benefits
The major reason for the increased attention in benefits is
costs.
Role of benefits:
To attract new employees
To retain the customers
Types of benefits:
Mandatory protection programs
Social security
Unemployment compensation
Workers compensation
Cont..
Types of benefits
Compensation for time not work
Holidays
Vacations
Sick leave
Personal days
Other leave
Other benefits
Child care assistance
Wellness program
Educational assistance
Insurance benefits
Workers
Retirement benefits
Social security
Pension plan
Cash balance pension plan
Early retirement plan
Examples of different organizations

compensation and benefits plan
Google
Procter & Gamble
Apollo
Wipro
Google
Health care , plus on-site physician and dental care
Vacation days and holidays, and flexible work hours
Maternity and parental leave
Adoption assistance
Google Child Care Center
Fuel Efficiency Vehicle Incentive Program
Employee discounts
Onsite dry cleaning
Procter & Gamble

Financial Benefits & Compensation
Health & Family-Friendly Benefits
Vacation & Personal Time-Off
Employee Engagement.
Community Involvement
Apollo Hospitals
Benefits include the traditional medical and dental.
401k, company-paid life insurance.
Child care subsidies
Flex time
Educational assistance and
Professional development programs.
Wipro
Flexible Benefits.
Medical Assistance Plan and Medical claim benefits.
Group Life Insurance Program and Employee Deposit
Linked Insurance (EDLI) Program.

Wipro Cares Mitr
Kids @ Wipro (fun way of learning)
Fit for Life.
Eco Eye.

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Compensation

Presented By: Apurv Kumar

Needs For Compensation

achieve its objectives and obtain, maintain, and retain a

Employee Satisfaction And Motivation

commodity that is important only if it can satisfy others

working why would hourly employees object to over time,

The EQUITY and EXPECTANCY theories can help

explain employees reaction to compensation systems

to a job & the outcomes he or she receives from it.

Action to restore equity from Under reward Inequity

Action to restore equity from Over Reward Equity

Designing equitable compensation

internal and individual.

Job evaluation methods..

Job v/s job

Job v/s scale

external information with what they have learnt through

grade are paid identically.

Setting individual pay

Linking pay to performance

Examples of different organizations

Procter & Gamble

Linked Insurance (EDLI) Program.

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